In the past, traditional methods were usually the only way to recruit, but gone are the days of job fairs and newspaper ads. With more companies popping up and a larger, more diverse talent pool, recruiters are having to think outside the box when they’re looking for new candidates.
According to Office Vibes, the best candidates are off the market within 10 days. With the time frame being as condensed as it is, recruiting has become an increasingly competitive field. Keeping up with trends and creating new innovations has become a necessity to keep up with the competition.
Here are some non-traditional recruiting techniques that you can use to level the playing field:
With social platforms such as Facebook, Twitter, Instagram, LinkedIn etc. having the largest audience available, not using them as recruiting tools would be crazy. In a study done by GlobalWebIndex, the average internet user has more than five social accounts. With each profile created, the user creates an online presence.
By perusing these social media accounts, you are basically looking at someone’s resume. Not only can you see past jobs or where they got their education at, but you can evaluate how they would impact the company’s culture. How someone portrays themselves on social media can be a great indicator of how they might hold themselves professionally as well.
Get Creative with Social Media
In 2016, a New York creative agency, Fetch launched a recruiting campaign that was a “little” different than traditional recruiting methods. They used Tinder not to look for a date, but to find a potential intern within the app. Fetch created both a female and male profile that matched them with people in New York, where they asked them to send their best pickup line.
The good news? They found a perfect fit in a 22-year-old named Sam. He wasn’t on Tinder looking for an internship, however, he now helps the company out with video editing, campaign tracking, copywriting and social media.
Snapchat is another social media platform that has become an increasingly popular method for recruiting that companies are utilizing to find candidates. McDonald's used Snapchat to hire close to 250,000 new employees. McDonald's utilized Snapchat by creating a snap consisting of a short video featuring current employees talking about the pros of their job; and ending with the opportunity to apply for the company.
Keep your company’s social media platforms relevant by sharing content that is applicable to your line of work. Remember that everything that you share is a reflection of your company. A picture is worth a thousand words and people are more likely to pay attention if there is a photo or a video attached to your message.
You can also use LinkedIn to connect with possible candidates, influencers or others in the industry. Connect with people in groups and utilize keywords that pertain to your industry.
A recruiter’s best asset is through word of mouth. Think about it, are you more likely to trust a good friend’s positive reviews or a job posting online? Before considering all other avenues, you should always consider employee referrals.
Employee referrals are another excellent way to boost employee retention. Not only is an employee referral both a cheaper and faster process, Candidates that were referred by current employees already have a feel for what the company is about and the culture of the company. If they are applying, they are already somewhat comfortable with the company as a whole and think it is a place they want to work at.
Referrals have also been proven to be more likely to stay long term. According to The Underground Recruiter, these hirees have greater job satisfaction and stay longer at companies - 46% stay over 1 year, 45% over 2 years and 47% over 3 years.
Many companies offer a bonus as an incentive to employees who refer their friends which can make them more likely to bring in referrals. However, something to keep in mind is, if you are considering an incentive driven referral program, set stipulations to the incentive. Consider setting a necessary time frame for their referral to be employed.
Your employer brand has a big effect on how many candidates apply to your company. The majority of people looking for jobs will do research into a company they are considering.
In a 2015 study done by HR Industry News, 75% of job seekers consider an employee’s brand before even applying for a job. With that being said, encouraging employees to express their positive reviews on the company is key to finding good potential candidates.
Express to current employees the importance of helping the company thrive by giving positive and honest reviews of the company online and on their social media. People they feel will add a positive contribution to the company. If the company is a place that employees enjoy working at, they will want to help the company progress. By helping the company drive forward, they, in turn, can drive forward with the company.
Many companies are using recruiting platforms as a way to find candidates. One of our partner companies, ZipRecruiter is a great example of how to utilize a recruiting platform. Through ProSky's software, companies can post a position they need to fill, and ZipRecruiter will then post that match the best candidates from over a 100 job sites to that position.
According to ZipRecruiter, “80% of employers get a quality candidate in their dashboard within 24 hours of posting.” By using recruiting platforms, you are minimizing the time and money that is usually spent on traditional recruiting methods. In addition, once you get your pool of candidates, you can then save them to evaluate at a later time if it seems like they might be a better fit for another position.
Although exploring new avenues might seem daunting, it can be very beneficial for you and your company. By using some of these creative methods, you will see your talent pool greatly increase! Not only will you see more talent that you might not have been able to reach using traditional methods, but it is more cost-effective. Utilizing free social media platforms, employee referrals, company reviews, and recruiting platforms will save the company a lot more time and money than holding job fairs.
Once you finish recruiting the best talent, you need to know how to keep them! Visit ProSky.co to see how our software can help you manage your employee growth and retention with succession planning.
Isabella Ang is a content marketing specialist at ProSky, a company that gives you the ability to innovatively evaluate candidates and develop employees through succession pathways, so you can recruit, hire, and retain the best diverse talent & culture fit. When she's not working on her next or ongoing projects for ProSky; she spends her days rock climbing, practicing yoga, completing her degree in Computer Science, and tutoring writing skills.