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The 100% Foolproof Framework to NEVER Make a Bad Hire Ever Again! (Part 2) | Perpetual Traffic EP677
24 ideas de marketing sacadas de «The 100% Foolproof Framework to NEVER Make a Bad Hire Ever Again! (Part 2) | Perpetual Traffic EP677», de Perpetual…
- 24 ideas despiezadas
- Fuente Perpetual Traffic
- Dura 1 h 01 min
- Publicada en 2025
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Uso de 'knockout questions' para cribar automáticamente grandes volúmenes de candidatos con equipos reducidos
Estrategia y decisiones de negocioCuando un equipo pequeño de RRHH (1 a 3 personas) enfrenta más de 1.000 postulaciones, se deben implementar 'preguntas eliminatorias' (knockout questions) automatizadas en el ATS desde el inicio del formulario. Esto permite descartar o despriorizar al instante a quienes no cumplan con requisitos indispensables (como ubicación geográfica o disponibilidad) sin consumir tiempo del equipo.
it's going to make more efficient use of your the HR resources you have the more funling and screening and concentration you can Implement in your recruitment process up front and the way we do that at tier 11 is through a HR um applicant tracking system it's is commonly the case we have some jobs that we've advertised for we've had 1,000 plus applications and candidates to sift through and when you've got a HR te of one to two people uh even three can't take the risk of spreading your resources too thin and doing an average job across a thousand candidates um so we rely on a platform like…
Escúchalo en el minuto 17:39
Sustituir escalas numéricas subjetivas por descripciones observables en formularios de empleo
Estrategia y decisiones de negocioPara evaluar la experiencia de un candidato sin sesgos de autoevaluación (como puntajes del 1 al 10), se deben utilizar preguntas de opción múltiple con descripciones observables y concretas asociadas a cada nivel de experiencia.
are radio button esque questions so it'll be a question such as describe your experience working in a digital marketing agency and then there'll be radio buttons that have predetermined answers for example no experience some experience a lot of experience and each of those answers will have a little paragraph associated with it as well to paint the picture of what that observably that what that looks like so that the candidate when answering that question in mind can associate their experience to one of questions is subjective bias prone rate yourself questions that we're asking Canada rate…
Escúchalo en el minuto 28:58
Evaluación de candidatos mediante tareas de simulación grabadas en video
Estrategia y decisiones de negocioPara comprobar de forma fidedigna las competencias técnicas (IQ) y el juicio situacional (EQ) de un candidato, asígnale una tarea de simulación con un escenario real de la empresa que deba responder mediante una presentación de diapositivas o pantalla compartida en un video de 15 a 20 minutos.
asking it's it's usually in the form of some mock scenarios or an overarching mock scenario or circumstance that the role itself and their subsequent level position and the simulation task usually is an Ask of about I don't know 15 to 20-minute video and it asks the candidate to demonstrate a set of responses to the scenario set of questions that you may answer and usually we present that in a slide deck itself very nicely to more technically focused roles where it's quite easy to demonstrate your skills via a video via screen share it's quite easy to demonstrate how you would solve a problem…
Escúchalo en el minuto 43:27
Usar un bloque inicial de ~5 preguntas de descarte binarias en formularios de empleo
Estrategia y decisiones de negocioPara depurar eficazmente listas masivas de postulantes, se recomienda incluir cerca de 5 preguntas básicas de respuesta directa (sí/no) sobre requisitos no negociables: ubicación geográfica, modalidad contractual (freelance o empleado), disponibilidad horaria y un umbral mínimo de competencia técnica acorde al nivel del puesto.
questions you can stack them you can stack these questions and they have five 10 even more questions that do the sifting so you might take a funnel a and then there is usually there's like a Continuum of there's a maybe a location type question would either prioritize or deprioritize them to a certain degree and then there's usually some level of competent question yes because when you're looking for and let's just take media buyer as an example um there needs to be some kind of filter there based upon the the job application if it's an mb1 which is sort of our entry level the answer to that…
Escúchalo en el minuto 20:17
Estrategia y decisiones de negocioPara establecer valores de empresa prácticos y efectivos, analiza a tu mejor empleado actual, enumera todas sus características de comportamiento y carácter sobresalientes, y sintetízalas en 3 o 4 rasgos esenciales que definan el perfil a replicar en futuras contrataciones.
