【步骤三】：请他们提供社交平台的帐号、个人信息，查看是否符合候选人的资格（LinkedIn profile, Twitter）
7. 由于求职者事先用心回答了问题，他们会更投入你后续安排的面试与招聘流程。 (既然他们花了时间，他们就更想得到这份工作。)也很棒的是，得到这份工作会让求职者，会有“胜利赢家”的感觉，他们会更有冲劲，试着在一开始工作就试着超越你对他们的期望。
Is This the Perfect Way to Hire?
You don't ask for resumes and you skip the traditional job posting. Onefounder says this four-step process trumps everything else she's tried.
Hiring the right talent is vital to the success of yourbusiness. But busy entrepreneurs don't have time to waste sifting through dozens of resumes to evaluate candidates.
"But at the same time you can't--orshouldn't--outsource the entire process," says J.T. O'Donnell, founder and CEO of Careerealism.com, a job search advice site, andCareerHMO, a career coaching membership site.
"I stopped asking for resumes a long time ago,"she says. "Years in the staffing industry taught me they weren't useful when evaluating candidates. I also stopped creating 'traditional' job postings altogether since they only resulted in a tidal wave of applicants to wade through, the majority of whom were unqualified for the role."
Here's the approach she takes to streamline the processand still ensure she finds and hires great employees:
Step 1: Don't post a job; post the problem the employee will solve.
Write out what problem this new hire is going to solve.Be rich in details. Explain what pain they will alleviate and how you see them accomplishing that as quickly as possible in the role.
Next, explain why your company exists. Again, be rich indetails. What problem does your company solve? What pain does it alleviate forits customers?
Finally, tie in how the right candidate will support those efforts.
Step 2: Ask candidates to answer three key behavioral questions.
Ask candidates to share as much as they can about the following:
What do you know about our business and industry?
How did you come to learn that what we do is important to our clients?
What is your favorite aspect of our business, and why?
Step 3: Ask for their LinkedIn profile, Twitter name, and any other online presence that supports their candidacy.
Make it very clear you do not want a resume or any othermaterials submitted beyond answering your three questions and providing socialprofile links.
Step 4: Provide an alias email address and have applications sent directly to you.
Set a deadline of 10 business days for applications to besubmitted. Then share the posting via all your social channels and sit back and wait for the right applicants to come in.
Why does this approach work?
1.Slackers won't apply, since they see researching your company and writing out answers to your questions as too much work.
2.Candidates who submit a standard cover letter and resume clearly did not read and follow directions. They can be eliminated without a second thought.
3.The deadline motivates candidates to get their applications in, again, weeding out the lazy folks.
4.Asking candidates to answer your three specific questions provides a sense of their writing and communication style and ability. You'll also see how well they understand and connect with both your business and the role they hope to fill.
5.Asking for Linkedin profiles and other social media presence gives candidates a chance to direct you to professional information they want you to see. If for some reason they don't want you to see their online presence (maybe they have something to hide?) they won't apply.
6.The best responses show how the candidate can solve your problem and why he/she is the right person to solve that problem. That also makes for a far more relaxed and productive first interview; you'll have more to talk about.
7.Applicants are more committed to the interview and hiring process simply because they invested in the process during the application stage. (In part they'll want to land the job simply because of the time they put in.) Better still, landing the job will feel like a big "win" and they'll be more likely to try to exceed your expectations when they start.
Give it a try. You'll increase the quality of theapplications you receive while decreasing the quantity, letting you worksmarter, not harder, on your hiring process.
JeffHaden learned much of what he knows aboutbusiness and technology as he worked his way up in the manufacturing industry.Everything else he picks up fromghostwriting books for some of thesmartest leaders he knows in business. @jeff_haden
Rumarocket 通过一系列已申请专利的自动化工具（机器学习算法）为公司优化招聘流程，节约时间和金钱。可以把 Rumorocket 想像成一个搜索引擎：总结个人表现数据、对雇员个人表现进行评估以及测评。雇主公司将更容易预测谁将是更适合公司的最佳员工。
A Performance-based Hiring Approach
Uses assessments and algorithms to help companies hire people based on their actual skill-levels
Big Data Hiring
Automates the process of looking through resumes and assessments for the "right" fit based on your company's needs
Measure Hiring Effectiveness
Track employees to determine how long they stay in the company, and how their work satisfaction is affected over time.
Predict Successful Hires
Data on successful employees is funnelled back to the hiring process, helping companies hire talent more efficiently.