Hiring Success System: Building Your Hiring Funnel | Nate Ginsburg | Skillshare

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Hiring Success System: Building Your Hiring Funnel

teacher avatar Nate Ginsburg, Entrepreneur | Investor | Yogi

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Taught by industry leaders & working professionals
Topics include illustration, design, photography, and more

Watch this class and thousands more

Get unlimited access to every class
Taught by industry leaders & working professionals
Topics include illustration, design, photography, and more

Lessons in This Class

14 Lessons (56m)
    • 1. The KEY To Hiring Success: Building Your Hiring Funnel

    • 2. From Hustler to Visionary

    • 3. Meet The Enemy

    • 4. The Saigon Cafe Revelation That Changed Everything

    • 5. The KEY To Hiring Success

    • 6. Don't Make These Mindset Mistakes

    • 7. Elements of a Successful Job Post

    • 8. Follow Up Questions To Attract And Filter

    • 9. Crafting The Perfect Test Project

    • 10. Counterintuitive Approach to Interviewing

    • 11. Sharpen Your Axe First

    • 12. The System For Tracking Applicants

    • 13. Deploying Your Hiring Funnel

    • 14. Examples and Case Studies

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About This Class

Want to build your dream team and your dream business?

Do you want to be able to quickly, effectively and confidently hire for ANY role?

If so then what you need is a Hiring Funnel. Which is exactly what you will learn in this class.

Over the last decade I've hired HUNDREDS of people from all over the world. 


Through countless trial and error I’ve built a system that predictably and reliably allows me to find and hire great people for any role at lower than market rates. Fast.

And I'm not talking about hiring the cheapest available offshore worker, but engaged, intelligent and committed team members who share my company values and vision. 

Now I want to share this system with you. 

You’re going to learn the powerful Four Part Hiring funnel system so you can confidently hire for ANY role you need..

You’re going to learn the ‘Magic Phrases’ to include in your job postings so you can easily identify the A players that are aligned with you and your mission..

You’re going to learn how to create effective test projects to vet applicants BEFORE you invest time talking to them for an interview. 

If you leave this class with just one thing..

I hope that it's a hiring system that you can use to confidently build your current business and any other business in the future. 

This course is for you if you are ready to level up your hiring skills and your business.

The ability to successfully build teams is the single most important skill that you can learn as an entrepreneur

Which is why I’m so excited to share it with you in this course.

Check it out today! 

See you on the inside.

Meet Your Teacher

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Nate Ginsburg

Entrepreneur | Investor | Yogi


I'm a location independent entrepreneur, investor and yogi. I've been traveling around the world running my businesses since 2013! My first big success was in the Amazon FBA space. Where I build and sold my business for just under One Million dollars! You can watch the video below about my story starting, scaling and selling my FBA business below.

