We asked candidates to send in a short video or voice memo about themselves instead of just a resume and cover letter. It made the process feel more personal and helped us get a sense of their personality, communication style, and enthusiasm before even hopping on a call. This was especially effective for roles where culture fit and communication were key. Plus, it filtered out candidates who weren't truly interested--those who took the time to submit a video or memo were often the most engaged and excited about the opportunity.
One recruitment strategy that I've implemented at MyTurn, which has yielded significant success, is the use of candidate-driven hackathons. We organize industry-specific hackathons where potential candidates come together to solve real-world problems presented by our clients. This collaborative environment not only showcases the candidates' technical skills but also reveals their ability to work in teams, handle pressure, and think creatively. What makes this approach particularly effective is the dual benefit it provides: candidates get to experience the kind of challenges they would face on the job, and employers gain a comprehensive view of how candidates perform in practical, high-stakes situations. This strategy has proven highly successful in identifying top talent who are not only technically proficient but also well-suited to thrive in dynamic work environments, leading to higher job performance and satisfaction rates.
I once needed to hire a highly skilled digital marketer, but the usual job boards were flooded with generic applications. Instead of going the traditional route, I turned to industry-specific Facebook groups and Reddit threads where top marketers actually hang out. Instead of posting a typical job ad, I started conversations about trends, shared insights, and engaged with professionals who clearly knew their stuff. One discussion led to a direct message from someone who wasn't actively job hunting but was open to the right opportunity. Their experience was exactly what I was looking for, and because we had already built rapport, the hiring process was seamless. This method worked because it bypassed the noise of job boards and reached real experts in their space. It also attracted candidates who weren't desperate for any job but were interested in the right one. Sometimes the best hires aren't even looking--they just need the right conversation to spark their interest.
We created a "Roof Skills Challenge" at local community college construction programs, where students competed in technical roofing tasks from material identification to safety scenarios. Rather than traditional interviews, this hands-on event revealed practical abilities and problem-solving skills that don't appear on resumes. Participants received immediate feedback, training opportunities, and top performers earned apprenticeship offers. This approach attracted talent who might have overlooked roofing careers and gave us insight into capabilities beyond credentials. Four years later, three challenge winners have become crew leaders, bringing innovative techniques they learned in sustainable building programs. The competitive, skills-focused format resonated with a generation seeking meaningful trades expertise.