Zero Fee Recruiter Acquires PayforApplicants.com, Creating The Largest Passive And Active Candidate Sourcing Platform On The Globe

AAMAAQDGAAoAAQAAAAAAAApgAAAAJDVjNTdiMTQ2LWE4MGItNDZkYy05NmMxLWFiOGEyNTdmZWU4YwZero Fee Recruiter has acquired PayforApplicants.com, a company that has created the most effective programmatic job advertising technology in the recruiting space. PFA has successfully merged their programmatic solution with artificial intelligence technology making this acquisition a huge win for Zero Fee Recruiter. Terms of the deal were not disclosed.

The ZFR Advantage

Digital, social and mobile technologies have forever altered the way companies need to interact with potential employees. Organizations need to engage with passive candidates in order to build relationships, share their brand and sell their vision instead of waiting for them to stumble upon the company’s job posting. We call it engagement recruiting.

In order to thrive and succeed in this world of accelerating change, modern recruiting professionals need a new generation of marketing software to help them cope with the sheer pace and complexity of engaging with candidates in real time across the web, email, social media, mobile devices and a variety of other channels. Recruiters / Hiring Managers need to interact seamlessly with these exact passive candidates they need and understand the analytic insights on how to allocate their budgets for maximum return.

ZFR has developed the industry’s leading passive candidate platform, the broadest ecosystem of candidates, and the deepest expertise to make this all possible.

About Zero Fee Recruiter

Zero Fee Recruiter is a leading provider of cloud-based recruiting solutions that enable our clients to find, attract, and hire the best talent possible.

In October of 2014 we coined the term SAAMS (Software As A Managed Service). We believe this a natural progression in providing the next evolution of HR/Recruiting solutions that are fully automated, feature rich and require Zero integration for our clients.

We are passionate about keeping you ahead of the competition for top talent. Our team actually competes to find better ways that we can help make you and your team better recruiters, better managers, and executives.

Zero Fee Recruiter started out in 2011, and it officially launched on October 27th, 2012. ZFR is privately held and base operations are located in Los Angeles, CA.

About PayforApplicants.com

PayforApplicants.com takes a different approach and works from the Candidate identification first and not the Job Posting, like all other competitors…

We have reversed the process where we index over 100 career resources and partners with over 1,200 publishers to gather candidate data. Once we have this candidate data, we then track their behavior which tells us when they are interested in a new position and that is precisely when we get your position in front of them…

We also work with over 50 of the most popular career sites and have integrated our “Multi App” technology that makes sure we get these candidates the moment they apply for a position in your location and in your discipline that matches your open position.

The PayforApplicants.com proprietary technology finally eliminates candidates that are not qualified for your position.

PayforApplicants.com was founded in 2014 out of Chicago, IL.

For more information, please contact support@zerofeerecruiter.com

AUTOMATED CANDIDATE SOURCING REVOLUTION

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Automate Everything… We Source, We Qualify, We Connect, We Deliver, You Hire!

Post a Free Passive Candidate Job Posting Today! - www.ZeroFeeRecruiter.com

Our Postings Deliver Only Qualified and Interested Candidates…

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The Power of Intelligent Sourcing

Our proprietary system, Reach Out, targets passive candidates and automatically indexes, aggregates and engages candidates from every major professional network and resume database including; LinkedIn, Facebook, Google+, Stack Overflow, GitHub, Monster, Dice, CareerBuilder and over 100 other global resources.

Implement Automated Candidate Outreach

Reach better talent by tapping into the largest sector of the workforce. Through our sophisticated technology and our award winning quality assurance team, we deliver only qualified and verified candidates that will propel your company into the future.

Global Sourcing in Any Field

Zero Fee Recruiter can connect with candidates that have any of the essential skill sets and experience you need, from any English-speaking country around the world. We can locate qualified candidates in any industry and any discipline from director level to hourly.