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1. The KEY To Hiring Success: Building Your Hiring Funnel: Do you want to build your dream team and your dream business? Do you want to be able to quickly, effectively and confidently higher for any role? If so, then what you need is a hiring funnel, which is exactly what you're going to learn in this course. Hi, I'm Nate Ginsburg, entrepreneur, investor, world traveler, and Yogi. Over the last ten years, I've hired hundreds of people from all over the world to build my businesses through countless trial and error. I've built a system to reliably and effectively higher for any role that I need for my business. The problem is that most people don't know how to effectively higher for they've tried it in the past, but found it to be a time suck, ineffective and a waste of money. So they put off hiring, preventing them from building their dream team and their dream business. They simply don't have the right system. In this course, we're going to solve that problem and you're going to build your own hiring funnel. You're going to learn the powerful for part hiring funnel system that will allow you to hire for any role that you need. You're going to learn the magic phrases to include in your job postings, to identify the a players that are aligned with your vision and mission. You're going to learn how to create effective tests projects. So you can bet applicants before investing time with them in lengthy interviews. If you leave this class with one thing, I hope that it's with a hiring system that you can use it confidently fill any role you need with your current business, as well as any business you're involved with in the future. This course is for you if you're ready to level up your hiring skills and your business, the ability to successfully build teams is the single most valuable skill that you can learn as an entrepreneur, which is why I'm so excited to share it with you in this course. Check it out today, see you inside. 2. From Hustler to Visionary: All right, So the problem is that most people, they build their businesses the wrong way. So I'd like to introduce you to our first character, The Hustler Hank. Of course not pictured his, his partner, The Hustler Harriet. So the hustler does irritating tasks because they don't have anyone to delegate. They can't take time off because the business needs them. They're frustrated, they can't get good people to stick with them. Avoids posting jobs because it's a hassle. They're stuck working in the business. Thinks they're the best at doing some different tasks. And really they're too busy to do the shit that is going to make them less busy. Now, if some of this resonates with you or you see some of the hustler in you. I first, I want to say that this isn't bad and that awareness is the first step. And now that we do have that awareness, I want to introduce you to our next character, the visionary Vince, and of course, also not pictured his partner, visionary Vivian. And so the visionary works on what they want, when they want, where they want, with who they want. They spend their time focused on the vision and steering the ship. They can take time off whenever they want. They only do work that excites them. They know there are plenty of capable people to handle their business for them and has an amazing team that sticks with them for the long-term. Now, so this is, this is the goal where we want to go. And in the next video, we're going to see some of the things that are stopping us from leveling up from hustler to visionary. 3. Meet The Enemy: So there is something that is stopping us in getting in the way from labelling up, from hustler to visionary. And that thing is donkey work. So donkey work is dictionary definition. The boring or laborious part of a job. Drudgery. Think we all have an idea or you, when you hear donkey work, I'm sure some some things come to mind of what fits the description stuff that we don't like. We don't want to be doing, not fun, irritating. And this is what is stopping us from really leveling up. And so my mission is to rid entrepreneurs of donkey work. And the reason why is because I know, I believe and I know that we are We're here to do the best work. We can have the biggest impact. I know that the way that we receive value is by creating value for others. And I know that we have an obligation to our highest self to utilize our talents and serve the world and have an impact. And donkey work is, is getting in the way of all of those things. And so this is my mission for, for myself, as well as to help you and other entrepreneurs to crush donkey work. So I just want to get a little clear more on the goal here. And so the goal when you're building your business is to build yourself off of the org chart of have another course on building a freedom business that talks about your org chart, which you can check out as well. We're not going to get into all those details here. You want to be 100% in your zone of genius doing the things that you enjoy, that you're best at where you can have an impact. 100% exciting man, that's think of a good key to living a good life is doing things that are exciting. And yes, so you are, yeah, embody the classic, classic visionary Vincent or Vivian. She remember from a few slides ago. And so again, to get clear on your role as the business owner, as the CEO, It's setting the vision and the direction of the business. Building and and directing the company culture. Deciding what capabilities the business builds, which is, I mean, similar or related to how the business allocates its capital. So this is, this is what your role is. Now, let's get into the good stuff. How to go from a hustler Hank, to visionary events and crushed donkey work. Well, glad that you asked because that's exactly what we are here to do and are going to get into in the next videos. Oh, your action item for this section is to write down a list of your donkey work. Don't over-complicate this. You don't need to overthink it. Just write down a list of the things that you're doing day to day, week to week that are currently on your plate on your to-do list that you consider donkey work that you don't enjoy, that feels irritating, that feels heavy. Write that down and we're going to be coming back to that and building on that in later sections. So there you go, There's your homework take action, will see you in the next video. 