Recruitment and selection are a fundamental pillar of any organization.
In today’s business world, swimming against the tide to find the hidden pearls in the vast ocean of potential candidates can be an exhausting task.
So, if you’re struggling to find the ideal candidates, rather than clinging to traditional recruitment methods, you can choose to dive into the sea of possibilities that creative thinking offers.
If you are looking for different results, don’t always do the same thing.
Albert Einstein
In this article, we suggest a number of innovative or alternative recruitment ideas that will help you increase your chances of finding and attracting the talent you are looking for.
1. Gamification in the selection process
Gamification refers to the use of gaming elements in non-gaming contexts. It is one of the innovative recruitment ideas that has gained popularity recently. Games can help assess candidates’ skills in a fun and engaging way. For example, a jigsaw puzzle can assess problem-solving skills, while a role-playing game can assess leadership and teamwork skills.
A real example would be the following:
Imagine a software development company looking to hire a new programmer. Instead of simply reviewing resumes and conducting traditional interviews, they decide to use gamification to assess the candidate’s technical skills and competencies in a more fun and engaging way.
The recruitment process begins with an initial stage where candidates must complete an online puzzle game specifically designed to assess their problem solving and logical thinking skills. The puzzle game may present challenges related to programming logic, algorithms or general problem solving.
This is where gamification comes in. The company can award points as candidates progress through the game and solve puzzles efficiently. These points are based on the accuracy, speed and creativity with which the challenges are solved. Bonuses can also be awarded for innovative solutions or unconventional approaches.
Candidates with the highest scores in the puzzle game phase move on to the next stage of the recruitment process. Here they are presented with an online role-playing game that simulates a team-based software development environment. Candidates must work with other players, who may be current employees of the company or even other candidates, to complete projects and solve challenges related to software development.
This role play assesses candidates’ leadership, teamwork, effective communication and decision-making skills.
At the end of the role play, the candidates’ scores and ratings are analyzed. Those who excel in both the jigsaw puzzle and the role play are invited to a final interview with the recruitment team.
2. Recruitment through social media
Social media is an invaluable tool for sourcing talent. LinkedIn, Facebook, Instagram and X are platforms that provide access to a wide network of potential candidates. For example, more than 1.6 million professionals actively use LinkedIn, making it the number one social network for recruiting senior profiles.
This is one of the most popular recruitment ideas today as it allows you to interact with candidates and get to know them on a more personal level.
3. Virtual Reality in recruitment
Virtual reality (VR) is one of the most exciting and futuristic ideas in recruitment and selection. You can use it to create simulated work scenarios and assess how candidates perform in different situations.
An example of this method of recruitment would be as follows:
Imagine a customer service company looking to hire new customer service representatives. Instead of conducting traditional interviews, they decide to use virtual reality to create simulated customer service scenarios and assess how candidates perform in realistic situations.
In this scenario, candidates are invited to wear a virtual reality headset and are presented with a virtual environment that simulates a customer service situation. They may be in a virtual store, a call center or any other environment relevant to the role.
Within the virtual reality, candidates interact with virtual customer avatars who present different scenarios and typical customer service issues. They may receive phone calls, answer emails or deal with customers who approach them in the virtual environment.
Assessors can observe and analyses how candidates handle these situations in real time. Virtual reality can be used to assess candidates’ communication skills, empathy, problem solving, stress management and ability to work under pressure.
4. Virtual job fairs
Virtual job fairs allow candidates to browse vacancies, interact with recruiters and attend interviews from the comfort of their own home. This method is effective and convenient for both recruiters and candidates.
ISPROX has participated in several job fairs of this type organized by Chambers of Commerce and Universities and the experience has been more than satisfactory. Typically, you can post your vacancies, videos, images, links and relevant information about your company on the virtual platform of the fair and receive registrations and interview requests from candidates.
5. Brand ambassador programmes
Brand ambassadors are employees who promote the company to their personal and professional networks. This method can be a source of recruitment ideas as it allows you to attract candidates who are already interested in your company’s culture and values.
