How to Simplify High-Volume Hiring for Candidates

📱 My phone’s been blowing up lately—colleagues on both sides of the hiring game are venting about the same thing. Job seekers can’t land roles, and hiring managers can’t find people who actually stay. About half of my network who were job-hunting have found something, but the other half are still stuck in the grind. Meanwhile, companies tell me that even when they do make a hire, retention is a nightmare—new employees are bouncing within six months. The disconnect is real: companies are hiring, candidates are applying, but something is clearly broken. Traditional hiring—bloated job descriptions, ATS black holes, and never-ending interview rounds—is failing everyone. So, what needs to change? 🔄 Here’s what I’ve seen work: ✅ Ditch the ATS Dependence – Get back to human recruiting instead of relying on keyword filters. ✍️ Fix Job Descriptions – Make them clear, real, and relevant—cut the jargon. 🤝 Prioritize Personal Connections – Hiring managers should actively engage instead of passively posting. 🎯 Focus on Skills, Not Just Titles – Look at what candidates can actually do, not just where they’ve been. ⏳ Speed Up the Process – The best talent won’t wait around for a four-week approval cycle. 💬 Improve the Candidate Experience – Give real feedback and make the process transparent. Here’s a real-world fix I put in place: At a previous company, the hiring pipeline was a mess—ATS filters blocked great candidates, and the process dragged on. I introduced a referral-first hiring approach, tapping employees’ networks before posting publicly. We also replaced multiple early-stage screenings with a 30-minute call with the hiring manager. 📉 Time-to-hire dropped 35% 🎯 Quality of hires improved—better fits, fewer regrets 📈 Retention rates increased—candidates knew exactly what they were signing up for 🔑 Bottom line: Hiring is broken, but it doesn’t have to be. The best hires come through real connections, not algorithms. What’s been your biggest hiring (or job search) frustration lately? Drop a comment 👇 #Hiring #Recruiting #JobSearch #TalentStrategy #HR #FutureOfWork

Over the past 5 years, I've conducted hundreds of interviews and hired over 30 employees both in New York City and remotely worldwide. Here are three ways I hire the right person 80%+ of the time: 1. One-Strike Policy This one sounds tough, but you need to implement a “one-strike policy.” If someone makes a mistake early in the application process – the time when they’re arguably supposed to be the most diligent – they’re probably not a good fit. Don’t get me wrong, if there's a small typo in an email, that’s probably fine… (Unless you’re hiring for a detail-oriented position like copywriter or executive assistant!) But if they make mistakes in following simple instructions or there are other red flags, that should be a strong indicator that it’s time to move on. 2. Avoid Early Phone Interviews One-on-one phone interviews are the most time-consuming part of hiring. So, skip them! Rather than immediately jumping into a Zoom call with every candidate whose CV looks interesting, do this instead: A) Send a list of interview questions in a Google doc B) Ask them to record a video answering each question C) Have them upload the unedited video to YouTube as an unlisted video This will save you SO much time! From there, you can ask all of the candidates that you like to submit an “application assignment” where you have them complete some tasks similar to the types of work that they’ll be doing for you. P.S. I strongly suggest that you offer compensation for the application assignment. This increases candidate follow-through and shows that you respect their time. 3. Tap into the Global Market If your hiring budget is near the bottom of the market in the U.S., you should STRONGLY consider hiring a remote worker in Latin America or South East Asia. In the U.S., $30K - $60K typically gets you an entry-level employee with little to no experience who will: • Require extensive training • Have a slower ramp-up period to become productive • Contribute less to important projects Not to mention, once you get your new entry-level employee trained and up to speed on your business, you’re going to worry about retention. Now that they have some experience, how long can you keep them before they find another company willing to pay more? It’s not worth the stress! Meanwhile, $30K - $60K is generally "top of market" compensation in Latin America and South East Asia. So, for the same budget, you can hire someone who: • Is well-educated (potentially with multiple degrees) • Has several years of experience (often at top companies) • Requires less training And you won't have to worry as much about retention because you’re giving them top of market compensation! - If you enjoyed reading this and want to see more from me in the future, leave a like and comment on this post, and then send me a connection request. This tells the LinkedIn algorithm to show you my content more often. Your time is your greatest asset, thanks for sharing it with me 🕊