4. The Saigon Cafe Revelation That Changed Everything: All right, I want to share a quick story with you that led to my big aha moment when it came to hiring in hopes that it can help lead to some aha moments and yeah, just kind of some things clicking for you. So want to take you back to Saigon, the years 2015, Saigon, Ho Chi Minh city in the south of Vietnam. And this is where I was living. And I was living here because of the amazing XPath entrepreneur community that really became my community. These were my, became my friend's business partners, employees. And one of the reasons why, really the biggest reason why I was in Saigon was again, because of this community. And the community was so, so helpful, so supportive, so encouraging, really, really amazing people. And it was in Saigon. That's my, my first business really started to take off. So this was my Amazon FBA business. Our sales were doubling every month, the second half of the year, which was really exciting. But this was also stressful. I remember when my business was taking off, I was maxing out credit cards to pay for inventory and I'm staying up late to talk to forwarders in America. And I'm waking up early to confirm with vendors all over the world. This was exciting. The business was doing well, but but honestly I was, I was really stressed and was nearing burnout, which is classic hustler hanks. So this was me. And yeah, then one day I was hanging out at a cafe with some of the, some of the Hutcheon city entrepreneur crew and was talking to someone there who was, he's a marketing consultant and was explaining to me how he built or how he builds marketing funnels for his clients. And so for those that might not be familiar, the whole idea of a marketing funnel is that you, you put something, you take something at the top, traffic, et cetera, and you put them through these different stages and then out the bottom comes your, you know, what you're looking for, leads, qualified prospects, sales. And when he was explaining this to me, it it really led to this aha moment. And for me because I was I knew I had to hire, I wanted to hire, but it was such a hassle posting the jobs, doing all this. I didn't have a good system. And hearing about this marketing funnel, it gave me the idea of, oh, like why don't I build a hiring funnel to get the qualified applicants just like my friend was building marketing funnels to get qualified leads. So I got to work and a couple hours later banged out the first version of what is now the hiring funnel. And you started to use it and had much, much, much better results. It really changed everything for me and my businesses moving forward. And I realized that the key to hiring success is building a hiring funnel. So that is what I realized and what I am now excited to share with you all the details, all the nitty gritty in the coming videos. 5. The KEY To Hiring Success: So you're just talking about how the hiring funnel is or becomes the key to hiring success. And a little bit of why the hiring funnel is so critical. It's fast, it's efficient, it's effective, it's scalable. All of these things that you need, if you're going to be hiring people, building your team, you can kind of hack your way for a single higher is one thing. But if you really want to build a repeatable system, then that's what you need. A system which is exactly what this hiring funnel is. And of course, the hiring funnel is what we need to crush donkey work now and forever. It's really the one thing that every business needs to scale their business because they can get the right people to sell their business. They can get any of the help they need in order to button it up or build themselves out of it so they can unplug, have more fun. They can focus on the things that they want because they can find the other people to do the other things and crushed donkey work. So this is the overview of the hiring funnel. Just gonna go through it briefly now and we'll get into all the details in the coming videos. But at the top, we've got the job posting plus initial questions. Then we've got follow-up questions. Then we've got the test project, then we've got the interview. And if you can imagine what we're doing here, the point is we've got funnel. You see these four steps and we pump or we dump in applicants at the top and put them through these following steps. In then out the bottom we have the qualified applicants that we're looking for, that we need to help us grow our business. And getting into all the juicy details here, starting in the next video. 6. Don't Make These Mindset Mistakes: So the first thing that you need before we get into any of the tactics, setting up anything in the funnel. The first foundation that you need in order to have success with hiring is you need to have the correct hiring mindsets. This is one of those things. It's just, it's a total prerequisite. You need to have it. And this is one of the biggest things I see with people that don't have the success with hiring that they want. It's, it's really a mindset issue and so this is what you need to adopt. This it also, it's true, speaking from my own experience, I've worked with tons of other entrepreneurs. I mean, this is all true. You just need to, you need to really internalize it and believe it. And so the hiring mindset is that you can find amazing people for any and every role that you're looking to fill, as well as at reasonable prices. You also need to know that you're not the only one who can do literally anything. And I'm sure you're very great and very talented. But there are so many other smart, talented, capable people out there. You are not the only one who can do literally anything. You need to understand that time is your greatest asset. And again, back to our characters. You want to be that visionary and crush donkey work. So this is unique to, you need to commit to this. If this is the foundation that we're going to build everything on top of. So pick a role or a donkey work task. So back to the action item from a couple of sections ago. Pick one of those donkey work tasks and you got to commit to getting it off your plate. Know that you can find someone capable, affordable, and just as good or better than you at handling it. So pick a role that you want to delegate, offload and higher for and commit to it. And we're going to build on that in the coming sections. 