Streamline your HR processes with airSlate SignNow's auto sales funnel for Human Resources

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hi how are you my name is Mara Carson I'm the founder and CEO of Auto Greco as you may already know that's this company right here Auto Road echo in this video I'm talking to you and teaching you the five key steps to having a great hiring funnel could say hiring system same thing but we've written forever about hiring about about sales calls and the way that we think of getting a lot of things done in our business as you shouldn't yours is in terms of it being a funnel and so it's it's very fitting to call it a hiring funnel so let's let's just jump right into it because you know what you want from an effective hiring funnel is you want to get a number of applicants in at the top and you want to have one or several great hires come out at the bottom and you just pick the best choice the problem though that this is looking to address is of course hiring someone who's not a fit for your company who has a bad attitude or who doesn't have the right skills it can have a really negative impact not just on your bottom line but also on the motivation of your team so because everyone needs to think and work as a team all right it's not just about one person it's it's about the team because different skill sets combined or what ultimately creates a great business it's not just about one person and so some stats for you to consider here is that ing to manpower group 73% of employers are experiencing difficulties finding skilled candidates and 45% of employers are concerned about finding employees with the necessary skills and talents in addition 67% of recruiters said that their biggest challenge in hiring is the lack of skilled or high quality candidates ing to job bite in other words people come in but they don't they need to either be trained or you know the company just has to say goodbye to them because they have the right skills and finally 57% of applicants for jobs they lose interest in the job opening if the hiring process takes too long that's also why again you need to think of it as its own system as its own entity as a funnel that ideally can run as repetitively and systematically and automatically without your without your input so that's a big part of what we're covering today in these five steps is how do you actually create that results so the first step in developing a great hiring funnel or a great hiring process Stenton want number one is it sounds obvious but you got to make applicants to fill out a short application form just to get to know them better and this is better than having people submit a boilerplate resume because that's that's more to the applicants advantage rather than to yours as the business owner you know as the HR person as the person in charge of hiring as you know whatever role that you're working in it's to their advantage to submit a resume because they can just send it everywhere but it's to your company's advantage and your advantage to have them fill out a form because you get a better sense of their personality and also just like we teach as part of a sales funnel physics where there are 11 laws of sales funnel physics that sort of framework again for understanding why people convert or don't within a sales funnel it's basically the laws of persuasion and one of the laws is the law of friction in other words you increase friction you get less conversions but at the same time by increasing friction is to balance that because increasing friction may get less conversions less applicants in this case but you'll get more quality applicants coming through the door people who are more serious and interested in the position that you're advertising for so again you're getting a better sense of their personality you're going to get their contact information - into a database that you know is part of whatever tool or application that you use we actually use cognitive forms here at Auto Grove we used to use wufu forms for awhile but you know I don't know they started getting cheating their pricing model and the design of the app wasn't so great kabuna forms is much more affordable and it gets the job done just as well so I recommend them for sure but gufu is still a pretty pretty good choice overall but cognitive has its advantages and as a point to consider too is look internally to find people who know other people in their personal network team members and this is where I really really will offer for us because referred candidates are 55% faster to hire ing to HR technologists and they produce 25% more profit than hires from other sources ing to a paper by izi the Institute for labor economics so there's that to consider as well but wherever the whatever the source is where they're coming from make them fill out as part of the first step fill out an application step number two is assign the applicant a skill test or work sample of some kind to test their knowledge ability and expertise alright because as I mentioned in the beginning this video that's the key reason why people aren't a good fit because their skill level just isn't up to par so this will help to assess helped you to assess can they do the work because I mean this was kind of its it sounds obvious once you realize it but for us it wasn't I guess immediately obvious because we were testing for different dimensions but what we realize is that the number one most important thing that we want to qualify or disqualify people for as soon as possible is you know after they felt that the initial questionnaire with their conte that info and who they are is can they do the work can they do the work right because if they can't do the work then it doesn't make sense to move forward with the with next steps right so for example ing to the talent boards candidate experience research report 82% of companies use some form of pre-employment assessment tests I mean you kind of have to write what we do at Auto Rho is we actually use both we include a skill test within the initial application form and then we also have an on spec project that we'll do as a follow-up test after they've actually after we kind of look at what they've done on the scale test and say okay this person is good enough you know but we're still keeping a risk low by assigning a non speck project okay hiring step number three okay key hiring step have your hiring manager interview the applicant after they've completed the initial questionnaire and that work sample or skill test have your hiring manager maybeyou your HR manager interview the applicant on a one on one call now this is also part of I would say the overall test so you're testing them will they show up and will they show up on time ideally a few minutes