one or part one was that we took our best employee our best worker and and me and two or three of the other guys that were in the leadership team at that point in time we just wrote down every one of their core characteristics and the type of individual that we want to basically clone and bring to tier 11 so as a result of that we then created sort of a list we boiled it down to three or four characteristics which became our core values and I think you sort of
Escúchalo en el minuto 3:18
Filtrar grandes volúmenes de candidatos con preguntas eliminatorias ('knockout questions')
Estrategia y decisiones de negocioImplementar preguntas de autoevaluación estructuradas (con escalas de experiencia o radio buttons) y reglas de descarte automático en el formulario inicial de postulación permite reducir listas de cientos o miles de candidatos a una fracción manejable de forma objetiva antes de invertir tiempo en revisiones manuales.
have five of these radio buttons all the way from absolutely no experience to it looks like and you may have two to three or even most of those questions as knockout so unless a candidate asks the most um you know maybe four four and five out of five questions they're not going to get through uh to the next that's again how you get a list from 1,00 to 200 it's like you got to be asking these tough uh polarizing questions up front otherwise you you just you going to have too many people
Escúchalo en el minuto 30:12
Diseña la selección de candidatos como un embudo progresivo de compromiso
Estrategia y decisiones de negocioExigir tareas o cuestionarios extensos al inicio del proceso de selección ahuyenta al mejor talento; es más efectivo iniciar con una llamada breve de 15 minutos enfocada en descubrir sus dolores y aspiraciones profesionales, solicitando evaluaciones técnicas complejas solo después de haber generado interés y confianza mutua.
okay great let's get on a call 15 minute sales process I mean it's about Discovery it's about learning their pain points in their current position and their needs as a human what their call and then it's like okay how about we start putting a bit more on your plate now let's let's look at you know maybe a simulation task or let's get you you've got the trust and the interest so that they're willing to go through those hurdles out of their busy day and commit to a more comprehensive assessment as opposed to just being upfront and pushing a lot of candidates away which is what we used to do we…
Escúchalo en el minuto 13:46
Uso de simulaciones de role-play en vivo para evaluar inteligencia emocional en roles de Customer Success
Estrategia y decisiones de negocioPara contratar puestos centrados en gestión de clientes (como CSMs), las entrevistas convencionales y pruebas técnicas son insuficientes porque los candidatos saben articular teóricamente cómo 'deberían' actuar; someterlos a un role-play en vivo con un cliente ficticio que plantea problemas reales permite evaluar de forma auténtica su inteligencia emocional y resolución de conflictos.
CSM their primary skill sets and their goal setting it's harder to get like authentic response because a lot of themselves how they think they should behave in a situation doesn't necessarily correlate to how they will which is more like mock circumstances mock live situations where we're hiring a client success owner for example and we give them a brief upfront and then I join or someone else joins as client X yeah and client X has got issues client X has got problems and how does the CSO react and deal with so this is like a role play this is but eiq related expertise which is much
Escúchalo en el minuto 45:12
Estrategia y decisiones de negocioPara evitar perder tiempo con candidatos cuyos currículums fueron sobreinflados mediante herramientas de IA, el equipo de selección debe realizar una primera llamada de descubrimiento breve (15 a 30 minutos) como filtro humano inicial, presentando únicamente una selección final depurada (10 a 20 candidatos) a los responsables de contratación.
