Forget Monster, Craigslist
and Jobstreet.
In this
millennium competitive job market, you have to start doing things differently
if you want to succeed further. Also it is a requirement to start innovating
the way you reach your desired candidates who might already have their job
elsewhere. That’s where many recruitment agencies and companies these days
embracing creative recruiting as an alternative that enable them to get away
from the hassle of going through a stack of poor-fit profiles. By adding an
interactive group interview during the recruitment process in order to actively
seeking potential talents at unusual places. There are right now list of ways
for company to innovatively change the hiring process.
This will make
your business to ultimately stand out in the crowd and enable you to reach your
ideal candidates.
Use self-selection to see who’s really interested.
To help you to
better filter the staffing selection process, you can innovate the way of the
resume submission by trying to add another layer to it and also during the
one-on-one interview process. One best option is to invite all the eligible
applicants to an open group event such as an open house. It is rather easy to
assume all applicants will come for the event but from most open event
organized worldwide there is a solid percentage of less than 50% who come to
the event. Self-selection is the way to see and filter applicants because it is
so easy to apply for anything but only few of them manage to take the first
step ahead to succeed. This stage will help lowered the screening process.
This strategy
will also help to evaluate how these people interact in groups.
Arrange for group interaction
Interaction with
potential candidates in the group will be an excellent way to see their unique
character, level of interest to the subject, their working knowledge and their
communication skills. This will help you to observe if their overall
characteristics will fit well with your organization culture. There are
different ways to conduct an interactive interviews but the fundamental feature
is selecting potential candidates and encourage them to interact in the group
discussion where later you and your current employer can engage with them. One
great example is doing something quite similar to ‘speed dating’ with each of
them.
You might also
take a bit more creative approach to later set up several of other activities
to determine and get the better ideas of the level of knowledge and their
passion for the industry as well as their personality.
Handpick dream candidates and how you wanted them
At most times,
passive candidates who might not actively seeking for a job might be one of
your dream hires. Usually these candidates are already employed and you might
never manage to attract them without letting them aware how much you want them to
join your company and work for you. Reaching out to them in a personal manner
might be the thing they need to see if you are really willing to go beyond your
usual to get their attention. There are actually many ways for you to
creatively approach these employees and maybe by offering incentives to flatter
them a bit. One of the case is by the Red 5 Studio, a video game company where
they randomly select 100 candidates and get to know them personally through
their social profile. Then each of them are sent a personalized iPod that
exclusively equipped with a welcome message by the CEO.
The flattery
usually paid off and more than what they expected actually responded to the
pitch where 3 of them left their previous job to join on board. Many other
potential hires found the company through the words of mouth generated by the
buzz.
Look For Talent in Unlikely Places
How can you
maintain a corporate culture while doing a fast hiring? Follow the step of the
Quicken Loan Company, they look for talents at unexpected places. They regard
as they are not finding the talents within their industry but far stretch their
lookout to the point where they simply hiring people out of the job scope. To
them, it is easier to teach people about finance but not to teach them about
passion, urgency and the willingness to go extra miles.
Attend events that are not job fair
Often job fairs
turn out to be useless as the crowd that usually flocked around are only the
common people searching for quick job. Rather than that as most of our
potential hires might already have their stable or permanent job at the moment,
it’s assumable that they would not be gathering around some job fairs. Start
off by looking at the conventions and events that aren’t traditionally job
search related. One of the highest probability to find potential hires was
through the Meetup where they organized group event of the same particular
interest, might be the perfect spot to look out for your best talents.
For example if
you are looking for a graphic designer or web editor, you can start your search
at the group event focusing on the graphic design seminar or web camp where all
the people from the same background interest and talent gathered to discuss
passionately about the subject. Because then, you will get the feel on how
passionate they are about what they are doing and get the feel of what they
would be like in person.
Making yourself stand out through non-traditional
media
In this year of
media & technology, you can’t assume by relying on your perfect job
description written on some job sites will make you stand out in the crowd.
With a little magic of technology, you can make it happen through a video or
podcast. Through the use of media, you can successfully convey the message to
your potential hires about your company’s corporate culture and just how fun is
it to work with your team.
Whether it’s a
fun video on YouTube showing how much fun it was to be working in your company
and how awesome the employees in your company would be. Maybe a recorded
podcast discussing about the job description of the particular job might just
do the trick. Hopefully this strategy will help to differentiate you from other
companies and make you stand out.
Actively search profile and social networking sites
Rather than
going through pile of bad fit resumes that you might be getting in the response
to your job post, you might try to seek your potential hires through something
else for example by searching through their social media profiles. This way you
will get to see only the candidates that you see fit and suitable for the job
because you done the search yourselves. These days there are several sites that
enable their users to create profile where they can add their knowledge and
past work experiences together so that recruiters will get a better ideas of
the candidates suitability to the job they will be offering.
This way
recruiters can view their resumes, conversation with others in the network, how
they engage and their contribution to answering the big questions. Through this
method, you are not only screening for the perfect candidates but you’ll also
learn a few things about them pre-interview.
Consider past candidates
Some of your
former rejects might be your potential hires now. There are times in the past
where you passed on some good candidates due to some unexpected reason or
another. Perhaps you might have disagreed with their expected salary package
which is just a bit too high or they are previously aren’t the ideal candidates
for the job in discussion. For whatever reason it was, if you think that the
current job offer would definitely fit with your previous candidates, it won’t
hurt for you to contact them and get in touch with them now just to see if they
are still interested.
Publicize referral incentives
Sometimes referrals
just might do the trick as the source for great hires. All you have to do was
let the people know that you are currently in the look out or even send out an
offer or incentive to send them your way. A financial reward might be ideal if
you would be hiring the referral in the end, but if your referrer is your
employee, non-monetary perks can be good too for example a day off or exclusive
parking spot.
However in order
to publicize outside of the company, some great ways to get the word out is by
including the note in your email signature telling that you are currently
looking, indicating what are you looking for as suggested by many experts.
