Recruiting is a collaborative effort, and when I'm working with a human resources manager on a new hire, one tactic I like to employ is bringing in a third opinion. This isn't a case of too many cooks in the kitchen. Remember: Fresh employees will likely be working with dozens of people on a daily basis. Consulting someone from the department in question can help HR and I shake preconceived notions that may be limiting our reach. For example, I recently was working a tricky hire in the industrial sector. HR and I were focused on experience and education, two factors that really mattered. But when we pulled in the department head, they set us straight about the actually work on the floor in a way that neither of us had considered. Our entire recruiting strategy changed as we prioritized people skills over work history, and in the end, we landed the perfect worker. Linn Atiyeh Founder & CEO, Bemana https://www.bemana.us/practice-area/industrial/
One innovative tactic we've utilized is the introduction of "Introduction Calls" before diving into the formal recruitment process. This approach involves having an initial conversation with potential candidates to discuss the job details and assess their interest and fit for the role. This strategy not only streamlines the recruitment process by ensuring that only genuinely interested and suitable candidates move forward but also enhances the candidate experience by making it more personal and engaging. This method has significantly improved our placement success rates and candidate satisfaction.
Virtual Workday Experience As a Human Resources Manager in a Legal Process Outsourcing (LPO) firm, I implemented an innovative recruitment tactic that significantly enhanced our hiring process. Recognizing the importance of showcasing our workplace culture, I initiated a "Day in the Life" virtual event for prospective candidates. We invited them to virtually experience a typical workday at our LPO, providing insights into our company culture, team dynamics, and the nature of the projects they would be involved in. This not only allowed candidates to gain a realistic preview of their potential role but also helped us assess their alignment with our organizational values. The positive results were evident as the candidates who participated in these events showed higher engagement levels and a better understanding of our work environment. One notable instance was when a candidate mentioned during the interview that the virtual event played a crucial role in influencing their decision to apply, showcasing the effectiveness of this innovative recruitment tactic in attracting the right talent.
As a Human Resources Manager at Startup House, I've found that hosting "coding challenges" for potential candidates is a great way to identify top talent. By giving applicants a real-world problem to solve, we can see their problem-solving skills in action and assess their technical abilities in a practical way. This tactic not only helps us find skilled developers but also showcases our company's commitment to innovation and creativity in the recruitment process.
The "Talent Scout Challenge" is a gamified recruitment strategy that incentivises staff members to take an active role in hiring rather than only introducing applicants. We improved the challenge by adding a leaderboard, organising themed events, giving frequent updates, and providing prizes other than cash. The strategy improved team morale, encouraged employee involvement in talent acquisition, and improved the employer brand by recognising internal efforts and teamwork. We observed a notable rise in the quantity and calibre of recommendations, translating into outstanding outcomes. The staff members were also encouraged to have a healthy sense of rivalry, inspiring them to go above and beyond the call of duty in their positions and actively supporting the expansion of the business. All things considered, our business benefited from the innovative and successful hiring strategy of the Talent Scout Challenge.