Staff Applications

[Migi]

...their age (if they're willing to share it)...

This reminds me of something that used to be quite a debate: age. Some applications include age, others do not. Some applicants tell a fake age so they will get accepted, others do not. What do you guys think of this? Do you believe there is a certain age limitation for specific position? Or does age have nothing to do with recruitment?

Those other processes would work if the position was paid or had serious benefits, but as Ashley said, I think that is a bit too much for a standard staff position on a forum. Yes, it should be taken seriously, but many people are staffing forums as a hobby.

Yes, I agree. That makes me wondering about exceptions, though. Is there a certain payment threshold or specific type of position/website in which we will have to go out of our way in terms of recruiting new staff members? Maybe for big companies, yes. But for most forums advertised here at FP, maybe not.

 

[Streller]

...their age (if they're willing to share it)...

This reminds me of something that used to be quite a debate: age. Some applications include age, others do not. Some applicants tell a fake age so they will get accepted, others do not. What do you guys think of this? Do you believe there is a certain age limitation for specific position? Or does age have nothing to do with recruitment?

I think that age does not really matter to a certain extent, you want someone that is not too young (under the age of 15), but mainly you want someone that is just mature and knows what they're doing. You could probably tell if a thirteen year old was lying about their age.

 

[Geoffrey]

Those other processes would work if the position was paid or had serious benefits, but as Ashley said, I think that is a bit too much for a standard staff position on a forum. Yes, it should be taken seriously, but many people are staffing forums as a hobby.

Yes, I agree. That makes me wondering about exceptions, though. Is there a certain payment threshold or specific type of position/website in which we will have to go out of our way in terms of recruiting new staff members? Maybe for big companies, yes. But for most forums advertised here at FP, maybe not.

I think when it becomes a full- or part- time job, then you would want to go extra lengths to fill the role. If you're paying your staff a regular salary or hourly wage, it's gone above what we typically see from the forums promoted here (though not always). Another example of an exception might be blogs hiring teams of writers, those that pay the team of course. I follow a lot of blogs in various niche areas and many of them have a main author who owns the site and then other authors who get paid to contribute. I could see a more thorough "background check" being important here.

On the issue of age: I always ask for a person's age in a staff application. They can lie, but I will have already seen their posts and interactions online. I'm going to look a lot more at maturity, both in the application answers and in their interactions in the community, much more than age but age can give a brief indication to help me with that. Age can also give me an idea if the person is about to go through a major maturation period and might change in a few months/years (e.g. puberty, early 20s, etc.).

 

[Migi]

I think that age does not really matter to a certain extent, you want someone that is not too young (under the age of 15), but mainly you want someone that is just mature and knows what they're doing. You could probably tell if a thirteen year old was lying about their age.

On the issue of age: I always ask for a person's age in a staff application. They can lie, but I will have already seen their posts and interactions online. I'm going to look a lot more at maturity, both in the application answers and in their interactions in the community, much more than age but age can give a brief indication to help me with that. Age can also give me an idea if the person is about to go through a major maturation period and might change in a few months/years (e.g. puberty, early 20s, etc.).

I agree. At the end of the day more accurate proof about maturity is how they bring themselves by posting around the forum. Age can be a determinant in the beginning since maybe you don't want someone too young to have enormous power or handle complicated stuffs, but it's not playing a huge role in deciding who will get the position.

 

[Reddyash]

In my staff application, I would only want to see what kind of experience they have for the position, the maturity level (age plays a important role), how active they can be in the forum, what they can contribute to the forum if they had the position and also I want to see there postings on other forums.

Having there social media information should be added to the application, which will provide more information about the person, if he/she is willing to give but it should not be mandatory

Most of the forum jobs are free I think the above mentioned should be sufficient.

 

[Migi]

In my staff application, I would only want to see what kind of experience they have for the position, the maturity level (age plays a important role), how active they can be in the forum, what they can contribute to the forum if they had the position and also I want to see there postings on other forums.

Do you have any age cut-off for members to be considered during recruitment? For example, a member is still young but he shows good image throughout the forum and has a good application. Also about contribution, what kind of answers should we look for? Especially for team members who run services (e.g. packagers, reviewers) other than working on the services.

