The 22 little things that will make your hiring process better

If you run a small business you probably need help with hiring. Great staff can make or break a business. Unfortunately, finding greatness isn’t always easy.

Please do not make a post like this one

Please do not make a post like this one

Most of the hiring tools for small businesses (Craiglist,, etc) are already decades old. And the powerful HR tools that large organizations use aren’t well suited for owner-operated businesses.

Since launching Liveli we’ve helped hundreds of small and medium businesses make better hires. We’ve even released an app that automates most of the process. Along the way we’ve also watched, studied, and learned from some of the best-run small businesses. We’ve put together a list of 22 little things that help companies more effectively source, screen, schedule, and hire job seekers.

  1. Pictures — Add pictures to your job posts. Job seekers apply more when there are pictures.
  2. Post the pay. It helps attract qualified candidates and will make sure that interests are aligned.
  3. Post the company name. Let people know what company they’re applying to work for.
  4. Post the location. Include the location so candidates can look at commute and transit options.
  5. Publish at the right times. Most people apply for jobs in the mid-morning and late afternoon. It helps to post during those times.
  6. Respond faster. If you think a candidate has promise, give them a call immediately.
  7. Prepare the candidate. If you schedule an interview make sure that the candidate knows the who, what and where of the interview. Who are they meeting with? What do they need to bring? Where should they meet?
  8. Know what you’re looking for before you interview. Make sure you know what will make a candidate successful at your company. What skills do they really need? What characteristics will make them an A+ player?
  9. Write better descriptions. Spend a few extra minutes on a job description. You’ll get better candidates. Feel free to copy one that you like.
  10. Involve the right team members. — Invite the right people to the in-person interview. Making a candidate come back multiple times will likely cause them to drop out of the process.
  11. Make a plan. Sit down and think about the interview process. Know what steps you are going to do, who will be involved and how long your interviews will be. Know if you want them to do a stage or trial shift.
  12. Offer multiple interview times. Some candidates will already have jobs. Offering multiple times to interview will help make scheduling a lot easier.
  13. Text before you call. Candidates often don’t answer calls from unknown numbers and a surprising number of people never check their voice mails. We’ve found that sending a text first then calling helps to get people to respond.
  14. Remind and confirm. Lot’s of people will forget about their interviews. Setting up reminders for the night before and morning of will really help get the candidates to show up. We suggest both text and email.
  15. Have a printer in the building. You never know when you need to print a resume or onboarding docs. Good printers are less than $100, it pays to have one around.
  16. Be prepared for the interviews. Print off resumes (if that’s your thing), block off time, and know who you’re expecting. Spending a few minutes preparing for the interview will help make the experience better for everyone.
  17. Treat candidates well. Follow the golden rule. Treat others how you would like to be treated. Show them respect, spend a few minutes getting to know them. Followup.
  18. Structure your interviews. We recommend doing the same interview for every candidate structuring your interviews this way will make it a lot easier to compare candidates and get repeatable results.
  19. Get out of email, and get into software. It’s really hard to track candidates, resumes, and interviews in your email. Get out of email and start using software as soon as you can.
  20. Use that software on your mobile device. It’s hard to use a laptop in a kitchen or on the floor. Try to use software that you can use on your phone or tablet. It will make your life a lot easier.
  21. Always be hiring. You never know when someone is going to quit, leave or get abducted by aliens (no-show). Having a pipeline of candidates will make it a lot easier to make that next hire.
  22. Having hiring documents ready. Find a candidate you like? Onboard them then and there. Have the docs ready. Sending docs by email sounds great until you realize that a lot of people don’t have computers at home.

About Liveli

Liveli makes hiring ridiculously easy. Source, screen, schedule, and manage job applicants from your phone, tablet, or computer. Save hours and headaches.

The dark art of in-person interviews

In-person interviews are really important to get right. That’s because meeting face-to-face is a two-way street. You’re evaluating the candidate, but the candidate is also evaluating you. A candidate who leaves your interview with a bad taste in the mouth can lead to bad-mouthing! Even worse, an untrained or incompetent manager can open your business up to liability. 

The most important thing to remember is that it’s hard to be evaluated. Candidates coming into your business are putting themselves in a vulnerable position. Treating them with respect is not only the right thing to do -- it also protects the reputation and legal standing of your business.

How to Make a Hire in 24 Hours

We’ve put out powerful hiring platform to the test in thousands of different ways. But the most exciting challenge of all is when we need to help someone make a hire fast. That’s when we really shine.

