6 Non-traditional recruiting techniques that work

Finding talented individuals can be a make or break factor in business

The recruitment market is becoming more and more competitive due to it being largely candidate-driven.  Now is a great time to be looking for work as there are more jobs for talented individuals, but it also means it’s a tough time for hiring and retaining happy employees Considering how competitive it is to locate and attract top talent, recruiting techniques have become essential. However, the traditional techniques are not enticing enough for today’s job market. Forbes has given 6 examples of great non-traditional recruiting tactics that work.

  1. Use the power of Artificial Intelligence (AI)

Artificial intelligence has revolutionised business: It’s used to improve customer experience, make better decisions, boost productivity and of course, employ talent.

According to research by Deloitte Bersin, companies that have incorporated AI in their talent acquisition experience 18 percent higher revenue and 30 percent greater profitability than those that don’t. AI helps recruiters find the right talent and it eliminates potential bias throughout the hiring process.

For example, chatbots currently help candidates to complete the application process. They also automate areas like screening and scheduling. Machine learning can help employers compose the ideal job posting and verify video interviews. It can also scan records to rediscover qualified past candidates or identify talent already within your organisation. For candidates, AI is capable of creating a more personalised journey, such as determining the best time to contact a particular person.

  1. Virtual reality apps

Virtual reality is another innovative way to find great employees. In fact, over the past several years, a wide range of organisations have used VR. Jaguar for example, enlisted the help of the band Gorillaz to discover engineers through a mixed reality app to “test their curiosity, persistence, lateral thinking and problem-solving skills.”

General Mills, Marriott and Deutsche Bahn, have used VR stands during career fairs and events to give participants first-hand experience while helping them stand out from other attendees.

  1. Contact passive candidates

Although not actively looking to leave their current roles, passive candidates may be open to switching jobs if it benefits them and their careers. This makes the passive talent pool an excellent resource for recruitment.

AI can be used to search the web and analyse candidate data to predict who would be most receptive. You can also engage with candidates on social networks such as LinkedIn, Twitter, and Facebook. You can step up your brand’s appeal by encouraging employees to create content, highlighting your growth, and making sure your information on sites like Glassdoor is updated.

  1. Recruiting when you’ve downed tools

We all know time off is precious, however it doesn’t hurt to talk shop a little when appropriate.  Perhaps you get chatting to someone on holiday who is a great fit for your team. You’re getting along on a personal level and they may live locally and have the skills you need. Taking contact information to set up an interview would of course be a positive step forward.

  1. Run a competition

A competition is an interesting way to attract talent. Forbes gives the example of needing a web developer for example. You could host a “Top Developer” competition in which competitors design a new site that’s judged by a panel of experts. The winner would snag the job — and maybe even some prizes.

This not only lets you see how people work and whether they have the talent you’re looking for, but it can also generate a ‘buzz.’  As a result, it may draw in more applicants beyond the attendees, creating brand awareness.

  1. Recruit via text message

In this world of ‘instant gratification’, candidates can get frustrated having to wait too long to hear how their application is going. With text recruiting apps, you can keep a candidate updated throughout the process. They can also be used to notify people of new openings and for screening, scheduling, and sending reminders. Some organisations even use chatbots to conduct interviews via text. Not only is this convenient for everyone involved, but it earns an impressive 98 percent open rate.

The people in your business play a big role in your company’s success. That means recruiting requires real focus and effort — and a willingness to think outside the box.

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