Forget the standard hiring advice that you need to attract the best candidates by selling your company hard.
Mercer, my business partner, and I rely on a counter-intuitive hiring process. We call it the “anti-attraction” method and it empowered us to build dream teams for our multiple seven-figure businesses.
Want to learn how this system can make your recruitment easier and more successful?
Watch the “Anti-Attraction” System to Eliminate Bad Hires Fast
In the recorded training, Mercer breaks down how we eliminate bad hires and find great candidates by going against common hiring advice.
Key Takeaways
- Stop Attracting, Start Repelling: Shift your focus from attracting the maximum number of applicants to actively repelling unsuitable ones early in the process.
- Use Job Posts & Applications as Filters: Design your job descriptions and application forms to deliberately screen out unfit candidates.
- Prioritize Fit Over Volume: The ultimate goal is to find genuinely aligned team members who will thrive long-term, not just fill seats quickly.
- Save Time & Reduce Bad Hires: This counter-intuitive hiring approach streamlines your process, saving significant time and reducing costly hiring mistakes.
Why “Attracting Talent” Leads to Bad Hires
For years, the hiring playbook has been clear: cast the widest net possible.
Hiring experts tell us to
- “attract good talent”
- “sell them on working for your company”
- and make job postings sound like the best opportunity since sliced bread.
The goal? Get as many applicants as possible, assuming the perfect candidate is somewhere in that pile.
The harsh reality? This “attraction-based” approach is deeply flawed and often counterproductive.
Focusing solely on attracting candidates, without simultaneously filtering, leads directly to common hiring frustrations:
Wasted Time
You drown in applications from people who are clearly unqualified or simply not a good fit, wasting precious hours sifting through resumes.
Wrong Fits
By trying to appeal broadly, you attract candidates who might have some skills but don't align with your company culture or the specific management style they'd be working under. This often leads to team clashes or employees who quickly become disengaged.
Costly Mistakes
Hiring the wrong person is expensive – not just in salary, but in lost productivity, training time, and team morale. Attraction-based hiring increases the odds of making these costly errors.
AI Spam Applications
In today's world, overly appealing, generic job posts are prime targets for AI-driven application bots, further flooding your inbox with irrelevant applications.
Essentially, when you focus only on attraction, you ignore the more crucial task: actively filtering out those who shouldn't be applying in the first place.
The Power of Repelling: The Anti-Attraction Solution
Instead of trying to lure everyone in, the “Anti-Attraction” method flips the script: your primary goal in the early stages is to actively repel candidates who aren't the right fit.
It starts with a crucial mindset shift, as Mercer said in the training:
“Assume they are the wrong person. They should not be here, and you need to sort of get them out, right? You speak to them in a way that they're going to naturally want to go.” – Mercer
Your job posting and application process should be designed not just to describe the role, but to function as powerful filters, ensuring only the most suitable candidates even make it to your review pile.
Filtering with Your Job Posting
Mercer advises to think of your job description as persuasive copy with a specific goal: telling unqualified or misaligned people to go away.
This involves being brutally honest and specific about three key areas:
1. Required Skills
Don't be vague. Clearly list the essential, non-negotiable skills.
If specific technical expertise (like knowing certain software or coding languages) is required, state it plainly.
Explicitly tell candidates, “If you do not have this skill, don't even worry about applying, because you're not going to make it through.”
2. Manager Fit (“Boss Fit”)
Describe the reality of the working relationship with the direct supervisor.
- Are you hands-off and expect independent problem-solving? Say so clearly, as Mercer suggests: “You will be responsible for results… solving your own problems… check-ins… will not be there very often for you.”
- Or is it a more hands-on, micro-managed environment? Be upfront.
The goal is to attract people who thrive under that specific style and deter those who won't.
3. Cultural Fit
What's it really like working on your team?
- Are you a “fast-paced,” “chaotic,” “constantly changing” startup where the team “freaking loves that”?
- Or do you prioritize “work-life balance” and a “slow and steady” pace?
Describe the environment honestly, warts and all. The right person will be drawn to that reality; the wrong person will (thankfully) be repelled.
Filtering with the Application Form
The filtering doesn't stop with the job post.
The application form itself is another critical stage designed to “kick people out”.
Remember, you're assuming they're the wrong person, and the application helps confirm or deny that.
Here’s how Mercer does it:
1. Strategic Self-Assessments
Ask candidates to rate their skills (e.g., on a scale of 1-10) on specific competencies relevant to the job. But don't just look at the scores.
Analyze the pattern.
Is someone claiming to be a 9 or 10 in absolutely everything? That's often a red flag for dishonesty or lack of self-awareness.
“If you're an expert at all things, you're probably not an expert at all things. There's got to be something in here… What I should see is a little bit of bouncing around.” – Mercer
Look for thoughtful, realistic self-assessment, including lower scores where appropriate. This tests how they think.
2. The Decoy Method
Mercer shares another great tip.
Include questions about skills, software, or concepts that don't actually exist.
For example, ask them to rate their proficiency in “Simple Pro”.
If a candidate claims strong knowledge (a 6 or higher) of something fictitious, it instantly tells you they
- aren't reading carefully
- aren't thinking critically
- or are simply lying to impress.
It's a simple way to expose those who aren't genuinely engaging with the process.
By implementing these repel tactics in your job posts and applications, you
- drastically reduce the noise
- stop wasting time on clearly unsuitable candidates
- and focus your energy only on those who demonstrate the skills, mindset, and alignment needed for success in your specific environment.
But Won't This Scare Away Good Candidates?
This “anti-attraction” method is counter-intuitive and you might be thinking:
Won't I miss out on potentially great candidates by repelling upfront?
This is a common concern, but it shifts the focus incorrectly. The goal isn't maximizing the number of applicants; it's maximizing the quality of fit. By setting clear, honest expectations about skills, culture, and management style, you're not scaring away good candidates – you're scaring away unsuitable ones. The truly great candidates for your specific role and environment will appreciate the transparency and be more likely to engage because they see a potential genuine match, not just another generic job ad.
Isn't it too negative or off-putting to actively ‘repel' candidates?
Think of it less as negative and more as honest and respectful of everyone's time. Is it kinder to let someone invest hours applying and interviewing for a role where they'll clash with the manager's style or hate the company culture? Or is it more respectful to be upfront about the realities so they can decide early if it's truly right for them? This clarity prevents wasting time on both sides.
Can this really work in today's competitive market where attracting talent is already hard?
Absolutely. In fact, it might be more important in a competitive market. Hiring mistakes are incredibly costly, especially when talent is scarce. Attracting someone who isn't a good fit, only to have them leave quickly or underperform, sets you back further. The anti-attraction method helps ensure that the candidates who do come through your funnel are significantly more likely to be a strong, long-term match, leading to better retention and performance – a crucial advantage in any market. Fit outweighs sheer volume.
Build Your Dream Team? Now what?
Stop trying to attract everybody and start repelling the wrong people is only the first step in building an amazing, high-performing team.
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