This week, Jarod and Jonathan deliver part two of their take on one of the biggest challenges facing any entrepreneur or manager: how to hire and retain talented people.
Despite getting sidetracked temporarily by tales of cocaine and penis-pumps, Jonathan and Jarod delivered tons of value in this episode…
What they rarely attempt is looking for writers from alternative sources that are highly relevant to their niche.
For example, if you have an affiliate site related to horses, rather than going to Upwork or Indeed and trying to hire an experienced content writer who may have no interest or knowledge of horses, go to a horse-related Facebook group instead.
Call out for people who are passionate about horses that also have some writing experience and offer to pay them to write an article.
Often, this can result in much more compelling content than what you might get from a more experienced writer who has no interest or knowledge of the niche.
Loyal Value Added listener and outreach allstar, Bibi Lauri Raven, has a brilliant technique for weeding out the one-click-fits-all applicants many job search platforms encourage.Towards the end of your job ad, insert an instruction that the applicant has to include a specific word in the subject line of their application in order to be considered.
For example, “donut.”
Then set up a filter that consigns all the applications that don’t conform to this requirement to the trash.
After all, who wants to hire someone who can’t even be bothered to read and follow a simple instruction?
“Greg Elfrink from Empire Flippers actually gave us a great tip.
For roles that require creative, outgoing people, video applications are a must.
All applicants must submit a CV and a video. People who won’t submit a video are eliminated immediately.
When hiring for a marketing position, we asked applicants to talk about SEOButler and what they could envision themselves doing for the company.
You instantly know from the video whether you want to go further down the road with the applicant.”
“When it comes to evaluating potential SEO hires, I always start out by checking out who they actively follow on social media.
If they follow Rand Fishkin, they’re going to have a very different opinion and style of SEO than if they die-hard follow Charles Floate.”
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