Why 24 hours? Well, more often than not, hires need to be made now -- not three weeks from now. Hiring managers and business owners are usually scrambling to fill in for someone who quit, got fired, or was abducted by aliens (our best explanation for no-shows).

Reading Resumes Like a Boss

Do you know how to read a resume? 

The world is chock full of tips for how to create a good resume, but there’s not much information about how to review one. So here’s a course I created for the business owner who wants to filter applications successfully.

I’ve personally reviewed over 10,000 resumes and applications. Initially I thought that resumes were more of a formality than anything. But I’ve been surprised to learn that these documents are actually useful. 

Is your job description working for you?

First, let’s define what awesome isn’t. Awesome isn’t this: “Experienced bartender needed for a busy Sports Bar.”

Seriously, someone paid to post that on Craigslist. In fact, we see postings like this all the time. We guarantee that the manager reviewing those resumes is going to be frustrated with the candidates that they get. Even worse, the manager is going to be frustrated with the candidate they eventually hire. 

3 easy tips that snagged us 25,653 candidates in months

The verdict is in. Job seekers love pictures in job posts. And in a world where everyone walks around with a camera in their front pocket, why shouldn’t candidates expect a photo or two?

Even one simple image can make the difference between a line around the block versus a dribble at your door. And when you consider that it just takes minutes to include an image in your ad, this simple tip should be considered mandatory. A photo sets the tone of your brand, the work environment, the role, and the place of business. Most importantly, a photo makes you trustworthy.

5 Reasons Why Traditional Hiring is Broken

1. Cost Per Hire (CPH) is too expensive.


According to the Wall Street Journal, the average cost per hire for retail and hospitality is upwards of $3,000. That figure may seem outrageous at first glance, but the soaring cost makes sense when you consider that behind each new member of the payroll there’s a heavy operation rife with time sinks. Finding good hires means advertising, back-and-forth communications, lag times around scheduling and confirming, pre-screening and post-screening, and more.

Let’s face it: hiring is a pain. The process is full of independently moving parts, including external costs—third party recruiters, vendors and software providers—as well as the internal costs that come from taking time off your real job in order to suffer through the nebulous task of pulling great candidates from out of thin air. That’s a lot of frustration with no room for error, especially when you consider that one hiring misstep can mean thousands in missed sales or poor Yelp reviews.

2. Time To Hire (TTH) is too long.

Companies are taking longer than ever to hire. Last year the figure rose to 25 working days per vacant position, a 13-year high for the figure. Counting weekends, you’re looking at an average of over a month to make a hire. No wonder employers are increasingly finding themselves in the untenable position of waiting weeks to make a hire for a position that needs filling in days.

Every day that goes by without the needed hire can mean hundreds in actual dollar losses. High Time To Hire is a problem without a quick fix because it is in large part grounded in the weak economy. The gist of it is that a lack of confidence in the economy leads to pickier hiring processes, which ultimately results in endless, intensified employee screenings that drag on for more weeks than businesses can afford.

3. Small and Medium-Sized Businesses (SMBs) bear the brunt of the problem.

A study named Dice concludes that the average U.S. Cost Per Hire is $3,479. But that figure tells just part of the story. Large companies with 10,000 or more employees have far more internal resources to absorb the onslaught of hiring costs. Their Cost Per Hire is just $1,949—significantly lower than the national average.

That means that Small and Medium-Sized Businesses are carrying more than their fair share of hiring dysfunctions. SMBs live and die based on the leanness of their operations, and their hiring processes are as fatty as it gets. Without streamlined hiring, SMBs are in danger of buckling under the weight of hiring that costs too much and takes too long.

4. Too much noise, not enough signal.

The goal of hiring is to find good candidates. The way to find good candidates is to screen them. Therefore, good hiring requires good screening. So why do so many companies lean on job boards to find quality candidates? Job boards are like cars that don’t start. The framework is there, but the engine simply doesn’t go.

Ask any business owner about his experience using a job board like Craigslist and you’re likely to hear a familiar tale that goes something like this: the resumes pour in, then scheduling and confirming takes weeks of wasted time, before finally on interview day nobody shows up except for a couple of unqualified candidates, and they quit weeks after they’re hired. It’s a nightmare.

5. And then you have to do it all over again.

Stop wasting your time with bad hiring processes! There’s a better way. We can help you eliminate no-shows, drive down your employee turnover, and spare yourself the pain of a broken hiring process.

Introducing Liveli.

It’s Hiring 2.0. Liveli sources, filters, and screens job seekers so you can focus on running your business. Just tell Liveli what positions you need filled and we’ll send qualified, eager, pre-screened candidates to knock on your door. Contact us to get started today!