7. Elements of a Successful Job Post: Let's dive into the hiring funnel. So starting at the top with the job post and initial questions. So elements of a successful job post. So I'm going to run through them here and then we're gonna go through examples. So you want to start with a title. You know, it's like, think of this also like an advertisement. You want to attract the best people. And so thinking of your job post also as, as an advertising post that's going to attract the right people and repel, filter out the wrong people. And so starts with a title that you want to make it catchy, interesting. Then adding in something about you. Some things about the role, includes some desired skills that you're looking for. Include some magic freezes, which I'll explain more in a few slides, and also some initial questions. So this is a big thing that I see a lot of people not do, which is really hurting them is when you're, when you're hiring for a role, you, you need to be the one who's leading people through this process. And so starting it off and leading it, asking questions for them to respond to is the first part. You know what you want to avoid it. A terrible job post is like, Oh, like this is the role that I'm hiring for. If you're interested, please reply. Like that's not that's not useful. You're not leading them. And yeah, that's just kind of a recipe for disaster. So that's why we want to have these structures in place to be able to effectively put together job posts for, for any role and get good people. So let's look at an example here. So this was yeah, role that I hired for some months ago now. And, and yes, so looking at the title, hungry and versatile digital marketing project manager. So a couple of things to note there. Hungry and versatile is yes, it's going to attract certain people if they are hungry and versatile. And yeah, it's going to repel people that are not. And for this role, I was looking for someone that was hungry and versatile. So and yet digital marketing project manager, it also explains what the role is with some, yeah, kinda building it up a little bit as well. And so yeah, the intro. Again, thinking about this as a little bit of an advertisement. Do you love copywriting and funnels? Are you hungry to learn and looking for an opportunity? Is yes, still kinda part of the intro to get their attention. And then if so radon, so my name is Nate. Yeah. So including a little bit about you or in this case about me. My name is Nate, serial entrepreneur, founder or a seller, plaques host, a podcast, partner, baba blah. You know, I'm looking for someone to help me as a marketing project manager. Yeah, pretty, pretty straightforward. So we've got the title little intro and about me, or in your case, you wanna do about you. So yeah, I'm going to come back to this later in the magic phrases, but we are on a mission to create successful acquisition marketing campaigns. Baba, baba, blah, a little bit more about the role. As you can see, I have a good idea of the, I mean, the, the details of this specific job are less important and more important is just noticing the sections that we're including here. So a bit about what I'm looking for, what the role is. And yeah, Then also listing out specific skills that in ideal candidate will have. So there you see the skills that are listed. There includes some stuff talking about culture fit. And and yeah, Also, I asked my applicants to do some research about me. I mean, for me like I, I publish a lot, I have a lot of content available online for people that look. And so yeah, I ask candidates to do some research about me and we're going to come back to that as well in a second as well as yeah, this here we have a fast-paced results oriented team with high expectations. Yeah, All these are really, really important lines include that are going to help you filter out, attract, and filter out the right people. So yeah, just some more information about the role. Including how many hours, who they're going to be working with, what the salary range is, its location independent. And yeah, just kinda saying explaining, giving them some some insight into what the hiring process is going to look like. And then we go into the initial questions. And so I mean, these I mean, these are specific for the job that I was hiring for. Most of them are, but yeah, I mean, a lot of them are actually you can use for any job. And yeah, and really when I'm when I'm doing the questions, you can you can pretty much just copy these and sub out this job specific ones. So this one, job-specific, modular marketing skills. Specific, but, but yeah, these other ones are good for most jobs. Yet these as well, I think, you know, good for pretty much any job. I like to ask about their Myers-Briggs personality type, which is, yeah, I mean gives me some, some insight. Some people are a fan, other people's aren't. I mean, you don't need to use these exact questions. What's most important is just that you ask questions. So want to, want to highlight a couple of these magic phrases. So these magic phrases are some of the things that are going to, they're going to help. They're going to attract the right people and they're going to filter out the wrong people. And so again, just to highlight some of these. So the sharing about yourself, or in this case myself, my name is Nick Ginsburg entrepreneur bubble blob. And in yes, so it's important to share about you because ideal candidate is going to be really excited to work with you. And, and so yeah, important, you know, I I I mean, I get my name so they can find out more information about me saying that we're on a mission to really anything, whatever your mission is. So jobseekers these days on especially like the millennial generation, you know, it's, it's really important to them to be involved with something that's not just about the money. And so explaining, you know, they want to be doing something that's mission-driven. And so include that in your posts because that is something we can, yeah, later you can use. It's going to, it's going to attract the right people. And you want ones that are interested in the role more than just the money. Because they're, I mean, they're going to be better, better team members and they're going to be more flexible when it comes to the rate if they agree with the vision and mission of the business, so share it with them. So yeah, I say the thing about culture fit in. Yeah, For me, there's a lot of information about me online. If there is for you, you can share it or just include things about your culture and what's important to you. And again, the point is you want to filter out. So the people that this resonates with you're going to attract and the ones that it doesn't resonate with, then good, the point of the funnel is to filter people out at each stage, so you only have the best people at the end. Another line saying we have a fast-paced results oriented team with high expectations for growth. This is a great filter line because some people are going to see that. They're going to say, yes, I want fast-paced. I want to be held to IX high expectations. I want to grow. And those are the people that you want to hire versus the ones that see that in our say, it, that doesn't resonate with them then good, It's a great filter mechanism. And the last Here is the salary range. So this is, I think a useful trick is including a range for the salary and say depending on experience. And as you can see that the range is, is quite large. This is intentional. So the range is one. I mean, you can communicate and again to filter. So if someone comes into this and they're expecting $10 thousand or $12 thousand a month. They they shouldn't apply because that's out of the budget that I had for this project. And and yeah, and then also when you are when you include the range, you