Want to attract top talent? Take a risk on one of these 4 offbeat recruiting tactics.
Job boards. Generic advertisements. List blasting. Boooooooring.
If you’re serious about attracting star talent to your team, you have to think outside the box. Top companies are using unconventional methods to seek and hire better qualified candidates. From going undercover, to personally scouting talent, to developing quirky, interactive games, these offbeat recruiting tactics have helped these brands attract and hire top talent in a candidate’s market:
Ready to unleash your inner James Bond? Undercover recruiting can be a great way to connect with your target market, especially when they’re already employed.
When Volkswagen needed to hire mechanics, instead of posting a traditional job advertisement, they took a more unconventional approach.
The company distributed damaged vehicles to repair shops across Germany, leaving a job advertising on the undercarriage of each. The signs read “Wanted: Mechanics” and directed mechanics to a website.
Not only was this a great way to connect with a pool of highly skilled candidates that were already employed, but it established Volkswagen as an innovative recruiting company.
First Merit Bank has found success with covert (recruiting) ops as well. To find employees with the best customer service skills, the bank will send recruiters to buy and return merchandise from targeted candidates. This gives recruiters an accurate view as to how the salesperson communicated and handled customer grievances. By going undercover, First Merit bank is better able to identify appropriate matches for a teller or personal banker position.
By going undercover, recruiters can observe candidates without the added pressure of an interview. Approaching candidates in unexpected situations adds valuable insights into the skills and abilities of the candidate that are otherwise difficult to see during the interview process.
Gamify the Hiring Process
Candidates applying at L’Oréal had better bring their A-game — literally.
The international beauty company developed a virtual game to assess candidates’ skills. In the game, candidates attempt typical workday challenges across five departments. This gives applicants a clearer understanding of what their role would entail and what everyday challenges they would face.
In addition, the E-Strat Challenge, also run by L’Oréal, pits international applicants against each other as they participate in a two-month-long online business simulation. During this challenge, students assume the role of CEO of a virtual cosmetics company.
These programs have been highly successful, helping L’Oréal bridge the educational and professional worlds, recruit over 70 new L’Oreal employees per year, and dramatically expanding the company’s applicant pool.
Showcase Your Social Side
65% of employable adults use social networking sites, according to a report by the Pew Research Center. More importantly, studies show people recruited via social media are more likely to be hired and stay at the company longer than candidates found via other methods. If you haven’t been taking social media seriously in your recruiting efforts yet, it’s definitely time to start.
One of the best ways to attract candidates through social media is to showcase your company’s work environment. Candidates value transparency, and being human on social media can be the first step toward a top-notch candidate experience.
LeafFilter, a large gutter protection company, highlights fun company-sponsored events and their everyday work environment.
For example, LeafFilter showcased their sponsorship of NASCAR driver Blake Koch by live-tweeting an event at their corporate headquarters in August. Engaging posts like these position the company as a fun, casual environment that truly cares about their employees.
The day has just started and it’s been great so far! Thanks for visiting us @BlakeKochRacing #leaffilterracing pic.twitter.com/lj1jI6a1iB
— Leaf Filter (@LeafFilter) August 13, 2015
Make a Video
The Shoe Company took social media transparency to the next level with a YouTube video that gives first-hand testimonials from actual employees. The recruiting video explains what it is like to work for the company as employees talk about their opportunities and their everyday working environment. This establishes a personal connection between the recruits and the people in the video.
Recruiting videos are a useful tool to reveal your company’s personality. For example, is your company known for being funny? Are you looking to attract serious individuals? Highlight these traits in your recruiting materials. Then, think about places online to promote your video, including Facebook, Twitter, LinkedIn, YouTube, and your own website.
Find Your Edge
These unique recruiting tactics are sure to set your company apart from the competition. Every company is looking for an edge and a new way to attract potential candidates. These out-of-the-box recruiting tactics are just a few ways to ensure your company is attracting the top talent in your industry. What other ways can you think of to break the mold and delight candidates?