Are you fed up with traditional methods of recruiting? Are you frustrated that you aren’t getting the quantity and quality of candidates you would like to see using your current strategies? Change things up using innovative recruiting strategies, allowing you to reach many more people. These strategies let you showcase your business’s character to attract the right kind of potential candidates. Consider these unconventional recruitment strategies to boost your recruitment process.
The benefits of employing innovative ideas for recruiting
Traditional recruiting strategies remain effective. However, using innovative recruiting ideas can be a way to shake things up and enhance traditional approaches.
Here are some advantages of experimenting with innovative recruiting strategies:
- Increased reach:
Many innovative recruitment ideas are aimed at people who don’t know about your company or don’t require an opportunity to work for you. This can encourage people to share your job advertisements even if they’re not looking to apply.
Reputation as an innovative company standing out through distinctive recruitment methods can help make your company recognized. If your business depends on innovation, you show potential candidates that you can execute it correctly.
A better match for candidates If you display your personality with your recruiting and ideas, you’ll more likely attract people looking to work for a firm like yours.
- Stand out:
When the competition for applicants is fierce, Being creative in your recruitment can set you apart from competitors. This will attract applicants to submit applications, and those applicants may be more likely to take an interview or job offer.
1. Display your cultural background
Your company’s culture distinguishes you from the other companies in your industry. Maybe your culture is based on innovation and diversity. It is easy to recognize these values by incorporating your corporate culture into your social media channels, blog posts, website, and other activities. This will make it easier to identify the ideal person who is a fan of that culture.
2. Create online content
Making online content can help your brand name more popular. If someone searches for similar content, your site could pop in the search results. Someone who hasn’t heard of your business might go to your website and decide to fill out an application. This is an example of inbound recruiting that attracts people to your company instead of you having to go out to find them.
A blog you publish on your website lets you have full control over the material you write. Visitors who visit your blog come from your site, which is why you should help people to access your careers page and help people to apply. Guest posts on websites and blogs of the industry with a hyperlink to your website can increase your reach online.
3. Make a video
A static page for careers may provide information applicants require however it’s rarely entertaining. Videos are much more engaging and provide a greater connection than long blocks of text. Candidates can look around the company, learn about employees and get a picture of what it’s like working for you. Videos are adaptable because they can be put on your website and shared the videos via social media.
4. Target niche candidates
The ability to make your business attractive to certain niches of candidates could broaden your market and give job opportunities to groups that often struggle to find work. For instance, military veterans, women, working moms, those with disabilities, and those who have been in prison. Develop recruitment campaigns that target those groups.
Making your workplace attractive to these types of applicants could also be helpful. To draw working mothers, You could make a place where breastfeeding mothers can pump, offer childcare assistance or provide flexible work hours. If you’re looking to draw people with disabilities, surpass the minimum accessibility standards to make your work easy to access for people with disabilities of all kinds.
5. Host online recruitment events
Online events for recruiting let potential candidates know more about your business in a non-pressure setting. Participants can attend from home and maintain a low profile when they wish. Interactive options, like Instagram Live, give candidates the opportunity of asking questions and showcase their personalities to make themselves stand out. There are people at the event in the virtual form that you’d like to interview, and participants have the option of deciding whether they’d like to apply.
6. Meetups in-person in-person
Better yet, get to know interested people in person at meetings at your office or in a neutral space. Promote it as a recruitment event or organize a meeting for the industry that you can use for personal recruitment purposes.
For instance, you could hold a recruiting open house in the office, where potential employees could observe the office setup, get to know the staff, and pose questions. Both parties will know whether the person is a good fit. A potluck at the office, free training, or even facilities tours are good alternatives.
A general industry gathering will help you build relationships and meet potential employees. If you are an architect company, you could host an event for architects from your area, such as. This could be a stress-free gathering that lets you experience the real person behind the scenes.
7. Highlight experiences of employees
Your current employees could be a strong voice for recruiting. Seeing your employees happy and performing meaningful tasks at work could make your company attractive to potential applicants. They might also be able to connect the employees of one and decide to join them.
A simple way to accomplish this is to have employees spotlight on your site and social media channels. Utilize video to let to showcase the personalities of your employees. You could also show behind-the-scenes videos of employees’ work and ask them to provide an endorsement for their work for your company.
Celebrating your employees’ achievements via social media is an effective recruitment method. If you acknowledge achievements and milestones or celebrate them and raise your employees’ profile, they know that you are concerned about your employees. This can motivate them to apply for the job to become an integral part of the culture.
8. Work together with other companies
Your business may be expanding; however other companies in your sector could be cutting back. Establishing relationships with companies in your industry will give you inside access to employees who may not have a job because of circumstances outside their control. The company you are working with will provide straightforward advice, and the business cutting costs can assist its employees in finding new work.
Another approach is collaborating with an agent for real estate or similar companies in other sectors. If the agent helps an out-of-town resident to find a home or apartment, they may suggest your business as a possible job opening.
9. Ask former employees
Yes, the employees you had previously quit for some reason. Maybe they relocated to a new area, but they’ve returned. Perhaps they’ve accepted the higher pay at an alternative company since they weren’t offered a promotion. The fact that they left doesn’t mean you won’t get a second chance to work with an outstanding employee. Additionally, former employees know the business’s culture and procedures and the company culture, making the transition simple.
Contact former employees who could do well in their current job. Make it easier to apply for former employees to make it simpler to fill out an application.
10. Print out recruitment cards
You probably have your business cards and your employees But do there exist recruitment cards prepared to hand out? Make custom-designed promotional cards that include that person who caught your eye for their outstanding performance, and you’d want to have them apply to join your company. Include simple methods to find your business and submit an application online. If you meet someone you think could be a suitable candidate, give them a note and ask them to apply. Make sure your managers and team members have recruitment cards in their possession, too.
11. Be part of the social media trending
If you’re trying to portray your business as youthful and modern, take part in social media trends to attract your customers’ attention. Add your spin to the latest trends and connect them to your business. TikTok and Instagram are popular for the latest dance videos and other types of videos that could work for your company. Include your website and contact information on your profiles on social media to let people know how to access your recruitment page if you make it viral.
12. Recruit freelancers or volunteers
Hiring a new employee is risky since it’s often difficult to determine how they’ll perform. It’s a good idea to outsource some work to freelancers. Allows you to test possible candidates. If you discover someone, you like as a freelancer and want to encourage them to apply for a full-time job. Some freelancers do not want an ongoing job; however, some might prefer certainty.
There is a second candidate pool if you are a leader of a nonprofit organization that relies on volunteers. Volunteers already understand your mission and know your work, which will simplify the transition to becoming an employee. Inform them about opportunities that could be suitable for their talents.