can tap into the psychological trigger of anchoring. And so just by throwing out the low end of the range, it yet, even if they were expecting six thousand, four thousand anything. But just by throwing out that low end anchor, it's going to you're, you're kind of subtly, psychologically yeah. Getting them to think more about the lower end, which is going to lower there. Yeah, I mean, using anchoring to kinda lower their salary expectations. And then if they apply, then, you know, they're clearly, you know, you you were very straightforward about the range. And so the ones that apply should be fitting into that range and are not going to waste your time if they are out of that range and not within your budget. All right, so the action item is to write your job post and you can literally, you can copy the job posts that I just shared and sub out the areas that are going to be relevant for you. You can write your own from scratch, really up to you. What's, what's important is just to follow those different, make sure to include those different, those different blocks as different pieces in your, in your job post. And there you go. So read your job post for that role that we picked for the last action item that you want to get off your plate that you want to delegate to get rid of some of that donkey work. So there you go, write your job post will see you in the next section. 8. Follow Up Questions To Attract And Filter: Now that we have put together the job post, we are going to move on to the next step of the hiring funnel, which is the follow-up questions. And so the reason or the goal of including follow-up questions is there's a few things. So one is to test communication. And so what I mean by that is when you get the first, the first question responses, then you follow up with another set of questions. You're were intentionally making the candidate jump through some hoops because I can't tell you how many times, unfortunately, a candidate response to the first round of questions, they seem really, really great. And then they flake on the second round, they disappear. They take forever to respond or they don't respond. And yeah, this is actually a good thing because remember that the point of the funnel is to attract the right people and filter out the wrong people. And I need people that are working for me that communicate well and don't flake and don't drop the ball in. So intentionally want to put some up, put up some of these hoops in the hiring process to, again, to filter out the ones that are the right fit and the ones that do stick with the process and follow up and communicate well, that's, yeah, more, more positive data about the candidate. Some other ones is, I like to use the follow-up questions as a chance to start more rate discussions, which we'll see more in a second. And yeah, and also just dig, dig a little bit deeper, ask some more questions, find out more about them, their experience, whatever it is that you need to know to successfully higher for the role. So let's look at a couple examples. So this is for, yeah, this guy Nick who I ended up hiring. This is for the role that we are that we already discussed in the job posting. And yeah, I mean, you can see there's six follow-up questions. Some of these are again, quite agnostic for the position. So tell me about a successful project that you completed. Tell me about a project that was a failure. What we were last few jobs, why'd you leave them? What is your target salaries? So this is, this is a really good question to ask because you get them to, them to propose what they want to get paid, which a lot of times is going to be less than what you were thinking. And so in this case as well with Nick, I asked him to propose this target salary and to be honest, it was lower than what I was considering and which was great. It's what he wanted. He was happy. I was happy. And and yeah, so that's a good good opportunity to ask about the salary. I like to do that in the follow up question as opposed to the first round, but yeah, up to you. So so yeah, just an example here. Here is another one. So yeah. Tell me about a time you had to teach yourself something new, encountered a problem. How do you solve it? What do you not good at? I like asking some of those questions about problems and what they're not good at because, you know, the responses that you don't want is you get the one. What are you not good at? You know, some people say like, um, to punctual and oh, like they say, I care too much about some of these just like BS, cheesy, you want people that are real, no one's perfect. Everyone has strengths, advantages as well as weaknesses, disadvantages. And yeah, that's also a good question. How is your last employer describe you, tell me about something you've enjoyed. Anyway, these things, again with the questions, it's, you know, yeah, there's some good ones that can give you some good insight. But really what's most important is just asking more questions. Get them to jump through an additional hoop to see if they stick with it, how they communicate, how responsive they are. And yeah. Alright, next action item building out the next phase in your hiring funnel is to create your follow-up questions. You can borrow the ones that I used as examples, create your own. It can be five questions, that can be three questions, that can be 10 questions. Again, we don't need to overthink this. What's most important is just filling things in for the different stages of the funnel. And remember, you can always add tweak and adjust it as you go through. You can add questions, take away questions, but most important is to just do it. Take action, create your follow-up questions. We'll see you in the next video. 9. Crafting The Perfect Test Project: All right, now we are moving on to the test project, which is my favorite parts of the hiring funnel. It's where I get the most information, It's what I value the most. And that's because with a test project, it's really an opportunity for you to try before you buy you make the test project, you want to make it something useful. We'll go through examples in a second, but this is your opportunity to really see how they actually do some work. And so again, I've, I can't tell you. Unfortunately, the when I make mistakes hiring, it's almost always because I don't stick to this process. So somebody, maybe they have great first round responses, they have great second round question responses. And then I get excited, say, Okay, great, You're hired. And yeah. Those are the times unfortunately when yeah. I mean, if you don't actually test out how how they work, then yeah, I mean, you're really there's a lot of uncertainty with them when you're hiring them. And so that's why this test project is so important. And, and, yeah, and so some things with the test project I, you know, I want to make it useful and it's usually, it's