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If you’re hiring for your MSP right now, chances are you’re feeling the weight of it. You know how critical it is to have the right people in place. Every vacancy adds pressure to the team, piling more work onto those who are already stretched thin. It’s not just about the workload—client satisfaction is on the line. Missed SLAs, slower response times, or simply not having the right expertise available can hurt your reputation.
In a rush to minimise disruption, you’ve dusted off an old job description, tweaked it a bit, and posted it to LinkedIn or a job board. Sound familiar?
And then it happens. The avalanche.
Applications pour in—sometimes hundreds of them—thanks to "easy-apply" features. Suddenly, you're faced with a mountain of CVs to sift through, and you start wondering: How on earth am I supposed to review all of this? Worse still, you know you’re probably going to miss out on some great people hidden in the pile.
This is the recruitment gap in action. It’s not just the time between posting a job and filling it—it’s the growing divide between needing someone urgently and the reality of getting lost in the administrative grind.
Three Simple Screening Questions to Save Your Sanity
Platforms like LinkedIn make it easier than ever to filter out unqualified applicants. By setting “must-have” screening questions, candidates who don’t meet these criteria can be automatically filtered out, saving you valuable time—and bridging the recruitment gap faster.
But avoid the obvious ones like, “How many years of experience do you have?” While tempting, these don’t actually tell you how well someone can perform the role—just how long they’ve done it. Instead, focus on questions that uncover what they’ve done and how they’ve applied their skills.
“Do you have the right to work in [country] without requiring sponsorship?”This question is a simple but essential way to stop your process from getting clogged up with candidates who don’t meet the basic legal requirements to work in your region. By filtering them out early, you can focus your time and energy on those who are genuinely eligible and suitable for the role.
- “Are you proficient with [specific MSP tools or technologies, e.g., ConnectWise, Autotask, or RMM solutions]?”
Technical competence is critical in MSP roles. This question helps you zero in on candidates with hands-on experience using your team’s core systems, whether it’s monitoring, ticketing, or remote management tools. - “Do you have certifications such as CompTIA, ITIL, or Microsoft Azure?”
Certifications are often a deal-breaker in MSP environments, but they tell you more than just technical competence. They demonstrate a candidate’s drive, motivation, and commitment to their professional development. By including this question, you can identify individuals who not only meet baseline professional standards but also have the desire to grow and adapt in a fast-paced, ever-changing industry.
Go Beyond the Basics: Custom Questions
If you want to weed out candidates who aren’t genuinely interested in or serious about the role, custom questions are your best friend. These require thoughtful answers, helping you separate those who are invested in the opportunity from those hitting “easy apply” on every job ad.
Examples of custom questions include:
- Behavioural: “Can you describe a time when you resolved a critical network outage for a client? What steps did you take, and what was the outcome?”
This type of question gives insight into problem-solving skills and how candidates perform under pressure—critical in MSP roles where downtime isn’t an option. - Situational: “You’re handling a ticket for a VIP client who has lost access to their email. You’ve ruled out the obvious causes. What’s your next step?”
Situational questions test a candidate’s logical thinking and ability to handle scenarios typical in an MSP environment.
These custom questions aren’t just for filtering—they’re also about effort. Candidates who take the time to provide thoughtful, relevant answers are far more likely to be genuinely interested in the role. However, be cautious of responses that seem overly polished or generic—these could be a sign of AI-generated answers.
Communicate Rejections Professionally
Managing candidate communications is key to maintaining your MSP’s reputation. Automated rejection emails show respect for candidates’ efforts and prevent the frustration of being “ghosted.” A clear, timely response leaves a positive impression and strengthens your employer brand, encouraging candidates to consider you for future roles.
Automated rejection emails are easy to set up on most recruitment platforms and applicant tracking systems. These tools often offer customisable templates and allow you to send emails automatically based on candidate status, such as disqualification from screening questions or marking as "rejected." With just a few steps, you can personalise messages, schedule responses, and maintain a professional, empathetic tone—all while saving time and ensuring candidates feel respected and informed about their application status.
Ready to Close the Recruitment Gap?
If you’re feeling the pain of the recruitment gap, we’re here to help. Let’s talk about how we can make hiring easier, faster, and more effective for your MSP.
Contact us today to learn more about how we can bridge the gap for you.