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Post a Free Passive Candidate Job Posting Today! - www.ZeroFeeRecruiter.com

LinkedIn CEO Outlines 3 Top Employment Trends, State-of-the-Company at Annual Event

hiring-guide-imageThousands of recruiters descended on Nashville last week to attend Talent Connect, LinkedIn’s annual conference. It’s a chance for LinkedIn’s most loyal users to come together and network, learn new ideas, and get an update on the company and its future.

The biggest star of these events, aside from product launches, typically comes down to the CEO giving a state-of-the-company message and painting a vision of the future. LinkedIn’s event was no different, with CEO Jeff Weiner presenting Wednesday morning. Wearing jeans and a button-up, collared shirt, both staples of the Silicon Valley executive, Weiner presented to a packed room of around 4,000 attendees.

“We’re going to talk today about LinkedIn’s role in a changing workforce,” said Weiner. “And when it comes to the changing workforce, there are three themes I believe are worth calling out. AI and automation, on everyone’s mind these days, the skills gap, and the rise of independent work.”

In regards to artificial intelligence, Weiner outlined the growing trend that threatens the livelihood of so many professions. He gave one example of Shake Shake, who is replacing cashiers with kiosks, and another showing that white-collar professionals were at risk too.

On the skills gap, Weiner described how there are currently a record 6 million job openings available in the U.S., but how there are 7 million people still unemployed, with 14 million people underemployed. Weiner believes there are “many skills gaps,” defined by a supply-and-demand imbalance with regard to specific skills in a specific area at a specific time. Weiner gave the example of Detroit, a city that faces a unique skills gap based on changes in the automobile industry.

Moving to the rise of independent opportunities and workers, Weiner noted that there are now 60 million people in the United States currently working as “giggers,” and that there are another 90 million people who are interested in such independent work.

What’s driving this trend?

Weiner said millennials, as a group, have a heightened desire to obtain a “side hustle” and make a living outside of traditional norms, adding that millennials will make up 75% of the global workforce by 2025. He said online marketplaces, such as Uber and Instacart, are helping to drive the gig economy, as well. Lastly, Weiner believes companies find independent workers to be more cost effective, only using them when needed and saving themselves from costs such as healthcare.

Weiner said these are irreversible trends, and companies must evolve in order to recruit and retain this changing workforce. He said LinkedIn believes that can be achieved, in part, by better metrics and insight into the hiring process and landscape.

After discussing these trends, Weiner transitioned his presentation to highlighting LinkedIn’s mission statement and how it has remained autonomous and dedicated to that mission and company culture in light of being acquired by Microsoft for over $26 billion almost a year ago.

Weiner did say, however, that LinkedIn is in a unique position to leverage Microsoft’s billion individual customers, as well as its talent base and experience in developing technology to advance their own agenda. Together, Weiner believes LinkedIn is in a prime position to connect the world’s workforce of 3 billion.

How will this be done?

Weiner believes it will be achieved by LinkedIn with what he calls the “economic graph, which will “digitally map the global economy across six pillars.” These include their members (530 million), companies (18 million), jobs (11 million), skills (50,000), schools (29,000), and updates viewed (190 billion). Boldly, Weiner believes every worker, company, job, and school will one day be active and available on LinkedIn.

The economic graph was a vision born five years ago, and Weiner says that company is making headway into achieving the goal over 100% penetration by constant development that encourages users to engage on a deeper level. Jobs is one example, and the company now features postings more clearly on its mobile app.

A new mentorship option has driven growth too. Another example of growth is the LinkedIn feed that highlights custom, relevant content for active users, such as storylines. Video is the latest driver of growth, enabling people to upload content into LinkedIn, and Weiner showcased examples of how users are using video on the platform.

7 Habits of Highly Successful Hiring Teams

Successful Hiring TeamsThe number of qualified applicants to your job posts is falling, your job offer to acceptance ratio has seen better days and your new hires are barely scraping their probation period. Adopt these habits of successful hiring teams and retrieve your talent acquisition strategy while there’s still time:

1. Understand why you made a bad hire: From a painful application process to repeatedly recruiting from the same talent pool, effective recruiters quickly analyze and understand the reasons for a bad hire. Don’t allow early departures among your new employees to become an epidemic in your business. The most successful hiring teams move swiftly to plug the leaks in their talent pipeline by analyzing their recruitment data and understanding where their best hires come from.