based on the resume that's when you can they're like they've overinflated their their resume they've relied on a on AI to really craft it and you're wasting way to counteract AI is really is through human interaction like good old school like 15minute Discovery call you what we tend to do up front is try to do as much heavy lifting and sorting and prioritization and put it on a platter for the hiring managers so we try to keep a bit of an arms length uh when it 10 to 20 candidates that's when we start feeding them through for feedback to the
Escúchalo en el minuto 35:22
Calibrar la agresividad del filtro de contratación según la capacidad del equipo de RRHH
Estrategia y decisiones de negocioLa rigurosidad de las preguntas de descarte (knockout questions) en un proceso de selección debe ajustarse a la capacidad operativa del equipo: filtros muy agresivos reducen drásticamente el volumen de candidatos pero conllevan el riesgo de descartar buen talento, mientras que filtros más laxos exigen más personal de RRHH para revisar manualmente.
sifting so you might take a funnel a pipeline of a th000 candidates and then have a refined list of say 200 that you then have the HR resource to more feasibly go through with more uh intention and vigor uh and that's simply just the Grassroots number one sifting that every company should be doing otherwise you're spreading your resources too thin and you're looking at applicants that would never be considered in the first place you liken it to an analogy of panning for gold right you got a thousand candidates in a pan you got a lot of sediment in the pan if you swirl it around really really…
Escúchalo en el minuto 20:24
Despriorizar en lugar de eliminar candidatos en filtros de contratación
Estrategia y decisiones de negocioEn los procesos de selección, las preguntas de descarte no deben eliminar permanentemente a los candidatos, sino moverlos a una lista despriorizada para poder reevaluarlos si el grupo prioritario resulta insuficiente o si las condiciones (como jornada o tipo de contrato) son negociables.
and you're putting those people aside into a bucket and de prioritizing them so one caveat to all of this is you're not throwing them out by the way you're not throwing them out de prioritizing them which you're de prioritizing yeah deprioritizing because you might need when you knock or when you deprioritize anyone to get to a more focused list it's very important to keep in the back of your mind that you are likely and probably should go and revisit that that deprioritized list to surface more sediment you're actually not just throwing it out you're putting it in a separate bucket that you…
Escúchalo en el minuto 25:33
Estrategia dual de reclutamiento: prospección directa ('sniping') vs. embudo masivo filtrado
Estrategia y decisiones de negocioEl reclutamiento debe segmentarse en dos enfoques según la jerarquía del puesto: para roles directivos o altamente especializados, se requiere prospección directa e individualizada ('sniping' en LinkedIn); mientras que para puestos operativos o creativos con alta demanda, es más eficiente lanzar una convocatoria abierta y aplicar filtros automatizados para seleccionar solo al mejor porcentaje.
a little bit more bespoke way in which to entice candidates to become interested in you and that does take application process maybe in some cases you are reaching out to select people maybe if they're senior media buyer maybe they're a traffic strategist or some sort of higher level or maybe even you know like a not that we have the opening but like director of media buying obviously like that would be more of a bespoke maybe more reach out came in through hundreds of applications important to segregate both of them because they do both have their more tailored approaches I think with…
Escúchalo en el minuto 15:44
Estrategia y decisiones de negocioNinguna prueba o entrevista individual es infalible por sí sola; para evitar errores costosos por contrataciones apresuradas, se debe triangular rigurosamente una diversidad de datos (llamada exploratoria, simulaciones prácticas, verificación de referencias y antecedentes) en un grupo reducido de candidatos calificados.
and the reason why hiring is difficult um is because there is science is is really about how do you triangulate all of these data points all of these these example the initial Discovery call is the initial application their LinkedIn references that you should probably the simulation task like it as you said triangulate there is not one Silver information the art is in being triangulation effectively because you can't do that triangulation effectively for 1,000 candidates you can only do that for a select few of people because triangulation exercise and they're not just relying or being overly…
Escúchalo en el minuto 47:58
Estrategia y decisiones de negocioContratar al candidato ideal resulta inútil si el proceso de incorporación (onboarding) es deficiente o inconsistente; el ciclo y la relación con el nuevo colaborador no concluyen al firmar el contrato, sino que empiezan en la fase de inducción y capacitación inicial.
