Current Recruiting Methods Not Working? Get Creative!

Any recruiter or hiring manager will tell you that while there are plenty of applicants for open positions, finding qualified talent that’s right for the position and a good fit for the company is getting harder.  So if you’re looking to grow your team but your current recruiting methods aren’t working, what can you do?

Get creative! Here are some ideas.

Hold an open house. Invite qualified applicants to an after-work event at your office. Ask hiring managers and other key employees to attend and interact with the candidates. Add some structure by setting up interviews on the “speed dating” model, where candidates rotate through interviewers every 5 minutes or so. You can observe how candidates react in groups, gather feedback from multiple people and identify some stars you want to bring in for further discussions.

Spiff up the career section of your website. Is your website attracting the kind of candidate you want? It may be time for a refresh. The best candidates are looking for challenging work in an organization where they can grow and have some fun. Many also are focused on joining a company that cares about its people, the community and the environment. How well does your website sell your vision, values and culture? It’s more than just listing benefits. Add videos, pictures of company events and job descriptions  that have personality.

Give past candidates another look. Maybe there’s a candidate you interviewed a while back who had a great attitude, but was “runner up” for the position or was missing one requirement.  Check back in with them. Maybe they’ve updated their skills. Or, if they’re a good fit otherwise, you can train them for that missing requirement. There’s something to be said for “hire for attitude, train for aptitude.”

Hang out where the talent is. Attend events that are not job fairs, such as professional organization meetings and meet-up events that might attract the talent you need. Join relevant groups on LinkedIn and watch the comments and conversations. There may be someone who is looking for an opportunity like the one you have available.

Leverage your networks. Check with your colleagues at other companies to see whether they’ve recently had a “runner up” candidate that might be a good fit. Likewise, when you aren’t able to place a candidate, think about whom else you know that might have a spot for them.  Your colleague may return the favor and the candidate will walk away with a positive impression of you and your company. They just may send other qualified candidates your way.

And above all, make your company a great place to work, where employees feel they have a career – not just a J-O-B -and where they want to bring the most highly qualified people they know to work.