2. Offer candidate feedback: Providing post interview feedback to your candidates enhances your employer brand but 80% of businesses fail to incorporate this important step into their talent acquisition strategy. Ensure your feedback is objective, aligned to the skills of the job description and provides specific examples of interview responses that your candidates can work on in their job search. Allocate responsibility to one member of your hiring team to ensure uniformity in your response. The most successful hiring teams also understand that feedback should be mutual and ask for it too. Be prepared to act on those responses.

3. Pay attention to the candidate experience: Gone are the days where HR enjoyed the luxury of time and a surplus of qualified candidates for every vacancy. Successful recruitment professionals treat applicants like consumers, paying careful attention to every aspect of the candidate experience. Lengthy, repetitive job applications, ghosting of candidates and poorly structured interviews are eliminated from their hiring process to promote a positive employer brand and fast track the top talent.

4. Trust your data: The most effective hiring functions know that ‘gut feeling’ isn’t a viable recruitment strategy. They are among just one third of employers who wait until all interviews are completed before making a collaborative decision supported by the data gathered throughout the hiring process. Algorithms in recruitment software have been proven to make better recruitment decisions than most hiring managers. Reduce the potential for unconscious bias in your candidate selection by selecting the most suitable candidate based on job specific criteria and data, rather than your intuition.

5. Work (hard) on retention: Improving your employee retention levels isn’t a one-off event, it must form a part of your ongoing talent management strategy. 90% of businesses are concerned about holding on to their new hires. Retention begins with your on-boarding process and continues beyond the probation period. Prioritizing your ‘employee experience’ by providing meaningful work, taking wellbeing seriously and developing a culture of leadership and learning are just three ways to achieve this.

6. Talk to talent: Highly successful hiring teams consistently nurture their talent communities through regular engagement across online recruitment channels. A registration of interest allows you to capture the contact details of potential talent exploring your careers site and identify their job search preferences. Automated, personalized messages through your recruitment software on topics such as company developments and new job openings ensure you have a potential talent pool of pre-qualified candidates for your next vacancy.

7. Embrace automation: Less than half of businesses are prepared for the impact that artificial intelligence and automation will have on their talent acquisition strategy. Reliance on manual recruitment systems is not an effective hiring practice. The most successful brands support their entire talent acquisition process with world class recruitment software which enables them to tap into the latest tech trends to attract world class talent. Isn’t it time you joined them?

HR In Crisis: Planning For The Skills Shortage

talent shortageThe talent shortage continues to throw HR into disarray. The latest JobsOutlook Survey from the Recruitment and Employment Confederation (REC) found that two in every five businesses would need to recruit to meet additional demand in their business.

In the light of this report, employers have been urged to reconsider their approach to investment in training and up-skilling their existing staff.  At present, the majority turn to recruitment agencies and the gig economy to fill skills gaps. While addressing an immediate need, this approach doesn’t resolve a potentially ‘unprecedented labour shortage’.

A further report from the Institute Of Public Policy Research (IPPR) found that over five million employees are over-educated for their jobs, an increase of nearly a third since 2006. Its report Another lost decade : Building a skills system for the economy of the 2030s warns of the prospect of a further ten years of falling wages and productivity and calls on employers to take action to utilize the skills of their existing workforce. It revealed that:-

  • 30% of employers admit that they don’t tap into those existing skills.
  • Less than half have a training plan in place.
  • Less than a third of businesses have a training budget.

The report also notes that, while skills are in short supply, they are limited to specific sectors which is leading to an imbalance in organizations, leaving many workers feeling underutilized and disengaged.

Executive search business 6 Group also report that just one in five (19%) employers believe their workforce has the skills and capabilities to support their future business needs, identifying three areas which require urgent attention:-

  • Succession planning.
  • Talent pipeline.
  • Competency assessment.

