In my last post, I said that you should make your selection process difficult. I want to explain that a little bit further, as there is a world of difference between “difficult” and “difficult to use.”

A difficult selection process begins with some barrier to entry that forces those with a real interest in the position to devote some valuable resource (time, energy, etc.) to be considered. The cost in time or energy is clear up-front.

A difficult to use selection process begins with a barrier to entry that makes it hard for even the most motivated applicant to understand how to apply. Nothing about the process is clear up-front.

A difficult selection process will include tests of relevant knowledge, skills, and abilities. Those who aren’t truly passionate and able won’t be able to complete them.

A difficult to use selection process will include irrelevant tests of patience and tolerance for B.S. Those who are truly motivated will be capable of completing them but completely unwilling to do so because they’d rather be pursuing their passions.

A difficult selection process will see the less motivated and qualified applicants slowly drop off as their ability and interest are exceeded by the tasks required of them.

A difficult to use selection process will see large swaths of people, both qualified and unqualified, drop out as they grow frustrated and confused by the process.

A difficult selection process will net you a motivated, passionate, skilled employee.

A difficult to use selection process will get you someone who can put up with a lot of crap, but wasn’t passionate enough about the actual work to seek out somewhere they knew they’d be doing something they love.