One example of a brand ambassador programme is a technology company called “Tech Innovations”. This company recognized that many of its employees are passionate about technology and enthusiastic about the products and services it offers. To capitalize on this passion and use it as an effective recruitment tool, they decided to implement a brand ambassador programme.
Tech Innovations invites its employees to join the company’s brand ambassador programme. Those interested are trained in brand identity, key company messages and online and offline promotional strategies. Brand Ambassadors are also given exclusive access to news and product launches before the general public.
Brand Ambassadors use their social media profiles, blogs and other communication channels to share relevant content about Tech Innovations. They post product reviews, share their positive work experiences and engage in conversations about technology and innovation. They also attend events and conferences as company representatives, where they can network and promote employment opportunities at Tech Innovations.
This Tech Innovations brand ambassador programme has had several benefits. Firstly, it has helped to attract quality candidates who are already familiar with the company and attracted to its culture and values. These candidates are more likely to align with the company’s goals and be successful in their roles. In addition, the programme has strengthened Tech Innovations’ brand image and increased its visibility in the job market.
This example illustrates the importance of getting employer branding right. Employer branding refers to the way a company is perceived as an employer by both current and potential employees. An effective brand ambassador programme is a key strategy within employer branding, harnessing the influence and network of employees to promote the company in an authentic and compelling way.
6. Applicant tracking software
Applicant tracking software can automate many recruitment tasks, such as scheduling interviews and collecting feedback. This is a great way to simplify the process and ensure that no candidate falls through the cracks.
Here is an example:
Let’s imagine a recruitment company that receives a large number of applications for various positions. To manage this process efficiently, they implement an applicant tracking system (ATS).
The ATS allows the company to store and manage all applicant data centrally. Each time an application is received, it is entered into the system and the software automatically organizes and categorizes relevant information such as contact details, employment history and educational background.
One of the most useful features of applicant tracking software is task automation. For example, the ATS can automatically send thank you and confirmation emails to candidates after they have applied. It can also schedule and send interview reminders to candidates and recruiters to avoid missing important appointments.
In addition, the ATS enables recruiters to track the stages of the recruitment process and collect feedback efficiently. They can record candidate comments and ratings directly into the system, facilitating team collaboration and decision-making.
7. Offer incentives to future employees
Offering benefits such as flexible working, training opportunities and performance bonuses can make your company more attractive to candidates. This not only helps to attract talent, but can also improve retention in the long term.
An example of such incentives would be the following:
Imagine a technology company competing to attract and retain the best talent in the industry. To differentiate itself, it decides to offer its employees a range of attractive benefits.
- Flexible schedules: The company implements flexible working arrangements that allow employees to tailor their working hours to suit their personal needs. For example, they may offer compressed schedules, flexible working hours or even remote working options. This gives employees greater autonomy and work-life balance, which can be very attractive to candidates who value flexibility.
- Training and development opportunities: The company establishes a strong training and development programme for its employees. They may offer training courses, workshops, conferences and access to educational resources. They may also provide opportunities for internal growth, such as participating in challenging projects and encouraging the acquisition of new skills. These training and development opportunities help to attract candidates who want to grow professionally and give existing employees an incentive to stay and develop within the company.
- Performance bonds: The company operates a performance-related bonus scheme to recognize and reward employees who excel in their work. Bonuses can be linked to individual or team objectives and are awarded on the basis of outstanding performance and contribution. These bonuses provide an additional incentive for employees to work hard and feel valued, which in turn improves long-term retention.
- Additional benefits: In addition to the benefits mentioned above, the company may also consider offering other benefits that are attractive to candidates, such as health insurance, retirement plans, additional vacation days, wellness activities, work-life balance programmes, etc. These additional benefits can make a difference to candidates and increase employee satisfaction and retention.
These are just a few innovative ideas for recruiting staff. Recruitment is a constantly evolving process and what works today may not work tomorrow. But by taking a creative, candidate-centric approach, you can ensure that you are always one step ahead.
Are you looking for talent to expand your team?
At ISPROX we help you find the right profile, saving you time and increasing your hiring success rate.