Understanding what skills are already available in your business coupled with a long-term approach to talent management and a commitment to learning and development will enable HR to begin to address the skills gap. The following strategies may provide a framework:-

Get clear on your true hiring needs

Mismanaged recruitment processes which fail to provide clarity over the breakdown of your workforce, or the skills available, add to problems with employee engagement and productivity.  Access to data is vital to ensure accurate long-term planning and avoid unnecessary hiring. Start by investing in HR technology to gain insight into what is really happening in your hiring process. ‘Guesswork’ or rough estimations will only perpetuate your existing problems, particularly in sectors where qualified candidates are difficult to source. A recent survey found that HR departments in the tech sector were rated as the least effective. Hiring teams were judged on three criteria, their ability to get things done, technical ability and their responsiveness to other teams.

Change your attitude towards your contingent workforce

At present, for many hiring teams there is no alternative to sourcing additional skills through the gig economy or recruitment agencies to address their urgent requirements. To ensure an engaged, productive workforce, your temporary staff should be treated in the say way as your permanent employees. Deloitte’s 2017 Human Capital Trends Report suggests expanding your definition of employees beyond ‘people on the balance sheet’ to incorporate your contingent workforce too. Apply the same screening, background checks, on-boarding process and performance management strategies to encourage engagement. A quarter of employers plan to appoint their temporary workers to permanent positions within the next year, a figure which is likely to increase as the skills shortage continues.

Work on retaining staff with key skills

Employee retention, especially among new hires, is a problem for HR as one in five employees now leave their jobs during or at the end of their probation period. Improving your staff retention begins with your hiring process and ensuring that final decisions on candidate selection are supported by recruitment data, not based exclusively on the interview. Focus on wellbeing, ongoing conversations with your employees and career development and learning to ensure your high achievers aren’t tempted to explore alternative job opportunities.

Managing the imbalance with digital transformation

Concerns over poor training or lack of investment are not new. Over half of employees believe that their lack of digital skills is the biggest challenge in their job but a third aren’t given any training and one fifth of employees lack even basic IT skills. In their new report, Digital transformation and the future of hiring recruitment specialists Robert Half note that digitalization can offer improved efficiency and productivity, leading to ‘value added work’. It suggests that it will also provide opportunities for critical on the job learning. That transformation needs to begin now.

Investment in HR technology

Investment in training must go hand in hand with investment in HR technology in order to address the three areas highlighted by Group 6’s report above. Recruitment software enables HR to:-

  • Maintain talent pipelines by evaluating HR analytics and understanding your key recruitment metrics essential to building that pipeline.
  • Identify the sources and characteristics of your most successful hires to inform succession planning.
  • Assess the competency of new hires through online recruitment tools

It also provides ongoing insight to enable HR to continually review and adjust talent acquisition and retention strategies and plan for future hiring needs based on your own recruitment data.

Why Real Employee Reviews Matter

We all do it. Whether we are booking a holiday, buying a car or the latest smartphone, or looking for a reliable trades person. Reviews matter and we believe them.

But now they’re filtering into the world of work.

The trend for checking reviews before making significant purchases is filtering into the world of work, according to new research by BPS World. It found that jobseekers are increasingly reliant on researching their potential employers online and keen to have a number of job offers on the table before making their decision.

The survey found that more than three quarters of employees (79%) would check out an employer online before accepting a job offer, and 74% of employers doing the same when hiring someone. Facebook ranked the second most likely place a potential employee with LinkedIn and Glassdoor proving less popular choices. Researching potential employers online seems to be a recent trend, with 62% of employees admitting they didn’t check out their current employer before accepting their job offer.

Simon Conington, Founder and MD of BPS World said:

“These findings suggest that the open, consumer-led platform of Facebook is preferred for creating a truer picture of what the potential employer could be like, in a similar way to the ‘traveller’s own photos’ on TripAdvisor. There is an honesty about what people share online that often isn’t reflected in the way a company presents its employer brand.

