10 creative recruiting strategies to hire
A recruiter in our modern social times is more than just looking out for the ideal hire. The recruiter today is a marketeer, a sales person, data nerd and technical geek at the same time.
Nowadays the recruiter needs to know how to optimize searches on social networks, how to visualize that you are looking for toptalent and all of this in accordance with the lowest effort and cost.
In the job market of today you have to do things differently if you want to reach out for your dream candidates who already have a job elsewhere. many companies are embracing creative recruitment.
Conversations taking place on Twitter, LinkedIn, Tumblr, Medium, YouTube, Instagram and other social channels do not stop because management is not looking. When executives fail to speak for themselves, other voices fill the void and the conversations continue without them. The opportunity cost for executives who ignore social media is the loss of voice, and it enables others to shape the brand story and influence brand reputation. Alternatively, C-suite executives who embrace social media gain a competitive edge. They use social channels to provide context for business decisions, address brand issues, showcase company culture and most importantly, demonstrate thought leadership.
http://www.brandfog.com/CEOSocialMediaSurvey/BRANDfog_2014_CEO_Survey.pdf
Arrange for group interaction
Interacting with potential candidates in a group setting is an excellent way to see their character, level of interest, working knowledge, and communication skills. It also lets you see if they're a good fit with your corporate culture.
Handpick dream candidates and show them you want them
Passive candidates (those who are already employed and not actively jobhunting) are most likely to be your dream hires, but you'll never attract them without letting them know how much you want them.
Attend events that are NOT job fairs
Job fairs often turn out to be somewhat useless, since the best candidates probably already have a job. So you should try looking great talent at other events that aren't traditionally recruiting-related.
Actively search profiles and social networking sites
Rather than sifting through the hundreds of bad-fit resumes you might get in response to your job post, take the search into your own hands. That way, you'll only see candidates who have the criteria that you want for the position.
A recruiter in our modern social times is more than just looking out for the ideal hire. The recruiter today is a marketeer, a sales person, data nerd and technical geek at the same time.
Nowadays the recruiter needs to know how to optimize searches on social networks, how to visualize that you are looking for toptalent and all of this in accordance with the lowest effort and cost.
In the job market of today you have to do things differently if you want to reach out for your dream candidates who already have a job elsewhere. many companies are embracing creative recruitment.
From adding interactive group interviews to the recruiting process to actively looking for talent in unusual places, we've created a list of ways companies are innovating the hiring process.
These methods can make your business stand out from the crowd and put you in touch with your ideal hires.
Social media importance for executive and C-level management: the new CEO branding
But firstly this important remark for the C-level of the hiring companies. Recent surveys have indicated that a company's brand image and that of its leaders are definitively linked.
Think of Richard Branson,
Martha Stewart, Mark Zuckerberg or Jeff Bezos. Social-savvy consumers understand this link and seek
transparency when supporting a brand. While customers use social media channels to learn about
product quality and brand reputation, they formulate brand sentiment beliefs based on great leadership,
transparency and innovation.
Conversations taking place on Twitter, LinkedIn, Tumblr, Medium, YouTube, Instagram and other social channels do not stop because management is not looking. When executives fail to speak for themselves, other voices fill the void and the conversations continue without them. The opportunity cost for executives who ignore social media is the loss of voice, and it enables others to shape the brand story and influence brand reputation. Alternatively, C-suite executives who embrace social media gain a competitive edge. They use social channels to provide context for business decisions, address brand issues, showcase company culture and most importantly, demonstrate thought leadership.
http://www.brandfog.com/CEOSocialMediaSurvey/BRANDfog_2014_CEO_Survey.pdf
Use self-selection to find out who's really interested
To help you better separate the wheat from the chaff, you should try adding another layer between resume-submission and the one-on-one interview. One option is inviting all eligible applicants to an open group event, such as an Open House.Arrange for group interaction
Interacting with potential candidates in a group setting is an excellent way to see their character, level of interest, working knowledge, and communication skills. It also lets you see if they're a good fit with your corporate culture.
Handpick dream candidates and show them you want them
Passive candidates (those who are already employed and not actively jobhunting) are most likely to be your dream hires, but you'll never attract them without letting them know how much you want them.
Look for talent in unlikely places
For example, a company once conducted a "blitz" of local retail stores and restaurants, sending employees out to interact with workers and offer interviews to those who really stood out.
"Too many companies focus on industry experience when they recruit... We can teach people about finance. We can't teach passion, urgency and a willingness to go the extra mile,"
Job fairs often turn out to be somewhat useless, since the best candidates probably already have a job. So you should try looking great talent at other events that aren't traditionally recruiting-related.
Make yourself stand out with non-traditional media
A written job description on a jobsearch site won't necessarily make you stand out. A video or podcast, however, will do just that.Actively search profiles and social networking sites
Rather than sifting through the hundreds of bad-fit resumes you might get in response to your job post, take the search into your own hands. That way, you'll only see candidates who have the criteria that you want for the position.
Several websites allow candidates to create profiles that include their resumes and other details that can give recruiters a better understanding of their knowledge and talents.
Advertise in places frequented by your ideal candidate
You should definitely focus your recruitment process in ways and places that fit with your dream hire, as exemplified by this image (an ad placed by Google in the San Francisco area to attract math-savvy candidates).
Online communities, as opposed to all-inclusive job boards, are another good place to target your recruitment process at a specific demographic. For example, if you're looking for a developer, try searching for the terms "developer forum"; you'll find multiple places just for developers where you can publicize that you're hiring.
Consider past candidates
Former rejections could make great hires now.
In the past, you may passed over a good candidate for some reason or another -- perhaps their salary requirements were too high, or they weren't an ideal for that other position.
Publicize referral incentives
Referrals are excellent sources for great hires. You just have to let people know that you're looking, and maybe offer an incentive to send someone your way.
A financial reward for the referrer is standard if you end up hiring their referral; if the referrer is an employee, non-monetary perks can work, too (i.e. a premiere parking spot for the year, extra vacation days, etc.).
To publicize outside the company, a great way to to spread the word is to include a note in your e-mail signature indicating that you're hiring and what you're looking for.
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