6 Revolutionary Recruiting Strategies Used by the Most Innovative Companies

Gaining an edge over your competitors is all about having the right talent in your workforce, but even finding the best talent over your competitors means you must think outside of the box where hiring practices are concerned. Check out this short list of revolutionary recruiting strategies the most innovative companies are using in modern times. 

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1. Using Brand Evolution to Get in Front of All Prospective Job Seekers

The typical ways to get people to notice a job listing involve using platforms where people are actively searching for employment, but what about the rest of the potential candidates that could be a good fit? The most innovative companies don’t just advertise to active job seekers; they advertise to everyone, and one of the easiest ways to do this is to evolve your brand and maximize your reach through television ads that have been revolutionized to portray your company in a new light. 

2. Posting Job Ads On Alternative Platforms for Target Recruits. 

LinkedIn is perhaps one of the most common platforms where job listings are posted, but there are many other platforms to seek target recruits that have little to do with the employment industry. For example, Amazon actually recently posted job listings on the well-known dating site Tinder, allowing users to swipe right if they were interested in a job opportunity with the company. These unusual ad-placement tactics may seem a little weird, but offbeat tactics oftentimes get more attention from the target recruits. 

The application process doesn’t just stop there though. Waiting to hear back from your company after submitting an application can be both difficult and frustrating for job candidates. In some cases, a qualified candidate may even take another job offer because he or she hasn’t heard anything from your company and is afraid to wait any longer.  Instead of leaving job candidates to worry or call your company for application status, use group texting to send them status updates on a regular basis.

3. Going After the Talent of Your Competitors 

It may be bold, some may even say a little brash, but there are no rules against trying to steal some of the talents your competitors employ for your own company. There have been multiple companies lately to do this, including Facebook going after Google, Kiwi.com going after other firms, and multiple others. The bottom line is, taking the good talent from competitors makes you stronger and competitors a little weaker, so even if the hit is a little below the belt, it will be a win for your company, in the end, to bring in valuable team players. 

4. Creating a Hiring Buzz with a National Hiring Event

Holding an event to specifically hire new candidates is something that has happened before, but these days, hiring events can be so widespread that they garner nationwide attention. McDonald’s made plans to add as many as 50,000 new employees in its restaurants across the board with a single hiring day event they hosted in 2011. They advertised the event heavily for several weeks in advance. Even if your company is not the size of McDonald’s, a hiring day can definitely bring in a lot of new talent prospects. 

5. Taking Advantage of Remote Recruiting at College Campuses

A long time ago, college recruiting meant sending someone from HR to single college campuses to meet, greet, and invite students to apply for job positions. However, with the age of technology, those single-campus visits are no longer the norm. You can effectively advertise job positions to students in multiple campus locations at one time via electronic communication. 

6. Utilizing Text Communications to Conduct Job Interviews

Most mobile phone users prefer texting over telephone interactions, and conducting interviews via text removes a lot of the nervousness on the candidate’s part and potential for bias on the interviewer’s part. Aegis Worldwide is just one company who now conducts job interviews by text messaging, but there are many others as well. 

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Approximately three-quarters of recruiters (72.8%) are struggling to find relevant candidates. If you are having problems finding the right talent to fill the critical roles in your company, don’t be afraid to think outside of the box to find the people you need. Revolutionizing your hiring practices could be all it takes to get your recruiting strategy geared in a new direction. 

About the Author: Ken Rhie 

Ken Rhie, CEO, Trumpia

Ken Rhie is the CEO of Trumpia, which earned a reputation as the most complete SMS solution including user-friendly user interface and API for mobile engagement, Smart Targeting, advanced automation, enterprise, and cross-channel features for both mass texting and landline texting use cases. Mr. Rhie holds an MBA degree from Harvard Business School. He has over 30 years of experience in the software, internet, and mobile communications industries.

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