the role but if you have an onboarding process that is uh inconsistent isn't setting them up for Success personally feel like that is one of the most important steps of the right person let's just take that as a truth if you have a crappy onboarding the foot so the the onboarding experience the employee candidate experience does not finish when they sign the dotted line and they join the company that's that's ultimately where it starts yeah you know in my perspective really where the relationship starts exactly so it's it's
Escúchalo en el minuto 56:51
Estrategia y decisiones de negocioEl proceso de selección debe tratarse como un embudo iterativo que ajusta sus filtros (mensajes de captación, formulario, llamadas de descubrimiento y pruebas simuladas) en función de las razones específicas por las que los responsables de contratación aprueban o rechazan a los candidatos.
ultimately like I mentioned previously the HR function is there to serve those in which they are hiring for And if every time you put candidates in front of your hiring managers to review you're getting feedback from them yeah right I aspect we're furiously taking notes okay all right got it we're building the role we we're tweaking the application we're tweaking the Sim task we're tweaking the discovery call I'm tweaking the the way I reach out and conduct Outreach it's it's an evolving iterative Beast that grows and changes form and shape based on feedback and it's feedback from
Escúchalo en el minuto 54:32
Estructura de 5 pasos para el proceso de selección y contratación
Estrategia y decisiones de negocioPara delegar tareas operativas y escalar un equipo con las personas adecuadas, el proceso de contratación debe estructurarse en cinco pasos: 1) Definir el organigrama de responsabilidades y valores clave, 2) Captar candidatos, 3) Filtrar aplicaciones de alta calidad, 4) Realizar una llamada de descubrimiento y 5) Aplicar una tarea de simulación práctica.
accountability chart which is step one and that also does include core values number two is you then Source candidates we talked a lot about that then you number three is you funnel out those high quality leads sometimes we use an application in most cases you are using an application or it might be Outreach in that particular case number four is the Discovery call where we fit in these simulation tasks sort of depends on the role which is sort of Step number five
Escúchalo en el minuto 42:00
Reducir la fricción inicial en la captación outbound de candidatos pasivos
Estrategia y decisiones de negocioAl reclutar candidatos pasivos mediante prospección outbound (como en LinkedIn), conviene dirigirlos directamente a una breve llamada de descubrimiento en lugar de exigir formularios extensos o pruebas técnicas de entrada. Dado que el contacto interrumpe su rutina, el proceso debe manejarse como una venta consultiva donde primero se presenta la oportunidad y se calibra el encaje mutuo antes de exigir tareas de alta…
got their interest what we usually do is LinkedIn to a discovery call and we often go straight to a discovery call uh before we even go to an application process and the reason for doing that is mentioned before it's you're disrupting them so I'm not going to disrupt someone and then put extra work on their plate and say hey we've got this massive Opportunity by the way can you fill out this 10-minute form and do this and do LinkedIn I think the biggest tip would be don't overreach initially with the then treat them like a candidate in a sales process right like make the barriers reduce the…
Escúchalo en el minuto 6:19
Trata el reclutamiento de perfiles directivos como un proceso de prospección activa y ventas
Estrategia y decisiones de negocioLos profesionales de nivel medio y directivo rara vez buscan trabajo en bolsas de empleo ni rellenan formularios genéricos; para captarlos, la empresa debe asumir el rol de vender la oportunidad mediante un contacto personalizado, empático y transparente en canales como LinkedIn.
somewhere they're not looking they're not going to fill out an application so operations these are higher level people like you need to have that Personal you have to sell them on you and your the rhythm of it and I think LinkedIn is constantly mindful of the fact that you're selling the opportunity as much that you know what I my emphasis on job boards for this role is like so low there are it's managerial or even executive right those guys and girls are be scaring job boards applying for becomes even more important to emphasize Outreach that's when it becomes even more important to craft uh…
Escúchalo en el minuto 10:16
Estrategia y decisiones de negocioDado que los candidatos utilizan IA para generar currículums perfectamente adaptados a cada vacante y los reclutadores usan IA para filtrarlos, la información del CV se vuelve ruidosa e indistinguible; para evaluar talento real es necesario apoyarse en preguntas específicas de entrada y llamadas humanas de descubrimiento.