paid. And so I usually will benchmark like one to three hours or so for the test project and make it paid and make it useful so that you can, you know, whether or not you move forward with the candidate. Their work is not going to be for nothing, especially if you're paying for it. So yeah, an example. So this was the test project again for the case study that we've been going through. And yes, so this was I mean, yeah, creating a marketing plan. This is for the marketing project manager. This was for a project that we were exploring with a friend of mine, Rebecca. And yeah, you can see the different steps. Do some Avatar research is a competitor research, brainstorm some product ideas. Anyway, and a lot of these things, I mean, I'm not sure your, your experience with marketing, but yeah, this is intentionally like this is for a marketing role and looking for someone who's not a beginner. And so they should understand what a tripwire is, what a core offer is, what a back-end offer is. And if they don't and if this is confusing for them, they're probably not the right fit. They should know what a target avatar is. And then, yeah, diagramming out an acquisition funnel and writing some ad copy. And so these these different steps were very related to projects that I was looking to work on with this person. And this specifically was a project that we were exploring with Rebecca. And so the test project was doing work that we could use with this project that we were pursuing. And so yeah, I guess it's not included here, but I think I said to spend up to three hours up to four hours and offered to pay just hourly rates. So hourly rate times 3 times 4 whatever for, for this test project. Want to run through some more examples. And so really, really important with the test projects is not to overthink it. The biggest mistake I see people making is, you know, they think it's test project, it's this big deal. They can't figure out the right thing, this in that. And I'm going to show you some examples that you can see how, how simple the test projects can be. They don't need to be complex to be effective. What's most important is just, it's, it's related to the work they're gonna do. It'll take them an hour or a few. You can see how they work. And there you go. So some examples. So let's say you're hiring a CMO, which is kinda like the, the role that I was hiring with the marketing project manager could be create a marketing plan. One, a type of test project that I love is basically having them to put together. A proposal was like, Okay, great. I'm looking to hire a CMO. Spend half a day put together, you know, if you are hired, you know, create a detailed plan of what you're going to do in the first month or two months. And if I like it, then I'll hire you. And there you go. Then you have their first one month to month of projects. What you're looking for, hiring someone on the operation side, have them creates some SOPs, design an org chart, create or design a process improvement. If you're hiring a designer or designers are often are really good for tests projects because you can just have them do a small piece of a project. So if they're designing images, for example, just have them create three images. Finance, yeah, getting someone, give them some data, tell them to organize it, create a P&L, do some modeling depending on what you're hiring for. Getty, yeah. If it's a photographer, if it's creative work, it's often best to just have it be like a small part of what the project would be. So, oh right. You know, write 500 words or, you know, send me three images. And if you're hired, then you'll just keep giving them more and more work. So, yeah, important to remember is that the test project, it, it can just be the first project, but it's really, you know, this is a step before really committing to someone, hiring them. If you're looking for someone full-time, then then yeah, they can just have the test project is a great way to ease into the full-time work in and just test them. And yeah, and if it's project-based, then you can just, you know, the first project can be considered the test project, but it's good to communicate this and say, look, we're gonna do this as a test project. If it goes well, there will be more. So there you go. The action item is to design your test project. Again, don't overthink it. The biggest mistake I see people make is that they overthink it. They tried to make this too complicated. Whatever the role, just think what, what is some of what their ideal day or role is going to look like and have them do that for a couple of hours. And there you go is your test project. So take action, set it up. We are cruising through the funnel and we'll move forward in the next video. 10. Counterintuitive Approach to Interviewing: Let's talk about the interview. So a couple of things to note here is that with this funnel and this process, the interview comes at the end, is the last thing. And honestly is often not even necessary. And so the reason I say that and what's different is how most people hire most people, they jump first thing to the interview. And when I'm hiring, I want it to be efficient. I wanted to be effective. I hate spending time interviewing candidates that I end up not hiring because that becomes a waste of my time. And so I can't tell you how many times I go through the funnel or I skipped the funnel, jumped early to the interview. And then halfway through we're having this conversation. I realized they're not the right fit and that's becomes wasted time. And so that's why I like to put the interview at the end. And you know, really the point of this funnel is to get the information that you need about someone before the interview. And so what I look at most closely is the test project. If they do good on the test project, they're probably worth hiring and the interview might not even be necessary. Or There's different ways that you can structure the interview. It doesn't have to be, Let's set up a Zoom call or a phone call. And a lot of this does depend on the role. Are you hiring a freelancer? Are you looking to hire a COO executive for your company? You know, the more the more important the role than the interview probably is more important versus if it's just a freelancer. But, but yeah, when I'm doing the interview, it's mostly just to see if it's a culture fit. You know, do we get along well? And yeah, just to discuss some of the details about getting started. And and again, the reason that keep the interviews short is I'd rather, you know, trial by fire, so higher fast, I mean, put them through the appropriate steps which we've been talking about, higher fast. And if they, if they're a good fit, then great, we'll continue. And if not, then move on to the next one. That's again, one of the other benefits and reasons for this hiring funnel is to be able to put people through