5 creative hiring strategies for your business

Finding employees with the right skills is a constant concern for HR managers. By 2021, 69% of US companies will struggle to find the best talent. The labor market has developed significantly over the years.

It used to seem like the employer had more control. Now recruits and staff have more decision-making power. A good salary, for example, is not a sufficient reason to keep an employee. Only 12% left the company because they were looking for more money. However, this contrasts with what 89% of entrepreneurs think.

Millennials and Gen Z make up the majority of jobs. Organizations must adapt their strategies to this demographic and prioritize skills development. Companies need to expand their offerings beyond good salaries and bonuses to attract them.

With such a high demand for talent, HR needs to be creative with their hiring strategy. But how can they do that?

Engagement of external contractors

The HR department of a small company may not find it difficult to manage the hiring process. But large companies that need to fill multiple positions can run into difficulties. The same applies to publications that are difficult to complete. These are typical of industries such as life sciences, technology, manufacturing, and healthcare.

In such cases, outsourcing the recruitment process (RPO) can be a viable solution. The benefits are many, including:-

  • A comprehensive RPO solution delivers faster onboarding at lower costs
  • Use AI, advanced technology to find and hire employees on social media to increase diversity
  • Better decision making through strategies such as talent mapping and market intelligence
  • Opportunity for headhunting, i.e. the ability to reach passive candidates. The RPO recruiting company has a talent database. You can contact
  • them when the position becomes available.

Consider outsourcing some of the professional recruitment of RPO consultants. They work hard to find suitable candidates. For internal HR, this means they can focus on other key areas of HR management.

Go to where the right candidate is

Relying solely on traditional recruitment systems is no longer a good idea. Posting jobs in print or electronic media may no longer work. The same applies to job exchanges.

People with the right skills know that their services are sorely needed. They are unlikely to be found on job boards or job posting sites.

The trick is to go where you might want to go. Tech lovers have forums where they can meet, network, and share ideas. There are many professional groups on platforms like LinkedIn. Browse Reddit channels and social networks.

Create a presence in the group by being active. Join the conversation and start building a company brand. Brand knowledge and reputation are important factors for prospective employees. 86% research companies and read ratings and reviews before applying. 75% will be interested in whether the employer is working on their brand management.

Work to create relativity

As we said, brand building is very important when it comes to recruitment. Take a step forward now by working reliably. What does it mean? Allow potential candidates to see the people behind the brand. When a job seeker visits a website or social media page, it doesn’t always have to be solely for business.

Create someone who can be treated like your friend. Instead of the usual job posting on the careers page, how about some fun videos. They can educate or provide information about the company in a slightly informal way.

Let employees answer questions about working for the company. A potential team member wants to enter a friendly work environment. So show them the culture and those who contribute to the brand every day.

The idea is to give authenticity to the communication. People respond and engage better with stories or experiences.

4. Use the internal dial-up network
HR needs to start looking inward when recruiting. The usual procedure is to post a position or search for available candidates. After all, this can cost a lot of time and money.

However, there can be a work solution directly in the company. Employees have friends and colleagues inside and outside their industry. They are also present in professional and social networks.

Let’s return to the example of the tech lovers. The forum we are talking about is a collection of like-minded people. Asking an IT person to apply for a position in a group can be a starting point for attracting the right talent.

Implementation of staff programs can be an incentive. Cloud software company Salesforce associates 52% of new hires with internal referrals. The company has deep pockets because every successful outcome means a $2,000 prize.

Of course, not every company has such resources. But HR can offer cheap bonuses that won’t take up much of your staffing budget. Shopping vouchers, gift cards or dinner for two won’t cost much.

Hire novice workers and remote workers

Do you need to recruit candidates directly from a college or university? Experience is something that many entrepreneurs seek. And we don’t think that in some positions this is necessary. But it’s not a bad idea to offer graduates a new job.

As mentioned earlier, skills development is a top priority for Millennials and Gen Z. Companies need to have the right strategy in place to encourage this. Employees who find satisfaction in their jobs are unlikely to leave.

Another idea is to target remote workers. The digital space has broken down geographic barriers to work. You can find the best talent outside of your location. A social media manager with the right skills and experience can be thousands of miles away.

Thanks to technology, it is now possible to gain experience. Research shows that 16% of companies worldwide work completely remotely. This means zero investment in infrastructure and thus cost savings for the company.

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