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 recruitment strategies are critical to source, attract and then retain the cream of the candidate crop.
Many may think that creative recruiting is an innovative approach to recruitment, but it has been used in the past. Being creative, different, and unique is a crucial part of the successful hiring equation. Especially nowadays, when the market is overly saturated and competitive, making hunting for skilled and experienced employees harder than ever before.
To catch the perfect employee, you can no longer post job applications on various boards and wait for resumes to start coming in.
Hiring is more about persuasion and catching attention, and what better way to seize the attention and interest of your target employee than to make your recruiting campaign gripping and compelling?
This article will lead you through different creative recruitment strategies bound to catch your ideal candidates’ attention. We will go over:
- The proven practices and principles of creative recruitment,
- Most creative recruitment strategies that have ever existed,
- Case studies of the most successful creative recruitment strategies,
- And how can you become better at creative recruitment!
Let’s say goodbye to the dull, black letters on white background type of job applications and hello to the attention snatching creative recruitment strategies that will bring you the best workforce and save you time and energy.
7 proven principles of creative recruitment strategies
Let’s observe some of the principles of creative recruitment that have been utilized by some of the biggest companies and proven to work over and over again.
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.
A perfect example of this principle is the case of Red 5 Studios, a game company. They have handpicked 100 ideal candidates and got to “know” them by going through their social media profiles and work history. Afterward, they have sent each one of them an iPod with a personalized message from the CEO themself.
The result? More than 90 of them responded, and 3 even left their current jobs to come on board. Furthermore, many more people discovered the company through word of mouth!
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.
Do NOT attend job fairs.
Let’s face it. Job fairs will not cut it anymore, mainly because all the best candidates already have the job.
Go headhunting at other events that are NOT job-related.
For example, if you are searching for a great social media marketeer, attend a social media marketing-focused event. It is bound to be filled with people who are passionate about it, plus you will be able to get to know this target group better.
You can search for these social events on Meetup or similar platforms.
Gamification is the “use of gaming principles and design in non-gaming situations, [to] identify potential employees by posing virtual challenges that require the skills necessary for a given job.”
Gamification is the hot trend of the moment, playing a role in everything from recruitment to education. As creative recruiting strategies go, it’s particularly worth considering. It has enormous social-sharing potential and sets you apart as an employer, as well as offering an easy way to pre-test and pre-qualify candidates.
Marriott’s My Marriott Hotel game particularly stands out here.
In the game, players manage a virtual hotel restaurant kitchen, including supplies and employee management. Marriott generated interest in the hospitality industry, increased brand awareness, and sourced talent from 120 different countries: an overwhelming success in an industry you might not expect this sort of creativity.
Recruiters must become marketers if they want to succeed in this era. Try investing in online advertising on online forums related to your skills or targeting relevant keywords.
Craft compelling videos, explore different formats, utilize podcasts and various social networks.
Instagram, LinkedIn, and Facebook are getting old. While they are still the biggest social networks, depending on the type of talent you are hunting for, you might want to investigate the potential of new platforms like TikTok, ClubHouse, and Snapchat.
Sometimes a well-crafted 15 seconds video can bring you more success than broadcasting your job openings on dozens of different platforms.
For more information on this topic, check our post about a complete content marketing guide for recruiters.
Don’t ignore past applicants.
In a talent-tight market, it makes sense not to ignore the 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.