Finding great employees who are willing to stick with a business for the long haul is tough for many business owners.
Over the past 2 years, we’ve created and used a very specific recruiting process for applications and interviews that has proven to be effective.
As a result of this process, we have a highly motivated and talented team of 23 content hackers, team leads, quality control specialists, designers, and directors in the United States and the Philippines who are eager to learn and valuable assets to our business.
At Repurpose House, we promote from within the company. This is why when we hire content hackers, who make up the majority of our team, it’s important that we make sure we recruit the right people. They’re the ones who will eventually get promoted to higher positions within the company.
In order to ensure that we hire the best possible people for our business, we follow these steps:
1. Post on Indeed
The first step that we take when we recruit people to work for Repurpose House is posting on Indeed.
Indeed is helpful because it allows us to look for specific data when recruiting, as well as be more granular and screen individuals better than popular recruiting tools like Upwork. While other tools are good for hiring freelancers, it’s important to us that we find people who are looking to work full-time and that don’t embrace the freelance mindset.
In order to use Indeed successfully, you should keep these best practices in mind:
- Make your job description as detailed as possible. Transparency now prevents miscommunication and headaches later.
- Set mandatory qualifications. Make the specific qualifications you want requirements so that you do not waste your time on unqualified applications.
- Link to your website. Let potential applicants see your core values, expectations, mission, and vision, so they know whether or not your business will be the right fit.
Another great benefit of Indeed is that it’s free to use! If you want to hire employees that understand your business’ expectations and decrease employee turnover, post job postings on Indeed.
2. Use Indeed assessments
After you create a detailed job posting on Indeed, you can give interested applicants any of 50+ Indeed assessments.
We send an Attention to Detail Assessment because the various roles we fill require a lot of attention to detail when working with clients, but you can choose an assessment that best fits your needs.
Assessments are a valuable tool because they help businesses save time, verify skills and qualifications, and choose the best applicants fairly. According to Indeed, assessments reduce average hiring time by 27%.
Using this step will help you find highly qualified applicants in record time because Indeed will only send you applicants that have completed the assessment. You’ll be able to use their assessment score to help inform your hiring decisions.
3. Ask for a video submission
Applicants who have completed the assessment can move on to this third step and submit a video submission.
At Repurpose House, we look for employees who are able to do video work for clients. It’s important for us to see the type of video work they can produce before we move onto the interview stage in the recruiting process.
We have a webpage for interested applicants called Join Our Team, where they can see the core values of our business and a short video. At the bottom of the page, there are instructions telling applicants to:
- Share a short video talking about which core values they embody
- Email a portfolio showing their previous work
These instructions are specific enough to help us get the information we’re looking for and weed out those who don’t pay attention to detail, share our core values, or produce satisfactory work.
This step is vital because it shows us whether an applicant will be the right fit for our business and our clients right away.
4. Conduct an interview
Only after an applicant has successfully completed the first three steps of our recruiting process will we set up an interview.
We recommend video calls through tools like Zoom because it allows interviewers to see the applicant and their body language throughout the interview.
Our interviews last roughly 20 minutes, and we use that time to ask for important information from our applicants:
- Design examples
- How they handle and rectify mistakes
After we go through these questions, we make sure to ask them “What’s one thing you are obsessed with?”
We like this question because we hire creative people, and it’s important to know they’re passionate about something and that they’re a driven and motivated person. It also gives you a chance to get to know them as a person beyond their work.
If you feel like the applicant is a good fit, you can spend the last bit of the interview talking about the final step: training.
5. Send the Offer Letter
Before we start the training process, we always send an official offer letter. This will provide a break down of their job expectations and benefits, as well as a documented explanation of the training.
We want to be completely transparent upfront. The interview and training are not just an opportunity for us to decide if an employee is the right fit, but they’re a chance for them to decide if the job is something they want to pursue as well.
We don’t want to put someone through 3 days of training if they’re not interested in the job duties, expectations, or benefits we’re offering.
6. Provide 3-day training
Training gives you the opportunity to see first hand how an applicant will handle client work and adapt to your business’ culture and processes.
This step is crucial for employee retention because it helps applicants feel prepared for their position before they start working. They learn how to work with clients and use all of the tools that our full-time employees use, which will let them know exactly what will be required of them if they’re hired.
Remember, this is another part of the application process. Make sure it’s abundantly clear that this training does not guarantee employment.
We make this training 3 consecutive business days in a row so that we can see how applicants work within our schedule. It also helps to see whether or not they’ll be excited to contribute and eager to learn if we hire them to work full-time.
After this training, we will know whether or not an applicant is a good fit or not. Usually, due to the amount of screening we conduct and the amount of work they have to put in to get the job, the applicant is a great fit that will stay with our business for a long time.
Want More Information About Our Recruiting Process?
Our recruiting process is not just for full-time remote staff! Hire full-time VAs, as well as hourly and by project work as well using our method.
If you’d like a more detailed breakdown of our hiring process, we recommend you check out our course. It’s currently free through April 30th!
Here, you’ll see:
- How we set up the Indeed post
- Our exact emails to candidates
- Exact interview questions
- The offer letter we send
- Inside our 3-day training
Sometimes We Write Stuff
Here’s a few things you might like
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Shaina Weisinger is the founder and CEO of Repurpose House, which turns your content into unlimited videos and images. Shaina is on a mission to show content creators the untapped potential and repurposing power of the content they already have. Shaina loves to laugh loudly, be obnoxiously competitive on the volleyball court, treat her dogs as her kin, and recover from tripping on or running into almost everything within a five-foot radius.