Effective Recruiting Strategies To Hire Best Talent

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

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.

Group Interviews

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.

Active search

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

Savvy advertising

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.

Incentivize referrals

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. 


Chirag Ahmedabadi

Chirag Ahmedabadi

Owner at AppliView Technologies

Applicant tracking system (https://www.appliview.com) is an advanced and sophisticated that will take your recruitment process to the next level. Recruiters, HR Managers, Professionals, Employment agencies, staffing agencies and HR recruiting departments will change the way they now handle your recruitment, be it online or offline, with this most advanced and sophisticated applicant tracking software available.

AppliView Technologies

AppliView Technologies

Human resources and recruitment


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Lina Barfoot

Lina Barfoot , Editor at SavvySME

Interesting article, although the tactic of hand-picking and flattering seems like it could be quite problematic, unless you hire all those you "flatter". There might be some potential for bad blood there?

Jef Lippiatt

Jef Lippiatt , Owner at Startup Chucktown

Definitely an interesting article. However, I tend to agree with Lina on the flattery tactic. It seems like it could backfire with a small miscalculation. Also, group interviewing may seem like a "time-saver" but you are putting candidates into an awkward position. Applicants that are more introverted may be less inclined to speak up or embellish putting them at a disadvantage to those that are more outspoken or don't mind stretching the truth to catch your attention. Group interviews can create a hostile environment where every candidate that answers successively tries to out do the previous candidate answers regardless of truth. One of the largest problems I've faced working with recruiters personally is that they have their own agenda. Meaning, they could care less what position I'm interested or the opportunities I'm seeking. Most recruiters would rather try to fit a square peg into a round hole than try to find the right position for a great candidate. Also, something I think the recruiter industry as a whole needs to work on is building legitimate and long-term relationships with potential candidates. If you throw jobs I'm uninterested (either role or location) or constantly send me every job req you get. I'll tune you out after 1 or 2 emails. In fact recruiters I'm dealing with lately have me wondering if I need to start an email list that sends them sarcastic pictures of cats with snarky retorts (and yes I would lump all of the recruiters into the "To:" line without blind copying them, because they deserve to know how many of them aren't approaching the job the correct way. Don't focus on "flourish" focus on personal connections and actually adding value. Applicants don't like to feel like they are being gamed for some secondary purpose.