This research proves just how discerning both bosses doing the hiring, and those applying for jobs now are. Both bosses and employees therefore need to think about how their company and themselves are talked about and presented online, and if there’s anything negative, controversial or inflammatory then they need to get it resolved or removed. Ignoring it could mean companies miss out on hiring a talented team member, or that an employee loses out on landing their dream job.”

So how can you make sure your employees say nice things about your company? Here are 4 expert tips for you.

1. Be human

Steve Ward, Talent Attraction Strategist, says:

“The greatest way to get authentic employee reviews, is to ensure you have an environment that genuinely allows employees to express themselves, be human, and be key contributors in business progress and exposure projects. When companies recognise the need to consider programmes with ‘bottom-up’ in mind, it engages the people at all levels, and when regular employees are the stars of the show, they demonstrate greater authentic pride, and inclined to amplify positively.”

2. Educate and encourage

Shaunda Zilich, Global Employment Brand Leader at GE, says:

“Educate employees on what candidates are seeing out there before they walk into the company. Let them know the numbers (traffic, reach, engagement) on reviews (example: over 80% of candidates now look at reviews before making a decision on employment). I am still amazed at how many of our employees are not aware of these sites or don’t realize how popular they are.

Encourage transparency. I don’t solicit for reviews with our employees but I do encourage transparency. This is the reason review sites are so popular and usually the more reviews that are left the more real the story is.”

3. Get reviews from current employees

Phil Strazzula, Founder of NextWave Hire, says:

“Many times reviews on employee sites are from disgruntled people since there isn’t a mechanism to get reviews from the typical employees in your company (hotels have done a great job of getting their patrons to leave reviews on TripAdvisor by emailing everyone after their stay, so it’s not just the people who had bed bugs). So, my advice to companies is not to over think it, and simply remind everyone in the company every 6-12 months that reviews are a good way to attract talent and if they have a few extra minutes to please take time to write something.”

4. Timing is everything

Will Staney, the Founder & Principal Consultant at Proactive Talent Strategies, says:

“The idea is to get your employees to review the company around various company milestones. One of the ways I’ve done this in the past as a TA leader is to incorporate Glassdoor into onboarding practices by asking employees in each new hire class to leave a review of their interview experience.

Other ways I’ve done this is while congratulating an employee on their work anniversary (“Congrats on 1 year at ABC Company! Now that you’re a veteran here, do you mind sharing your experience working here on Glassdoor?”) or when someone is promoted (“Congrats on your promotion! As an example of an employee that is truly making an impact and exuding our values, we would love if you’d take a moment to share your experience and what’s made you successful here on Glassdoor).

Finally, as a follow up to a company event you could send an email out encouraging employees to upload photos from the event to the company Glassdoor page. You might find that while they are there, they leave a review as well.”

Hiring? Source Passive Candidates From 100+ Resume Databases with One Submission

Times have changed… The “A Players” do not and will not apply to laborious Job Applications or blindly submit their information to impersonal general ads…

Think about it, relationships have changed with Social Media and the Web itself. People demand a more personal connection.

The fact is that less than 20% of the entire global workforce applies to Traditional Job Postings anymore. That means over 80% of the workforce are deemed “Passive Candidates.”

With our approach, we take your Jobs just like the Traditional Job Posting companies. But, that’s where the similarities end…

We then automatically Source, Vet and Verify candidates that we obtain using our proprietary system “Reach Out”.

Like tentacles of an Octopus, our system sources from every major Professional/ Social Network (LinkedIn, Github, Facebook, etc.) as well as every major Resume Database including Monster, Careerbuilder, Dice, ZipRecruiter and over 100 other resources.

We then Vet and Verify Candidates before reaching out to them to gain their interest level. These are personal commutations that connect recruiters and hiring managers directly with the Qualified and Interested Candidates they need.

Post A Free Job – www.ZeroFeeRecruiter.com

 

About Us

We are the original founders of many of the largest Applicant Tracking Systems and HRIS firms on the planet, including Silkroad (Formerly Openhire), Pereless Systems, ATS OnDemand and InfoWorks, just to name a few.

Post A Free Job And Join 1000′s Of Companies That Make www.ZeroFeeRecruiter.com Their #1 Choice When Hiring!

