Looking for top talent to join your company? Making your recruitment process more fun might be the key.
When you’re looking for top talent, stale recruitment methods won’t do you any favours. Many stellar candidates can be overlooked because of a bad interview and plenty of average ones can make themselves look better on paper.
Aside from separating the wheat from the chaff, the standard recruitment process can be dull for both the hirer and the candidate. By the end of the process, how much do you really find out about the person?
Unusual recruitment methods aren’t a new phenomenon and they often produce candidates that are not only exceptionally skilled, but also enthused and engaged with the job from the get-go.
For a start, speaking their language in job adverts will bring the top talent to you without having to scour through a huge volume of unsuitable candidates.
It can also make the recruitment process more enjoyable for both recruiters and candidates, which will not only show the organisation in a more positive light, but it will keep you more engaged in the process.
In a competitive pool – particularly in, but not limited to, the tech world – a different, fun recruitment process will not only be more memorable to candidates, it will also give them a clearer understanding of company culture and possibly make them more inclined to work there.
From finding the candidates and attracting them with a job advert to interviewing them and finally bringing them on board, here are some tips for a successful recruitment process.
Job fairs are incredibly helpful for finding fresh candidates, but if you want to go a step beyond that and find the top talent, there are other places to go.
There are networking events and meet-ups that happen regularly, which often attract the very best in the field. For example, if you’re looking for data scientists, go to a data science meet-up and get chatting.
These are extremely beneficial for HR and recruitment professionals, because even if you don’t find talent to hire, you will have a better idea of what is most important to certain candidates, and what the latest trends are in that realm.
Use social media
Job adverts can be boring. Just like the best candidates can be hidden under a sea of monotonous CVs, your carefully written job ad can fall through the cracks.
Instead of just hoping that your ideal employee is trawling the usual job sites, make your one stands out on social media.
Consider making a job advert video and include your current employees to give candidates a genuine idea of what your company is like.
Lure them with a puzzle
Some of the biggest companies have been doing this for years, but if you’re looking for a particular skill set, this is one of the best ways to find the right person.
Whether it’s a billboard with a maths problem to be solved or an invitation to take a ‘quiz’ to find out if someone is cut out for a certain job, there are plenty of puzzles you can put out there to attract the right candidates to your company.
Once candidates have completed your puzzle, you have the option to give them more or simply invite the successful ones for interview.
Give them a practical interview
How much can you definitely find out about a candidate in one spoken interview?
Testing your candidates’ abilities during an interview process will not only give you a much clearer picture of whether or not they’re suited for the job, but it will also engage the candidate.
Not everyone performs well under pressure, though, and perhaps a certain amount of leeway should be given, even in a practical interview.
However, if you make it as relaxed as possible, the ideal candidate that might feel nervous in a normal interview is more likely to thrive when they are in their comfort zone, doing work that they are more than qualified for.
Create a positive onboarding experience
Once you’ve successfully recruited your dream candidate, it’s important to make the rest of the onboarding experience as enjoyable as possible.
Aside from the interview, the onboarding will be the first real impression your new employee will have. Whether or not they have a good first day could impact how they view the company.
Make sure the introductory experience is lively and interesting, with minimal paperwork. No candidate wants their first day to just consist of sitting in a HR office, filling out form after form.
A soft onboarding experience, such as a quick tour around the office or a more practical demonstration of the work they will be doing, is also a good idea in the final stages of hiring someone. A candidate may be more likely to take the job if they can visualise themselves working there.