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Recruiting Overview

Organizations are risk averse

Organizations are afraid that the person they hire:

  • Can’t do the job. It’s very frustrating if the person they hire can’t do the work required and won’t deliver on what they need them to.

  • Won’t like the job. If the person they hire doesn’t like the role or the company, then the new hire is usually frustrated/disappointed, ends up quitting, and leaving the organization needing to hire a new person soon after.

  • Won’t fit in the organization’s culture. If the person they hire doesn’t fit in the culture, productivity and happiness will decrease. Frustration with management, work styles, or decisions may drive someone to leave.


Throughout the hiring process, the hiring managers have three main questions on their mind due to their three fears:


Can't do the job.

Won't like the job.

Won't be a culture fit.

Questions for the Candidate

Can they do the job? Do they have the skills and experiences required for the role?

Why do they want to work for us? In this

  • Role

  • Industry/Sector

  • Organization

Are they a culture fit? Do we like them?

Organizations need to be efficient

Organizations are now flooded with hundreds, sometimes thousands, of applications for each job posting due to:

  • The proliferation of internet job boards.

  • LinkedIn’s improved job search functionality.

  • The rise of recruiting apps, services, and technology.

  • The decrease in the amount of time that employees are choosing to stay in their jobs.


The impact: There are many pain points for organizations as they’re going through the hiring process, which may not be apparent to candidates.

  • Resume sifting is time consuming especially when many of the applications are completely irrelevant to the job posting. Most organizations are understaffed in Human Resources, or don’t have HR at all, so the hiring manager needs to sift through all of those applications in addition to their full time job.

  • The interview process is long and frustrating for the organization! It takes time to schedule an interview, answer questions leading up to the interview, conduct the interviews, and coordinate the decisions. Multiply that by many candidates and it adds up to a lot of extra time.

  • Companies spend money to go through the full interview process for each candidate, and organizations want to decrease their costs as much as possible.

  • Losing an employee is costly whether they leave on their own or get fired. Each organization invests time and money in training new hires, so if the employee doesn’t work out, the organization loses significant investment.

How most organizations hire

Therefore, organizations like to hire in ways that reduce their risk on those three fears, increase their trust in the answers of the candidate and increase their efficiency (i.e. decrease time, money, and energy).

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“The Hidden Job Market”


Many jobs are never even posted to the public; they are filled before it happens. For example, they may hire internally (i.e. within the company) or through people they already know/have worked with. Why go through the pain points listed earlier if you can significantly reduce the amount of time and resources needed to fill the position?


This section will walk you through how to leverage all channels in your recruiting strategy, making you efficient and effective!

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