Interview Questions Candidates Want You to Ask

Job candidates aren’t looking for an easy interview. They are looking for a great job fit.

We talk a lot about questions hiring managers and recruiters should ask, but we never talk about the questions that the job candidates actually want to be asked. If you want to find the best people for your open positions, try some of these questions:

“What makes you angry?” It made me think about how I apply my personal values in a work situation.

“Have you remained close with any former colleagues from past jobs?” It made me reflect on how shallow my work relationships have been.

“What’s the difference between a ’rounding error’ and a cost overrun?” The man who was going to hire me had used the dismissive phrase ’rounding error’ at least twice in his conversations with me, so when his manager asked this, I realized he wanted to know if I would challenge my boss.

“How would your integrate HR throughout our Company?” I was floored by it because this showed how the company I was considering viewed the value of HR. I like questions that press in on people.

“Who would you have saved first if your last company premises caught a fire?” It got me thinking. A lot. It made me think beyond conventional work relationships and pushed me to think about who were my friends at the last workplace. Brilliant question!

“What do you think would be your biggest challenge in this role? How would you struggle most to get up to speed?”

“What makes you think you can do this job?” The job was a pool manager for four pools in Baltimore, every one of which was closed by the health department the previous summer.

“Here are the problems with this job,” and then she listed several serious issues, “do you think you could work with that?” I loved this question because I knew my boss was going to be straight forward and I knew the challenges coming into it. I took that job and stayed there for 9 years, so clearly, being honest didn’t scare me away. I was grateful to not be shocked when I started.

Note that these questions aren’t easy and they aren’t pulled off a list. They aren’t something you can prepare for by Googling. They are often position specific. Your job candidates want to be challenged. A tough interview is more likely to result in a better job.

When you’re interviewing, it’s not like shopping for the best bargain off the shelf’; it’s like a date where you are each getting to know each other. You want to know what makes your candidates tick and how they would act in the job. They want to be in a position that fits them.

Additionally, be willing to open up yourself and answer their questions-even if they are

By Suzanne Lucas

Sometimes, I hire bad interviewees. And you should too!

Don’t be afraid to hire a bad interviewee.

One of my favorite things about recruiting in the corporate environment is an invested, long term interest in making quality hires. The collaboration and alignment of the talent acquisition and management organizations is essential to identifying and acquiring great talent. Part of the value talent acquisition can bring to the table is our extensive experience interviewing and hiring quality candidates. Since we do this for a living, we should absolutely be experts with an ability to bring some additional insights to our management partners. In the coming months, I am going to have a series of short posts outlining some tips that I share with interviewing teams to make them more effective during the hiring process. They might even help you!

This week my advice is not to be afraid to hire someone that might have had a bad interview. Anyone with any experience interviewing is familiar with the behavioral interviewing approach – the classic, “tell me about a time when” or, “give an example of” questions. When you use this approach, you’re typically looking for the candidate to outline the situation, the task, the action and the end result. The problem is that we often fall into a trap and instead of evaluating a person’s ability to do the job, we’re evaluating their ability to answer questions. This is a certain value in behavioral interviewing, but it is important to look past the surface of a “bad” response.

On many occasions I’ve received feedback from hiring managers that a candidate was too nervous, or was unable to provide specific examples in response to their questions. Whether it is an entry-level candidate or a seasoned professional, being nervous is part of interviewing. It is also possible that there was a misunderstanding or (bear with me here) you did not ask an answerable interview question.

In short, this tip is about examining your intentions so that you’re evaluating candidates on culture fit and ability to do the job vs. the ability to answer your questions. When you can see past a poor interview and instead see a good employee, the payoff is often big for all parties involved.

Happy Hiring!

 

(this article originally appeared on LinkedIn)

Posted by Brendan Orf 

Why Successful Individuals Wear The Same Outfit Daily

Every single day we make hundred of decisions: Should I hit the snooze button or not? What time should I leave for school/work? Should I exercise today? And if so, what time? What should I eat for dinner? Should I work more hours today or go home? Etc.