this quickly and effectively so that you can then, yeah, and it's easy. So it's not it's not hard to find more people and you can move it. We'll talk later about moving them through the funnel. But anyway, so the interview, it's I do it last. And depending on the role, it might not even be relevant. And in yes, some of the things to discuss is, is again, just kinda cultures see if you get along well and just details around getting started, when to start, access to whatever confirming rate. And also the interview. A lot of times I just have them message me on WhatsApp and I'll send them WhatsApp voice messages kind of back and forth and to ask any last qualifying questions is, is really how I prefer to do an interview as opposed to like actually setting up a Zoom call. And again, depends on what the role is. But yeah, I like to send voice messages back and forth or more accurately, I send a voice message and ask for them to respond via text, which is easiest for me. So yeah, I mean, really that's that's it. I mean, the interview at CMS, I intentionally put this at the end of the process. It's yet if you do a good job on the other parts of the funnel than the interview is not that I mean, it's it's not that important and so yeah, keep that in mind. Keep it short, keep it sweet. And there you go on the interview. 11. Sharpen Your Axe First: Now we got a quote from our main man, Abraham Lincoln. Abraham Lincoln says, Give me six hours to chop down a tree. And I will spend the first four sharpening the ax. And so what we can learn from this sage wisdom and how it applies to our hiring funnel is to build your hiring funnel first before you start reviewing applicants and putting people through it. And if you've been following along and taking action, That's what we've been doing each step of the way, building the different part of your funnel that it's completed before you start putting people through the funnel. And and yeah, the reason for this. Well, again, one of the things here is that you don't want to spend time on applicants until you get all of their responses. And so again, this is something I've mentioned in other sections, but you don't want to get ahead of yourself. You really want to make sure people go through the entire process because, you know, when I've made hiring errors are hired the wrong person that didn't work out. It's more often than not because I skip parts of the eye, skip parts of the funnel and didn't put them through the entire process. And so that's why you want to set up the entire funnel. Initial job post, initial questions, follow-up questions, test project, set up all of these pieces first so that when applicants start coming through, you can just move them along to the next stage. Okay. Responded to the first questions. Great. Here's the follow-up questions. If they look good on that, great, Here's the test project. It makes it really, really easy to move them through the funnel if it is set up in advance. So that's what I want you to do is set it up first so you can move people through it quickly, effectively, easily. And that brings us to our action item is, is put all the pieces together for your hiring funnel system. If you were following along with the action items from the beginning, then you have the pieces together. The initial, initial job post additional questions, follow up questions, test, project, just have them organized for whatever role you want to hire for before you actually start putting candidates through it. So there you go, take action, get it all set up, and we'll get into tracking, managing, filling that funnel in the next videos. 12. The System For Tracking Applicants : A common question that I get when talking about building and using a hiring funnel is about tracking applicants. And so that's what I want to address here in this video. And really, when it comes down to tracking, there's, there's so many different ways that you can do it is just about finding a system that works for you. I've done all the above, will actually now I use a recruiter who who uses mostly Google Sheets. But but yeah, I mean, I've trained him on the process. But but yeah, so you can do it manually. And so if you use Upwork, which is my go-to hiring, it's yeah, I mean, it's pretty easy to move them forward. You just copy paste, you post the job and then send them a follow-up questions and then send them the test project. It's, it's really even doing it manually is quite easy, especially if you batch it. You can use Google Forms so they fill up the questions and then you can email them the follow-up or however you want to communicate with them using Google Sheets to just put them into track for your own purposes. Really, it's whatever works for you. I'm really I'm in 1820 kinda guy. And so yeah, I mean, if I'm doing it myself, a lot of times I'll just do it manually. And now I have I mean, my in-house recruiter, we use mostly Google Sheets, but yeah, whatever works for you, they're definitely aren't like tracking. Tracking processes are not my personal strength. That the organization side of things. I'm really good at the big picture and understanding the pieces and how they fit together. But when it comes to the details around organization is not my strong suit. And so if you have other ideas or better ideas on tracking Great tons of ways you can do it. Just about finding something that works for you. And something else. Oops. Is when you're, when you're communicating. Like you're the boss. And so the applicants should communicate with you, however your preferred communication is so whether that's email, whether that's via Messenger, whether that's on a call, on a video call, on a voice call, whatever it is that you prefer is yet do that. You're the boss, you're the one who's leading this process. I mentioned before, but my my go-to is what's happened. So I'm currently out of the country, spent a lot of time out of the country and what's apps? My go-to messaging app. And so I'll just have the candidates for anyone's that once they get through the test project, I usually just have them messaged me on WhatsApp and that's where I can ask final questions and kinda get some of the details sorted. And yeah, that's that's what I use. Use whatever works best for you again, you're the boss and so you want to mold the process to fit you. And so feel free to take any of these things, adjust it, tweak it. You know, what's most important are the core, the core steps that we're going through and then the details around how they're organized or tract is yeah, whatever is best and easiest for you. Actually, I did here setup a way to track your applicants. Could be a Google sheet, could be just using WhatsApp, could be just knowing. All right. I'm going to have them email me that I'm going to follow up. Yeah. Whatever for you. You're the boss, make it work for you. And there you go. Decide how you're going to track your applicants. 