Let’s Rethink the Recruiting Process
May 10, 2018
Searching for a job is the ultimate challenge. It’s easy to resort to job fairs and online postings. But let me fill you in on a little secret… candidates hate these forms of recruiting (almost as much as recruiters do). An overwhelming majority of potential hires spend time on social media sites like Instagram, Snapchat, and Tinder. Lightbulb moment! Why do recruiters and hiring managers shy away from using these platforms to recruit candidates? As a matter of fact, there have been a few companies that have found success in this approach. Read on for three strategies that your company can incorporate into its hiring practices.
Revolutionize Employer Branding
Place job openings where non-active job seekers will see it. This technique will enhance your brand image, ostensibly verified by Dr. John Sullivan.
According to him, the quickest avenue to successful employer brand construction is developing TV advertisements. General Electric ran their “Owen Ads” to remind their audience that they are also a tech company. With the aim of improving their rebranding, this Owen Ad achieved its goal. GE applications increased eight times from prior years’ recruiting techniques.
Defy Recruiting Norms
If you habitually swipe right on Tinder and found an Amazon job posting, you might think it was a false oddity. However, you would be mistaken. Amazon posted its AWS jobs on Tinder, and they aren’t the only company that has merged the worlds of dating and jobs. In 2016 Fetch, a mobile-first company, posted an internship position to Tinder, disguised as a profile match, and asked interested candidates to send in their best pick-up line. Similarly, in the fall of 2015 , the ad agency Havas Worldwide Chicago created a Tinder profile to recruit candidates for a summer internship.
Tinder is not the sole resource for companies that wish to recruit candidates via an app. Brian Murray, the Director of Talent & Culture at Likeable Media, started using Snapchat as a recruiting tool as early as 2013. Murray initially engaged in the activity as an experiment to engage with candidates and provide a sneak peek into Likeable’s cutlure. However, his keen observations of the situation show that many other companies should consider using this creative way to recruit their potential new hires. Additionally, Murray found that he enjoyed the process as much as the candidates did. It gave him the opportunity to have “real conversations and was a form of creative expression.”
The entire job search process is stressful from the interviews to the travel coordination. As a result, candidates don’t perform well when they’re stressed. Some even drop out of the interview process altogether in response to this stress. Blackberry and J&J have improved the candidate experience by explaining each of the recruiting steps in explicit detail. Skype and phone interviews can also significantly reduce a candidate’s stress and slash travel costs. Aegis Worldwide has approached the interview process differently by conducting interviews via text messaging. They found that this strategy resolved scheduling issues and decreased unconscious bias. A chatbot can be used as a tool to conduct the interview. This method sends the message that a company is tech savvy, engaging, and innovative.
Recruiting has changed drastically in the past decade. New strategies in recruiting should emphasize creativity, personal expression, and tech integrations. If the end result is to craft a more personalized relationship between a recruiter and a candidate, it looks like we’re making hopeful progress.
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