There are hundreds of things, if not more, that have to be decided on daily. Some decisions are important, but most are trivial. Unfortunately, studies have shown that as humans, our capacity to consistently make well thought out decisions is finite.

What this means is that when you use your brainpower earlier in the day deciding what to eat for breakfast, you’ll consequently have less of it later in the day when you have to decide if you should have that piece of cake or not. This is what’s known as decision fatigue, which is the psychological condition where making a decision in the present will reduce your decision making ability in the future.

John Tierney, coauthor of the New York Times bestselling book “Willpower,” says,

“Decision fatigue helps explain why ordinarily sensible people get angry at colleagues and families, splurge on clothes, buy junk food at the supermarket and can’t resist the dealer’s offer to rustproof their new car. No matter how rational and high-minded you try to be, you can’t make decision after decision without paying a biological price. It’s different from ordinary physical fatigue – you’re not consciously aware of being tired – but you’re low on mental energy.”

Simply put, every decision you make uses up your mental energy. Just the simple act of thinking about whether you should choose A or B will tire you out and reduce your brainpower. This means that the more decisions you have to make throughout the day, the weaker your decision making process will become.

This is why many successful individuals like Barack Obama, Steve Jobs, Mark Zuckerberg and Albert Einstein decided to reduce the amount of decisions they make throughout the day by doing things such as choosing to adopt a monotonous wardrobe.

They understood that less time spent on making decisions meant more brainpower and time for everything else.

For the majority of the time Obama spent in office, he always wore either a gray or blue suit. In an article by Michael Lewis for Vanity Fair, President Obama explained why he did this,

“You’ll see I wear only gray or blue suits. I’m trying to pare down decisions. I don’t want to make decisions about what I’m eating or wearing. Because I have too many other decisions to make. You need to focus your decision-making energy. You need to routinize yourself. You can’t be going through the day distracted by trivia.”

Steve Jobs famously wore the same black turtleneck, blue jeans and New Balance sneakers every day. This quickly became his signature look as well as a part of the overall brand of Apple. Steve also understood that he had a finite capacity of brainpower to make well thought out decisions. A minute more a day using his brainpower to decide which T-shirt to wear is less brainpower he would have to think about his company.

Albert Einstein was also known for owning several variations of the same gray suit so that he wouldn’t have to waste time and brainpower deciding on which outfit to wear every morning.

If you’re constantly worrying every day about little decisions like what to wear, you’ll become more mentally exhausted as the day progresses. In order to save your mental power for the important decisions of the day, you have to learn to automate the mundane decisions you go through every day so that you don’t have to constantly think about them and waste brainpower.

Here are some things you can do:

1. Like Steve, Zuckerberg and Einstein, find a few t-shirts, sweaters, jeans, and dresses you like and buy multiple quantities of them. Then essentially wear the same thing every day.

2. Schedule a set time to exercise every day. Don’t constantly use your brainpower trying to think about when is a good time to exercise.

3. Do your grocery shopping at the same time once a week.

4. Design a morning routine. The morning is filled with a lot of mundane decisions that you can learn to automate such as what to wear, what to eat, what time to leave, what time to wake up, etc. You can automate all your morning decisions with a routine.

5. Make a few meals that you have every day the same. This can be a great dieting tool, but the main idea is you don’t want to be worrying about what to make, which ingredients to use and what the nutritional value of each meal is throughout the day, every day.

These are just 5 of the hundreds of decisions that you make throughout the day that you can learn to automate. But truthfully, you could probably automate and eliminate about 80% of the decisions you make every day. You just have to be aware of this concept and learn to notice which decisions aren’t high quality important decisions and then delegate those.

Connect Deeper

If you resonated with this article then please subscribe to my personal blog where I talk about the best ideas from the books I read. And as a thank you, you will get a free copy of my eBook How To Become A LinkedIn ‘Top Voice.’

Thank you for reading! Have a beautiful day.

#StudentVoices

Edited by LinkedIn Campus Editor Miki Ding