Get Creative. Unorthodox Recruiting Methods May Get The Job Done

By Author: Traci K.
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There is a reason that standard recruiting methods are, well, standard: they work. Placing ads, using temp agencies, calling on employee referrals, etc. - these are all tried and true methods that have stood the test of time and yielded some positive results. However, as we all know, these methods don't always work. Every recruiter has been in a situation where the typical recruitment process doesn't generate new hires. When that moment comes, when you are all out of ideas, how do you proceed?

How about trying a few unconventional methods? A recent post on business news site Business Insider, discusses a few possibilities for Creative Recruiting. Though not all great strategies, a few interesting and possibly savvy ideas stand out.

A new spin on the group interview

To help you better separate the wheat from the chaff, you should try adding another layer between resume-submission and the one-on-one interview. One suggestion used by startup company I Love Rewards, Inc. involved different forms of group selections. Holding an open house, for instance (where only 1/3 of the invited applicants actually ...
... showed up) allowed them to view how potential candidates interacted in a group setting. This provided an opportunity to preview personalities, communication skills, and professionalism. They also tried a form of speed interviewing in the same style of group-setting format.

Search in nontraditional locales

The Director of Talent Acquisition at Quicken Loans tells the New York Times how his company (which is regularly listed in Fortune's 100 best places to work) hires fast while maintaining its corporate culture standards: by looking for great people in unexpected places. For example, the company once conducted a blitz of local retail stores and restaurants, sending employees out to interact with workers and offer interview to those who really stood out.

Another unique recruiting suggestion is to frequent online communities passive ideal candidates might be perusing. To seek out such places, use search engines to find the most popular sites. For example, if you're looking for a developer, try searching for the terms developer forum; you'll find multiple places just for developers where you can publicize that you're hiring.

Look back

Re-reviewing past candidates is not a profound notion, however, looking at candidates that were eliminated from the process due to requirements that may no longer be a limiting factor (such as previously too high salary requirements, not enough years experience, or an impossibility of relocation). It can't hurt to get in touch with them now and see if they're interested.

There are numerous unorthodox recruiting methods: some work, some don't. Analyze the current hiring needs of your organization and assess the probability that a certain method of recruitment will appeal to the type of candidate you are looking for. When all else fails, ideas falling under the category of creative recruiting may bring in your next great hire.

Traci K. is an HR Professional and freelance writer based in the Midwest, specializing in recruitment and immigration. When she's not improving unemployment, she keeps busy with her husband and four children

Traci K. is an HR Professional and freelance writer based in the Midwest. BrightMove is a leading provider of SaaS recruiting software for Recruitment Outsourcing (RPO), Staffing and Corporate HR. For further information about BrightMove's SaaS staffing software and applicant tracking software please call (877) 482-8840 or visit www.brightmove.com/tour to request more information. http://www.brightmove.com