 

[Tucker933]

I always hand pick staff from the community, and don't accept applications. I don't want anyone that has made it a goal of theirs to achieve the position. Power is best handled by those who don't seek it.

 

[Ash]

I personally don't have staff applications as sometimes people will try and make up or change some details to make themselves look great for the position whereas they really aren't up for the job. I think whats best it to hire someone that you think will be great and someone that you know closely on your site

 

[Scorpio]

When I post applications I normally include name, age, location, timezone (Basic information) along with a skype or Im account for contacting offsite and then
- What sets you apart from other candidates?
- Previous experience?
- Anything else to add.

I feel that's all you really need when hiring, some forums go overboard asking for every piece of information like other sites your on, your phone number etc, all information I feel is overboard and for personal contact details (like phone number) intrusive.

 

[Geoffrey]

Here's a thought to ponder for those who ask about other forums the applicant works at: how many other commitments is too much? At what point do you start holding their positions at other forums against them?

 

[Scorpio]

I believe you can only start 1-3 forums well. I wouldn't prioritise those individuals that are staff on more than 3 forums at one time as I feel there is only so much time one person gets to moderate, package etc.

 

[Thomasss]

Timezone I think is one that many people never really include but I see it being really important. lol.

Name, email, AGE, and past experience is pretty much my application, I add few things here and there but those things I think are pretty much the important things.

 

[MrDawn]

Applications are good. But also need to give the newer staff members a trial period. Some people tend to go inactive right after they're given a staff position. 2 months or less seems to be appropriate timing.

 

[Migi]

Timezone I think is one that many people never really include but I see it being really important. lol.

I agree. This is one of the considered points in recruiting new staff members in another forum I used to be frequent at. Especially for high-level positions, such as global moderators and administrators. That makes sure there are always moderation power around the forum 24 hours full.

But it also shouldn't keep someone from being added to the team considering that he is really needed/suited for the position, in my opinion.

 

[MasterA]

What do you think is important to include in a staff application? Do you think some people go overboard with their staff requirements? I can understand wanting to be thorough and trying to make sure you select the right candidate, but a lot of times, you really have to take what you can get.

I think the most important thing to include in your staff application is examples. Like real job applications, you shouldn't tell them what you are good at but instead show them you are good at it with examples. For staff applications online, it is important to include forums and roles that the candidate has worked on. Also, including how they deal with high profile situations would make their applications stand out a lot.

I don't think people go overboard with their staff. If you are going to hire someone who is going to stay active for a week and then just burn out, then I rather not have him on the team. You not only want people who are experienced but also people who have a heart for the job. If they actually want the job, then any requirement isn't much.

 

[Migi]

I think the most important thing to include in your staff application is examples. Like real job applications, you shouldn't tell them what you are good at but instead show them you are good at it with examples. For staff applications online, it is important to include forums and roles that the candidate has worked on. Also, including how they deal with high profile situations would make their applications stand out a lot.

Though that raises another question: for positions which are not too "visible", such as moderator roles, versus packagers or reviewers, how do you think applicants should provide examples? Especially for "how they deal with high profile situations". Maybe in form of testimonies? But considering if the candidate is still actively working at that other forum, the administrator may not want to give input since that involves behind-the-scenes business.

 

[MasterA]

Though that raises another question: for positions which are not too "visible", such as moderator roles, versus packagers or reviewers, how do you think applicants should provide examples?

For moderation roles, a good example could be how this candidate help change the moderation policy of the forum by suggesting something new or maybe just how they increase communication between their colleagues. Alternatively, it could just be how many duplicate accounts you found due to ban evasions or if someone cannot provide anything examples, "what you got out of the role" is also a good type of thing to say. I just think examples are good because it tells me what a candidate has done in the past which shows me he is a good candidate.

Especially for "how they deal with high profile situations". Maybe in form of testimonies? But considering if the candidate is still actively working at that other forum, the administrator may not want to give input since that involves behind-the-scenes business.

A testimonial is a good idea. However even just talking about how he/she reacted and dealt with the situation would be good.

 

[Deleted member 25872]

This is a very basic application template that you should use at the minimum.

Name
Age:
Previous Experience
Why should you be chosen:
Extra Notes: