Innovative recruitment strategies help you get past traditional hiring methods and stand out from the competition. From experimenting with social media, to gamifying the hiring process, here are ways you can get creative to attract and engage potential candidates:
Creative strategies to attract candidates
Experiment with social media
- Goldman Sachs reached out to young talent by adding job ads on the popular music platform, Spotify to entice potential candidates.
- Recruitment firm Strike IT US placed 111 hires by sourcing candidates on Reddit.
In addition to advertising your job openings, mainstream social networks can help you build a strong employer brand and reach a broad audience.
- Hubspot dedicates Pinterest boards to introducing its teams and offices and sharing career tips with potential candidates.
- National Public Radio interns manage an Instagram account where they share their experiences and engage with potential junior candidates.
One of the great things about an internship at NPR is that even interns who aren’t working on a show or in production get a chance to experience what a recording studio is like through Intern Brown Bags and activities like “Day in the Newsroom”. If you intern at NPR, I highly recommend participating in these programs! @meg.kar
Organize open house events
Consider hosting a recruitment event at your office(s) and invite people who might be interested in joining your company. You’ll be able to evaluate potential candidates en masse. This creative recruiting strategy gives them the chance to see what your work life looks like firsthand, in a less formal setting. Here are some examples:
- CarGurus, a car research and shopping website, organizes in-house and external events to meet with potential candidates, including inviting them to attend sports games.
- Workable hosted a Career Day to attract potential applicants to our Sales team. Here’s a portion of the invitation we published to advertise the event:
Turn your job ads into hidden messages
Playing “hide and seek” with potential candidates could be a fun way to create a buzz around your job openings, if it suits your brand. Grab candidates’ attention with job ads that require some sort of interaction, like solving a riddle. Or, use the element of surprise to entice potential hires. Here are some examples:
Cool. If you find this hidden Apple page, you’re offered a job! pic.twitter.com/IgEpReKUS3
— Zack Whittaker (@zackwhittaker) 18 August 2017
- IKEA placed career-assembling instructions in its products to attract candidates from its customer base.
Consider virtual reality
Show candidates what it’s like to work at your company with virtual reality. This kind of technology is not accessible to everyone, though, so make sure to provide all necessary tools. You could set up a virtual reality booth in a job fair and let candidates “walk” around your offices using VR headsets. (You can get the full virtual reality experience if you view the following videos using a VR headset.)
- Prospective college students can explore Trinity University campus through virtual reality tours.
- And here’s a 360° video that General Mills uses to give potential hires an office tour.
Creative strategies to evaluate candidates
Test candidates’ skills on social media
- If you’re hiring for creative roles (e.g. photographers), ask candidates to share their work. Netflix ran an Instagram-based contest to solicit candidates for one of its role.
- McDonald’s candidates send a 10-second Snapchat video (Snaplication) briefly describing themselves to start the application process.
Incorporate online interviews
Video interviews (e.g. via Skype, Hangouts, SparkHire or HireVue) speed up the hiring process, as recruiters can interview candidates from any location. They can also be helpful if you’re assessing the communication skills of salespeople.
- PwC recruiters send interview questions through a short video during the screening process. Candidates have time to practice, record and submit their answers through the company’s video interviewing platform.
- Automattic, a web development company, overcomes the difficulties of hiring distributed team members by replacing traditional in-person interviews with Skype text chats.
Schedule group activities
Consider using group activities and assessment centers to evaluate potential hires. Candidates will get the chance to understand whether they’re a good fit both for your position and team, as they interact with potential coworkers. And, you can use group activities to simulate job tasks and learn how candidates face challenges related to your positions.
- Airlines usually organize assessment days to select candidates. British Airways, for example, uses a mix of role-playing and presentation activities in its hiring process.
- Companies can benefit from assessment centers when hiring junior employees, who might lack work experience or struggle with providing professional examples of how they use their skills.
- Vodafone hosts Discovery Days for its Graduate Programme and evaluates candidates’ abilities through group activities.
Make sure to inform candidates beforehand about the interview’s estimated duration, as these types of activities last longer than traditional interviews.
Apply gamification tactics
Gamification in recruitment helps companies see past resumes and focus on skills. Mimic games’ design and rules (e.g. clearing levels and earning badges) to illustrate job tasks and evaluate candidates’ performance in an interactive way. You can use software from companies like Knack and Owiwi to build a gamified recruiting process.
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