If you’re attracting talent to your organisation by laboriously flipping through applications (online or otherwise) and making calls to candidates for never-ending rounds of interviews, it’s time for a massive overhaul. Businesses are beginning to leverage the capabilities of technology to streamline the process and make it more appealing to both the recruiter and candidate. Whether that’s singing at an interview (yes, it actually happens), using virtual reality to show candidates what your workspace looks like or omitting job titles and certain skill specifications in vacancy postings, the possibilities are far from parochial. Modern recruiting techniques need not always utilise advances in technology. Rather, the process employs strategies that help you select the best-suited candidates not just by skill and experience but rather work culture fit. What are some game-changing (and powerfully insightful) recruitment techniques companies are using across the world? Here are our top 10 picks.

 

AI

Artificial intelligence isn’t just for front-end business requirements. AI can help you streamline the hiring process so you spend less time looking at applications and more time on categorising according to hiring priorities such as soft and hard skills, experience and other aspects. Examples of AI currently integrated into organisation recruitment process are chatbots and sentiment analysis programs. 

Recruitment chatbots can be programmed to collect facets of information from applications, ask screening questions to narrow the pool of candidates, answer any questions the applicants may have about the job or the business and even respond to candidates about the outcome of their applications. Replying back to countless candidates is difficult at best but automating this process is a strategy that can help promote a better rapport for the organisation. Let’s face it, it’s not a fun feeling to not hear back from a company when you’ve spent an hour or more on the application process. 

Sentiment analyses are a great tool for the recruitment process, as well. These types of analyses help understand emotions that spring from the lexicon used in the job description. This can help recruiters avoid using off-putting or subjective language that may deter people from applying for positions.

 

VR

Virtual reality is still a relatively new addition to the recruitment process but organisations are leveraging its power to make the hiring process more engaging and insightful (and fun!). Jet.com, one of Amazon’s competitors, went all out to hire the best in class candidates through the use of VR in their recruitment process. They created a “show-don’t-tell” experience where candidates got to experience what it would be like to work at Jet.com including the culture of the workplace. Whether that’s sitting in at a meeting with the CEO of Jet himself or laughing during Jet’s happy hour, it’s a benefit that goes both ways.

 

Video interviews

This isn’t novel but it makes the list because not many organisations are utilising it. With FaceTime, Google Hangouts and Skype at everyone’s fingertips, businesses can avoid the painstaking efforts of in-person interviews, especially for the first round sessions. Narrow down your pool of potential candidates without needing to redundantly sit in meeting rooms with a revolving door of fresh faces. Instead, pour the effort into the rounds of interviews closer to the end of the selection process to hire the best talent.

 

Application Tracking System  (ATS)

Integrating ATS software into your recruitment process can greatly aid in omitting admin work. Whether you’re a small or big business, tracking systems can help you keep a record of all the data collected from applications and efficiently log details of your choosing about a candidate. Additionally, you can plug in certain specifications and requirements so that the software can narrow down applicants for you. 

 

Inbound recruitment marketing

Inbound marketing is a familiar term to all marketers out there but there’s a place for it in recruitment, as well. Inbound recruitment marketing is the strategy of creating a more engaging hiring process from start to finish. By utilising this type of approach within your recruitment process, you can connect with a host of candidates, passive or active and create a delightful experience (yes, you read that right). HubSpot has an insightful article on implementing inbound marketing strategies into your hiring process for a more in-depth analysis. In the interest of providing a summary, the process involves creating touch points across the recruitment journey ranging from candidates with a passive interest to those who submit applications. Efforts include content creation, nurturing a relationship with candidates interacting with your business, using analytics, varying channels and integrations to understand your potential target market. 

 

Social recruitment

Recruiters are no longer limiting themselves to posting job ads on their own websites or platforms like LinkedIn and Indeed or Seek. Instead, companies are now posting through social media channels such as Facebook and Instagram. A few have gone above and beyond and even utilised apps like Tinder and Spotify. Although that sounds slightly left of centre, it’s strategic targeting because you’re showcasing vacancies in places your market hangs out. 

 

Off the beaten path interviews

Although there’s a time and place to ask questions such as “where do you see yourself in five years?”, there’s also a lot of opportunities to gain a unique degree of introspectiveness from your candidates by asking questions like “what would someone who dislikes you say your worst three qualities are?” or “what’s something you can teach me right now in under 5 minutes?” You should also go off-field and ask your candidate questions about their hobbies outside of work. These questions have no relation to the skills relevant to the job but rather the type of person who can fit into the company culture. Additionally, interviews don’t need to always be conducted in meeting rooms. You can have them over a coffee so that the interaction is a little more informal and comfortable. This can bring out an insightful connection with the applicant.

 

Open-ended job postings

Some organisations have started to post vacancies without specific job titles and certain skill requirements to avoid deterring applicants. This is to encourage a greater number of individuals to apply who may not have job-specific skills. It is important to note that it may not work for all job vacancies. However, it’s worthwhile to consider a bigger pool of potentials that possess qualities beyond the skills that the job demands. Certain skills can be learned on the job but other aspects such as personality fit and other social skills are difficult to change.

 

Programmatic advertising

Programmatic advertising is making massive headway in the digital spectrum but it can we just as well applied to recruitment. Without having to actively search for ad space and negotiate price, programmatic advertising can push your job postings to target audiences where it would be the most effective with the highest conversion.

 

The gig economy

With the growing gig economy across industries, sometimes it may be beneficial to hire freelancers for certain projects rather than pouring in house efforts. Outsourcing work can be cheaper and more efficient. For instance, if you have a few design projects to get done, screening freelancers who can work under contract for you can prove to be a better option than undergoing a hiring process. Given today’s technology, it’s easier than ever to find freelancers. Whether they’re on Freelancer or Fiverr and UpWork, you’ll be spoilt for choice. 

 

Hire the best in class STEM recruitment agency

Today’s recruitment process is changing and traditional methods aren’t as effective. Creating an engaging hiring process is not only effective but it’s not as laborious. Attract the best talent, sort through all the candidates and finalise the whole process in a significantly short amount of time without losing out on the qualities of the traditional process. Target exactly who you’re after with a streamlined and inviting process by integrating these game-changing modern recruiting techniques!

If you’re in the market to hire exceptional talent, contact the team at Talent Solutions, a leading recruitment agency. With over 140 years of experiencing in helping businesses find talent, Ai Group Talent Solutions can connect you to your next best hire!