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In today's highly competitive job market, companies need to be creative and innovative when it comes to attracting and hiring the best candidates. Gone are the days of relying solely on traditional recruitment methods such as job postings and employee referrals. To stay ahead in this tumultuous and ever-changing job market, employers must utilize new, unorthodox, and innovative recruitment, assessment, and sourcing tools to maximize the odds of finding and selecting top-quality talent.

As a result, volume recruiters must remember the privileged position they are in by having this problem, as a large applicant pool will inevitably contain a large number of quality applicants. The challenge of course, is separating the wheat from the chaff, and identifying those high performers (and screening out those low performers). This of course, is easier said than done, as mass hiring processes must be predictive of performance, cost-effective, and minimally burdensome on the parties involved.

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Employee Referral Programs

Employee referral programs are a proven and effective way to find top talent. They allow employees to recommend friends, family members, or colleagues who they think would be a good fit for the company.

To stay ahead in the job market, employers must utilize new, unorthodox, and innovative recruitment methods to maximize the odds of finding and selecting top-quality talent.

Employee referrals often result in faster and more successful hires, as the referring employee can vouch for the candidate's skills and character. To encourage participation, many companies offer incentives to employees who refer successful candidates.

Editors Note:

If you would prefer to watch a video on this subject matter, here Ben covers our top 5 innovative recruitment methods:

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Social Media Recruitment

Social media has become a powerful tool for recruiting top talent. By leveraging the reach and influence of popular platforms such as LinkedIn, Twitter, and Facebook, companies can attract and engage with passive job seekers and build their employer brand. When recruiting through social media, it is important to create compelling job postings, share company culture and values, and actively engage with potential candidates.

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Video Interviews

Video interviews are a flexible and convenient way to screen and interview job candidates. By using video conferencing technology, companies can interview candidates from anywhere, at any time. This makes it easier to schedule interviews and eliminates the need for travel, saving time and money. Video interviews also provide a more personal and interactive experience for the candidate, allowing them to showcase their personality and communication skills.

"By using video conferencing technology, companies can interview candidates from anywhere, at any time."

- Ben Schwencke
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Online Assessments and Games

Online assessments and games are an innovative way to evaluate the skills and aptitudes of job candidates. By using psychometric tests, companies can assess a candidate's cognitive abilities, personality traits, and job-related skills.

By using these methods, companies can gain a deeper understanding of a candidate's strengths and weaknesses and make more informed hiring decisions.

Gamified assessments represent an exciting new avenue for selection, allowing organizations to simultaneously boost the candidate experience while also measuring the traits and abilities essential to performance. By using these methods, companies can gain a deeper understanding of a candidate's strengths and weaknesses and make more informed hiring decisions.

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Virtual Career Fairs

Virtual career fairs are an effective way to connect with job candidates in a virtual environment. These events allow companies to showcase their brand, meet with potential candidates, and answer questions in real-time. Virtual career fairs are a convenient and cost-effective way to reach a large number of candidates and can be hosted from anywhere, at any time. They are also a great way to build relationships with universities, colleges, and other organizations that can help you connect with top talent.

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Conclusions

The war for talent has entered a new phase, and organizations are facing challenges unlike anything they have experienced until now. Job shortages, skills shortages, and an overwhelmingly candidate-focused market means that companies must do everything they can to attract great candidates. In keeping with our digital age, these solutions to these problems tend to be technical, and thus HR teams should open their minds to additional technical solutions to these issues. Failure to adapt in this changing environment is likely to put organizations at a competitive disadvantage, causing them to lose quality applicants to competitors. Instead, HR practitioners and business leaders should embrace these solutions, helping them stay ahead of the competition.

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