early okay and this works too if even if you're doing interviews that are not in person through zoom because you can look at the time oh it was the person on time or not you know and you should use that as part of the objective criteria that used to grade people so for example we have part of our scoring rubric to try to keep things as objective as possible is people get a certain amount of points for showing up on time I think we might even add a little bit extra if they're early they're like a minute or two early but if they're late by a few minutes things like three minutes or more you know that counts against them and if they're later than five minutes that counts against them if they don't show up at all well a person is just disqualified in that case and sometimes you know you'll get excuses that say oh you know got into a car accident and obviously that's terrible if that happens but cases you know in terms of probability people especially if it's for a remote position you know you're normally not commuting to go to your computer right which is you know you're to be working from home or a relative died you know they might say or they got sick these are in my opinion just disqualifying excuses because most of the time unfortunately their lives they're just not true because the probability that all of that is true or you know any of those excuses are true at the same moment when they just happen to have an interview which in reality they probably just forgot about or maybe they just didn't they weren't serious enough about it those are those should be considered disqualifying but part of what you get a sense for on this one one call to and you want to keep it short I mean we actually call it a pre-interview at Auto Gro get a sense for the personality all right you know is this someone that you want to go out and have a beer with spend time with talk with about life whatever so and that's important you know because you life is short you want to enjoy who you're gonna work with so step number four in your hiring funnel or hiring process is take the time to further test their diligence efficacy and skills with an on spec project which is what I was talking about a moment ago and so what is an inspector product exactly an on spec project is basically any project where the person is not guaranteed payment they have to follow the instructions they have to deliver it on time so they're actually working on a deadline in this case unlike the skill test a work sample which was earlier wrong and that might have been as it is with us just part of the initial form but now they've shown up to fill out the form they shown up to a pre-interview okay so you're getting a sense of consistency and you're testing one more time this time with compensation on the table but it's conditional on the project being completed it being up to a certain level of quality in other words it should be usable by you or by your company or by your your client or your customer I you can you can invent one it doesn't have to be necessarily a project that you do use internally like you could kind of come up with it but ideally for paying for something it should be something that you can you know that you can actually use to better you know your business so for example if we were hiring Content writer we would give them their first assigned article to actually write okay and you know we'd say okay it has to be this length it has to follow this checklist go ahead write and what we're looking for is you know are they are they following you know ninety seven percent at least of the checklists if they do that you know and they miss a few things here and there you know it's really kind of you know up to you in terms of you know what you're willing because basically let me give you this rule of thumb you get what you tolerate you can't really tolerate so if you're happy with ninety seven percent I mean I'd said what kind of I don't know where what we're a little bit happier with ninety eight ninety nine percent but sometimes just in terms of the talent that's out there you know maybe you can only find ninety seven percent and maybe that's that's good enough but you know keep in mind too if they miss like you know if they're only 80 percent 60 percent I mean forget it forget it so you need to decide upfront you know what's what's your cutoff as well and I actually think this is something that we can better define to within our own process which is pretty ironed out at this point but just kind of thinking about it as I'm talking to here so again you're looking for you know how do they communicate as part of the on spec project if an issue comes up and are they delivering it on time are they meeting the deadline are they exceeding the deadline in a noticeable way you're just going to get to see how proactive they are so do they go and beyond do they try to make it better than you know just following the guidelines the checklist the template whatever and finally hiring process or hiring funnel step number five have a few key team members of your core team interview the applicant find out if there are cultural that you could say is at this point you know they've completed an on spec project successfully and you've compensated for them for that so at this point you know you want to get the buy-in of other team members like does this person seem like a good person you know that your other team members are gonna enjoy working with because maybe you're the business owner or you're the HR person you're not necessarily going to be interacting with the person on a day to day basis okay but the rest of your team will be and I think that our team really really appreciate and I'm really proud of this too I think that our team really appreciates how we try to include them because you know we're we're building a company and there needs to be some sort of a of an agreeable level of culture where we're gonna work together we're going to collaborate and we'd like who we're working with but something else to sort of keep in mind gears it just one more pro tip I would say is before you have the team invest heavily in getting on a phone call where you know their time is actually at risk I would actually insert a step between steps four and five and here's the step that you should do is if they do a good job with the on spec project okay say hey you're hired you can continue to compensate them on a you know whatever your structure or you know whatever your budget is allowing whether that's project-based part-time full-time but whatever it is you want to put the label of trial on it this is a you know we're gonna hire you in a trial basis we look at how we work together for the next two months three months wherever you see problems start to come up in that timeline you want