the funny Paradox you've got a lot of candidates leveraging AI to create these perfect applications and CVS and resumés based on a position automatically within 5 seconds and they may have 200 different resumés because they're all perfectly crafted to get a companies that are looking for the most perfect candidate for their positions using AI so you've got a on one end AI on the other end meeting halfway in the middle and suddenly everyone looks like that's what emphasizes the importance of Discovery calls it emphasizes the importance of getting going back to the Grassroots of human to human…
Escúchalo en el minuto 33:19
Estrategia y decisiones de negocioDado que los candidatos utilizan IA para generar currículums perfectamente adaptados a cada vacante y los reclutadores usan IA para filtrarlos, la información del CV se vuelve ruidosa e indistinguible; para evaluar talento real es necesario apoyarse en preguntas específicas de entrada y llamadas humanas de descubrimiento.
the funny Paradox you've got a lot of candidates leveraging AI to create these perfect applications and CVS and resumés based on a position automatically within 5 seconds and they may have 200 different resumés because they're all perfectly crafted to get a companies that are looking for the most perfect candidate for their positions using AI so you've got a on one end AI on the other end meeting halfway in the middle and suddenly everyone looks like that's what emphasizes the importance of Discovery calls it emphasizes the importance of getting going back to the Grassroots of human to human…
Escúchalo en el minuto 33:19
La trampa de contratar por urgencia (warm body trap)
Estrategia y decisiones de negocioContratar a alguien apresuradamente solo para llenar una vacante disponible sin importar el ajuste real con el puesto es una de las peores formas de seleccionar personal y suele generar malas contrataciones.
poor higher um so yeah it's the it's the warm body trap I need a warm body right now to fill this role and I don't really care who they who they I just need somebody to do this thing and that's the worst way to hire people and you bring
Escúchalo en el minuto 50:12
Triangulación de múltiples microseñales en entrevistas de selección
Estrategia y decisiones de negocioLa evaluación de candidatos no debe depender únicamente de una buena primera impresión o del contenido literal de las respuestas, sino de triangular múltiples señales sutiles y la forma en que responden para detectar inconsistencias o fortalezas.
about it but like the triangulation it's subtle cues and clues that you something impression like the first impression it First Impressions but that's one data it's not necessarily how they answer or or the content of the answer it's how they answer because that sets triangulation you're saying it's like it it was like 12 or 14 different points all coming together and if one or two of simple as possible but it is the subtleties I think that is the difference between a great hire and just
Escúchalo en el minuto 51:02
Diferencia de enfoque entre portales de empleo y captación en LinkedIn
Estrategia y decisiones de negocioLos portales de empleo tradicionales operan bajo un modelo pasivo donde los candidatos buscan a la empresa, mientras que el reclutamiento directo en LinkedIn requiere un enfoque activo de prospección directa para captar el interés de perfiles que suelen estar trabajando.
platform you use I think with LinkedIn specifically compared to job boards which are more passive I mean candidates are coming to you with LinkedIn you're reaching out right you're disrupting someone's uh momentum at their own workplace you're attempting to capture their
Escúchalo en el minuto 4:47
Estrategia y decisiones de negocioLograr una tasa de acierto del 80% al 90% en la selección de personal remoto representa un nivel de desempeño excepcional ('Hall of Fame'), ya que incluso con experiencia y sistemas estructurados es natural equivocarse en un margen residual de contrataciones.
at it because there's been plenty of times I've been completely fooled I'm like home run love that guy you know or gal or whoever it is and then they turn out to be just a dud so even with all this experience you still get fooled and that's just a natural part of the to make judgments all the time but if you're right 80% of the time in your hires or 90% like that's like that's Hall of Fame really at the end of the
Escúchalo en el minuto 56:08
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