So it looks like Scoble’s discovered the joys of hiring via Craigslist: the signal to noise ratio is off the charts bad. I don’t know if this is the first time he’s tried it, but judging from the helpful list of tips for job seekers, he probably went through the standard emotional ride:
Step 1) Wow, 90 responses for free! Take that, paid job posting services!
Step 2) Wow, how can people be so bad at job hunting?
(Though actually, I’m not sure if he’s posting in one of the areas where ads cost money – all sections are free here in Toronto.)
I’ve hired via postings on Craigslist three times, and I’m interviewing someone else tomorrow that I found on their “gigs wanted” section, so there’s certainly some good stuff on there. The first time I went through the process, I was over the moon happy. In my last job at a big company, I managed to get all of 5 resumes from HR, and none of them were particularly stellar. Now here I was with 50! That I found myself! For free!
Of course, most of them were crap. In hindsight, all but about 3 of them, actually. Pretty much everything Scoble says not to do, someone did. And I doubt it’s a problem with Craigslist – if someone’s looking for work there, they’re probably also looking for work on the paid posting sites.
So here’s the secret to successful Craigslist postings: add as many hoops and puzzles as you can.
If you want a job with our company, you have to send a picture of an LOLcat. I won’t look at a resume that doesn’t have one. It’s a simple test of knowledge of either a) internet culture or b) Google.
Then I ask for something else, like a list of 5 reasons why you’re awesome, because why would I want to hire someone who’s not awesome? Sometimes the answers we get back are more reasons not to hire than to hire, which was unexpected.
I’ll also usually make up some technology requirement that I can’t find on Google. I haven’t seen someone take credit as an expert in B495 Gaussianization Protocol R yet, but it’s big bonus points if someone admits they don’t know it or asks what it is.
I stopped at the “send me a video of you explaining algorithm X” stage, but you get the idea: if someone’s not willing to do some basic work to submit a resume, they’re probably not going to go the extra mile when things go south on a project. Showing up to work might be a stretch task for some people – I’ve had interviews where I had to do everything in my power to not ask “so, do you actually want a job?”
Speaking of interviews – these posting steps are all pre-screen techniques, but if someone passes the initial tests, that doesn’t mean you don’t have to do a phone screen next. There are all kinds of reasons why someone might be a bad fit, and a 20 minute phone call is a much better use of everyone’s time than an hour or more of in person discussion, plus prep, clearing schedules, etc.
Any other ideas to help job posters? Got any examples of cool job postings that pre-test the candidates? Post ’em in the comments or ping me on the Twitter.
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