to say okay we're going to look at how it is to work together for three months and then we're going to evaluate or reevaluate if things aren't looking to get and and that's great because the you also you don't want anyone to get comfortable and think our I've made it I can I can just take it easy you know I don't have to worry about improving my skills I can just buy it my true bad person personality can come out now and I could just be a jerk because I I got I got this job I'm set you know you want discomfort is good for her growth and for progress and it helps to set a tone to for okay you know this is a meritocracy what we're building in this company its merit-based you have to perform you have to apply yourself and we value continuous self-improvement really really strongly a total row so it's it's one of our core values you can see it on our about page but that's that's why we do it alright because we we want it to be a meritocracy very much and finally back to step number five for a second just some stats that I think you might find interesting about you know related to the step of having your core team interviewed the applicant to find out if their cultural fit so actually 25 percent of candidates say that a better company culture is along their top reasons for changing jobs in other words you know pasta you know people might not feel like it's very positive environment for whatever reason you know maybe it's not optimistic in certain ways maybe they want to joke around more and not in terms of their work but maybe just in terms of personality and everyone is like very serious so something to consider and in addition as LinkedIn reports 70 percent of professionals in the u.s. today won't work at a company if it means that they have to tolerate or deal with a bad workplace culture so sort of obvious but 70 percent big deal alright so those are the five steps and to review step number one ask applicants to fill out a short application form to get to know them better on paper paper that number to assign the applicant skill test or work sample to test their knowledge ability and expertise step number three have your hiring manager interview the applicant in a one on one call and this is again a good opportunity for you to test their how do they present themselves and get a sense their personality step number four test their diligence efficiency and skills with an on spec project again they showed up one time to fill out the application they showed up another time for the interview and you're testing them again do they show up again to do the on spec project and doing it on time and are they delivering it ninety seven percent or better are they delivering above and beyond you're gonna get a sense there as well then hire them kind of the ghost or pro tip that I gave you ghost step if you would have called Pat say they're gonna hire them if they pass all previous steps on a trial basis and finally step number five have a few key team members actually interview with the applicant after they've maybe been hired on a trial basis after you know for at least a couple weeks maybe three weeks all right and then your team members can kind of invest time and getting to know them a little bit hey you know let's have a 15-minute one-on-one call okay all right so this is a hiring funnel process that can work for you for your company these steps are tried-and-true they work for us and you can save yourself a lot of time and a lot of headache and speaking of headache you know this is a big part of what Auto Gro helps our clients with and our value proposition is as follows we help you your business to delegate your digital marketing tasks and projects without the headaches of hiring and that's why to grow this article too we wrote it from our own hands-on experience because you know marketing is a huge part of any company's success but the effort and the time and the financial risk involved with actually finding great people just so you can get to that point where you're starting to get work done it's it's a lot of work all right with Auto girl we make it super easy we take care of all the hiring behind the scenes there's staff and great talent so that when you sign up it's like project management software it's just a seamless experience where it's like you know it's just it's just you just do it through the app where you can you can chat with people who the proven professionals who are assigned to your account we're gonna get the work actually done and you can just type some notes about what exactly you want to create or what you need help with oh I need help with strategy because that's a big thing that clients tell us that makes us different is part strategy part execution okay that's in terms of your marketing so you might say okay well you know I just spoke with my strategist I want to create a landing page I want to create an entire funnel so you type some notes into the auto girl app you click on the button that says make it real and you can watch the progress bar go from zero to a hundred percent in real time if you have any questions again you know we are there in the live chat in the app and we custom-built for you and it's just it's a beautiful experience and of course we involve you along the way we give you alerts whenever we have something I do deliverable that's ready for you to review and you know the navigation the app it says ideas made real and that's what that's what we're all about ideas made real helping you to make your digital marketing ideas real so check it out we have a special going on right now seven dollars it's a seven dollar four seven day trial seven dollars for seven days and give us a try the monthly packages start at just $5.99 per month as well after the seven day trial its Auto Berko and if you're on a budget if you're more of the do-it-yourself type check out our fixed price services which we're coming out with new ones every single week by going to Auto Group Co forward slash marketplace so you can see some of our trainings like our six-figure sales funnel training there and you can also see some of the fixed-price services that we have like we just came out today with the Facebook Ads custom written and designed for you for $79 and we also came out with a lead magnet where we actually will write the entire lead magnet for you all the copy custom write help you come up with the idea to you know be to strategize and what's an idea that's going to convert for your business and then we write up a copy we design the PDF custom and we deliver it to you alright so check us out again Auto berroco for the multi packages and order bread cohort slash marketplace for the fixed-price services and trainings alright so as always keep converting stay focused and I will see you next time you