13. Deploying Your Hiring Funnel: Now that we have the hiring funnel setup, I want to talk about where to deploy your funnel. And so the, the beauty at some of the magic about creating this funnel is that it's really its platform agnostic. And so you can take this funnel and the different parts of the funnel. And you can use that whether you're hiring on, on any platform and so, and also setting up the setting up your funnel when it comes to where you deploy and getting applicants, it's just about using these different these different yeah. Platforms, resources, or applicant pools to just get people into the top of the funnel. And so yeah, any and I mean, there's tons of places to find candidates. I'll mention a few here on the next slide. Bots, but yeah, it's really, I mean, wherever you can find candidates, what's most important is we set up this funnel that then you can go around and fill the funnel from any number of different hiring platforms or or yeah, like talent pool. So just a couple that I want to mention. So Upwork, That's my go-to. I'll talk about that one more in a second. Online jobs dot ph, I hire a lot of Filipinos. My Jobs. Dynamite jobs is another good one if you're looking for, That's really great for like project managers, marketing project manager type people. There's a lot of great Facebook groups. And another one that my team has been using more recently is LinkedIn. And again, all the platform doesn't matter. You know, there's tons of other platforms and yeah, whatever it is that the point is, when you have the funnel setup, you can go to any of these platforms to get applicants into the top and then put them through your process. So yeah, these are some that I that I lean on the heaviest with. Number one for me being Upwork. And so Upwork is is by far my go-to. I've hired 1000 plus people on Upwork over the last decade. And I like it because it's, I mean, it's very diverse. So you can get you can get part-time, you can get full-time, you can get Americans, you can get outsource, Asia, Europe, Africa, South America. I mean, there's so many there's so many people on this platform. And often when you're hiring, you're looking for one, for one person. You don't need to hire 50, you just gotta get one person. And so is there a chance that there's one person on the Upwork platform that is going to be a fit for what you're looking for? Usually, yes. I mean, I've yeah, Upwork is the platform that I've by far hired the most people from over the years. And so yeah, that's the one that's my go-to. I would encourage you to play around with Upwork if it works for you. Great. If not, there's other platforms too. But yeah, this is the one that I my go to and I like it. There's so many people you can get. Yeah. I mean, it's very dynamic. Part-time, full-time, experienced, beginner, or anywhere in the world? Yeah, and whatever you need to have a great search functions that you can search and invite people. So yeah, that's my that's my go-to platform for the applicants to put through this hiring funnel. And there you go. Now, the next action item, we set up this funnel. Go, put it to use, deployed the funnel gets some applicants to go through it and move them through so that we can delegate that donkey work, get the help that you need to keep growing your business, build a better business. Have more fun, do more of what you enjoy, less of what you don't enjoy. And there you go. Take action. 14. Examples and Case Studies : Now I just want to run through a handful of different examples and case studies of different job postings that I've used for a bunch of different roles. And yet these these job postings will be available. You can download them. I mean, you can download the slides also. There is a PDF with more I mean, these as well as more examples. And yeah, I share this and I'll talk through them a little bit. But a few things I want you to note is how they they include usually the the different pieces that we've been talking about for the job posts, but also some of them might not. And that's also okay. What we're doing when it comes to hiring. It's not an exact science. You can like, you can break the rules as long as it works for you. And for me, I've been doing this for so long and I've written so many job posts I've hired for so many roles. I I kinda now know where I can bend the rules, break the rules a little bit. And once you're comfortable enough with the process, then yeah, I want to encourage you as well to change things, alter them, making your own. Anyway, I hope that these, some of these examples give you ideas, inspiration. And you can just swipe copy and swipe them if these are some roles that you are hiring for. So it's all right. We got yeah. Email marketer. Yeah. Here we go. Similar to the other posts that we went through. Little intro about me, SAS for another business I'm a partner in about the job, skills, culture fit fast-paced some of the magic phrases and questions. We got photographer. So photographers about me saying what we, what we need, what we need. I mean, this is pretty straightforward and yeah. Questions and so depending on the role, if it's yeah, the smaller the project or the more straightforward, you know, you can also model the job posting. Designers here, this familiar format about, about me, What we're looking for. Skills, questions, some, some magic words, some magic phrases in here. Recruiters. So this is one. Recruiters is for another business that I was involved with. About the business, what I mean, what we're looking for questions. Podcast producer, editor, about me, What we're looking for. Then? Yes, a magic phrases, questions and yeah, you can look through and kind of pick and choose. There are a lot of questions here that you can use to pull for your first round and also use for second round of questions. And yeah, I think last but not least, hiring for a CPA analyst. This yeah. About the the role about me. Skills, we're looking for questions. This is like a more a higher level role, so a little bit more in depth on the posting. And yes, I hope that this is useful and you can just see that like when you're making the job post, it doesn't it doesn't have to be a certain way. You can model it, pull some things adapted so that it fits you, just like you've seen in these examples. Hope this is useful and yeah, you can, you can use these questions and pull out other questions for the second round. And there you go, you have the first second round questions. And yeah, you can basically copy and paste some of these as well if this is these are roles that you're also hiring. So yeah, I hope this is useful. And again, this is available in the resource section so you can just download. It's probably easier than trying to copy from the videos. So, yeah, go check those out in the resource section and hope that it's useful.