Anna Shcherbyna is the CEO of Remotivate. And, leveraging her decade of experience in Business Operations and International Recruitment, Anna's recruitment agency helps online businesses hire remote staff worldwide. They handle all the due diligence relating to candidate communication, arranging interviews, discussing salary expectations, and conducting reference checks. Today, she joins us to talk about how to find and attract your agency's dream team. She shares why some job search platforms are better than people may think, why it’s better to invite candidates to apply for your agency, and why you should never hire for the fire.
3 Golden Nuggets Create a process. After going through profiles in some of the job search platforms (our guest recommends a few good ones) instead of going straight to interviewing the candidates, try to have a process in place. Identify 5 requirements for success in the position. You can incorporate that into a questionnaire, a skill test. This weeds out candidates who don’t care enough. Finally, ask them to create a video. This will answer so much, from their motivations to what do they say in the video and how they say it. Be in control of the narrative. Something that can really help you be in control of the type of candidates that will go through your hiring process and subsequent interviews is to not just post and wait for candidates to apply. Instead, after searching through some profiles, you can invite some candidates to apply for the position. This way, you’ll have much more control over the type of candidate you’ll be interviewing and filter out the ones who maybe have the wrong motivations or are just not good quality candidates. Don’t hire for the fire. Take the time to truly understand the position you’re hiring for. Try to have a clear idea of what success looks like in that position. What kind of background are you looking for? What level of experience would you prefer candidates to have? This will help filter candidates and speed up the process. Anna’s advice is “don’t hire for the fire, hire for the long term.” Subscribe Apple | Spotify | iHeart Radio | Stitcher | Radio FM
Jason: [00:00:00] What's up everybody? Jason Swenk here and I have another amazing episode for you where we talk about re, remote recruitment. If I can actually get that out, I don't know why that's so hard. But we're going to talk about how to find the right senior-level managers and hiring them remotely, as well as how can we evaluate and make sure that the right one.
So, it's a really good episode. Let's go ahead and get into it.
Hey Anna, welcome to the show.
Anna: [00:00:32] Thanks so much for having me, Jason. It's a pleasure to be here.
Jason: [00:00:36] Yeah, I’m excited. I almost wasn't able to say remote recruitment. I don't know why it's such a tongue twister this morning for me. But for the people that don't know who you are, tell us who you are and what do you do?
Anna: [00:00:48] Yeah, absolutely. So my name's Anna Shcherbyna. I'm actually originally from Ukraine and I help online businesses all over the world, help them hire remote staff internationally. Uh, it's been an incredible journey and the experience to work with companies that have all kinds of needs. And I believe, as you mentioned, we do focus on managerial and leadership positions, but we've always get some fun roles and fund requirements.
So it's kind of the, uh, the new age of headhunting, so to speak, uh, at times that's what it really comes down to.
Jason: [00:01:17] Awesome. Well, let's go ahead and dive into it. Let's talk about where can we find these people, right? So, you know, we're, I'm an agency owner. I'm looking to get some more help, so I don't have to make all the decisions. I need, like I already, I'm maxed out at managing these people. I want to build my team up. I think a lot of tim
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