In a highly competitive job market, the onus is on recruiters and HR professionals to think outside the box if they want to hire the best talent. Creative recruiting strategies are critical to source, attract and then retain the cream of the candidate crop. We will discuss some of the most popular creative recruiting strategies, and with good reason.
Self-selection screening is a way of pre-qualifying applicants. Simply introduce an open invitation event to candidates, before the interview stage. Those who turn up are really keen – those who don’t, not so much. This also gives you an opportunity to assess candidates in a group environment while giving candidates more insight into who you are and what you do.
This allows you to cut down the time you spend sifting through resumes and conducting interviews, by identifying the candidates who are genuinely interested in the role.
Working on the same principle as above, group interviews give you a chance to evaluate candidates without conducting time-intensive one-on-one interviews with every candidate who applies. You probably want to limit the numbers here though. While you might get hundreds of attendees to an open day (depending on your industry and the level you’re recruiting for, of course), a meaningful group session needs to give you a chance to really assess each person there.
Handpick and flatter
This is a strategy for when you’re recruiting for a more niche role, perhaps, or a senior-level role. Identify your dream candidates for the position, research them in as much detail as possible and reach out to them personally. This article gives the example of Red 5 Studios, who handpicked 100 perfect candidates and sent them all a personalized iPod with a message from the CEO. More than 90 responded, 3 left their current role and joined Red 5 Studios, and they raised their employer profile significantly from word-of-mouth buzz.
Look in unexpected places
Step away from LinkedIn, this piece recommends, and head to the unexpected places. For example, try going out to local stores and offering interviews to anyone who really stands out. Obviously this is less relevant if you need specific skills for your role, but if you’re hiring entry-level then personality traits are likely to be just as important.
Attend events (not job fairs)
Similar to the above, the piece recommends attending unusual events if you want to find unusual talent. Look for relevant Meetups, for example.
Use non-traditional media
Instead of relying on plain text job adverts, why not think outside the box and make your company stand out? Podcasts, videos, graphics – anything that your competitors aren’t doing is fair game.
Recruiters have been doing this for decades, but it’s worth a reminder if your sourcing efforts fall a little on the passive side. Stop waiting for resumes to fall in your lap and develop a proactive sourcing strategy. You can keep track of your new clients using our free online recruitment system. Keep reading to learn more
Recruiters must become marketers if they want to succeed, and this point exemplifies this. Try investing in online advertising on online forums related to your skills, or targeting relevant keywords.
Don’t ignore past applicants
It makes sense, in a talent-tight market, not to ignore talent that’s already shown an interest. Use an online recruitment system to effectively keep track of your candidates and ensure you can contact them again in the future.
Referrals are one of the highest quality sources of hire, so it makes sense to try and increase the amount you get. Offering and publishing incentives can be a great tactic.
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