Hired 50 People in 4 Months with LinkedIn (Without Throwing Money at Ads) 1. Ditch the generic job post. - Create captivating stories that highlight your company's culture and the role's power. Consider "day in the life" video snippets or employee testimonials. People want to experience the environment rather than read an endless list of responsibilities. 2. Simplify the Application Process: - Candidates decide within 14 sec whether to continue reading your job post. Streamline the application process & track metrics like completion rates. 3. Become a content magnet. - Regularly share relevant industry articles, insights, and company updates. Engaging with others’ content also boosts your visibility. 4. Engage, engage, engage! ️ - Don't just post and pray. Participate in relevant discussions, comment on other people's content, and actively network. Show you're a real person, not just a hiring machine. 5. Leverage the power of connections. - Ask your employees to share your posts and reach out to their networks. Encourage referrals with a sweet bonus program. 6. Optimize your profile. - Make your company page irresistible! Include high-quality visuals, showcase your team's diversity, and highlight employee perks. 7. Make it easy to apply. - Streamline your application process by using LinkedIn's one-click apply feature. No more clunky forms or endless resume uploads! 8. Build relationships early: - Don't wait until you need someone to connect. Start nurturing relationships with potential candidates months in advance. A friendly message or comment goes a long way. 9. Utilized Advanced Search: - LinkedIn's search is a goldmine. I used advanced search filters to find candidates with the skills and experience I was looking for. Boolean search is your friend – use it wisely! 10. Leveraged InMail Wisely: - I didn't spam InMail. Instead, I crafted personalized messages, mentioning specifics about why I thought the individual would be a great fit. Quality over quantity. Don't forget to share your own LinkedIn recruitment hacks in the comments! We can all learn from each other. #recruiting #linkedintips #hiring #employerbranding #linkedinrecruiting #hiringtips #TalentAcquisition #hydraxxmarwari #recruitmenthacks Hiring Global Talent Acquisition Technical Recruiting Job Search Strategies

Back in June we went to Alex Hormozi's two day business workshop And biggest takeaway was that we were not spending enough time focused on the boring work We were chasing too many big ideas instead of focusing on the fundamentals One of those fundamentals was our recruiting and hiring process Here is our current hiring process that has allowed us to decrease time spent hiring new roles by 50% while evaluating 3x more candidates This is the same process I used to hire 7 new roles in the past two weeks managing 100% of the process while having time to focus on my other priorities The roles hired: 1x Sr. TikTok Shop Strategist 3x Influencer marketing & Community manager 1x TikTok Shop Coordinator 1x Influencer Coordinator 1 Influencer Operations Coordinator Our process: 1. We got set up with LinkedIn Recruiter This has saved me so much time and the quality of candidates has drastically improved 2. Post a job using one of our open job slots instead of using linkedin's pay per click job post 3. Use recruiter to filter people that have the exact experience we need 4. Mass invite them to open jobs 5. Send mass messages + automated follow ups using recruiters CRM directing candidates to go through a video interview process using MyInterview Instead of reviewing applications one by one and sending individual messages to each candidate, We can do a first pass at their job history and mass message all qualified candidates + schedule automated follow ups with one click This step also replaced our first round interview We set up 5-6 interview questions that each candidate answers related to the role 6. Watch videos interviews and create a short list of our top 10-15 candidates and set up first round interviews 7. Invite top 3 candidates to a second interview to go deeper on culture related questions 8. Ask for 5 references from each candidate (front door references) Schedule calls with each reference and have template questions that I ask 9. Reach out to 1-2 back door references - these are people that weren't included but had a working relationship with the candidate (usually one of the previous managers at company they no longer work at) 10. Make an offer LinkedIn recruiter + video interviews have given me more time back to dedicate to reference checks to make sure we're hiring the best possible candidate Before Hormozi, our recruiting and hiring process was embarrassing We mostly hired out of convenience and we paid the price for it I've completely cut out chasing big ideas to focus 100% of my time on the "boring" work The best part is that I love recruiting now Theres nothing boring about finding the best people to join our mission Lmk your best interview questions below