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Innovative Hiring to Attract New Talent

by in friends of rc

Skill Scout on Innovative Hiring

This week, Co-founder of Skill Scout Abby Cheesman discusses new ways to approach hiring and attract new talent. Check it out!

Our friends at Red Caffeine are always ahead of the curve. And like us, they believe that that there’s a better way to attract new talent than using boring text job postings. They invited us to share some tips and tricks to tweak your hiring process to be more innovative and show how dynamic your jobs and culture truly are.

Text job postings don’t depict what a job is actually like. Having a verbal interview with someone gives a picture of how well they can respond to questions about themselves, not do the job.

How can we innovate the hiring process to create a genuine experience for both candidates and companies?

Here are things you can do right now with your own company to attract talent in a new way:

1. Bring your jobs to life.

Visualize your current job postings for a second. Are they long text documents with 20 or 30 beneficial traits or skills you want in a candidate? A few paragraphs, a few sets of bullet points, some required EEOC language? Do they look and sound like every other job posting out there? There’s a better way to capture candidates attention as they scan job postings.

A picture is worth 1000 words, a video is even better. Here are some tips to creating a visual job posting to engage candidates in a meaningful way. By seeing what the job is truly about, candidates can be more realistic about their fit.

We recently worked with Bloomingdale manufacturer, Bi-Link, to create a video job posting that communicated their job in a whole new way. Check out their video for inspiration.

2. Get active in your community.

The millennial generation wants to join companies that are connected and active in the community.

Being out in the community is a non-traditional way of exposing potential candidates to careers in your industry and supporting their personal endeavors. Traditionally this meant sponsoring local baseball teams and recreational events. But to drive higher awareness and engagement, companies can get involved with exciting new things happening in the industry. For manufacturing, these are things like hacker fairs, start-up competitions, internet of things, and 3D printing events.

Opening your doors and regularly hosting community tours is an incredible way to expose young people to your organization and manufacturing careers. Chicago area companies recently hosted STEMaplooza in partnership with Girl Scouts of Greater Chicago and Northwest Indiana. Events like this along with pizza night, open houses, or demo days are all ways to get potential candidates in your doors.

3. Create a simple application process.

Designing a user-centered application process is efficient for your time, and applicants’ time. I know, “But the application is how I screen!” Try flipping the script. Putting candidates through a lengthy hiring process when they’re not a right fit in the first place is a waste of your time and theirs. Get to the essence of what makes a good candidate.

When candidates apply, use 1-2 responses to decide whether to contact them: “What stands out in the job video?” Using a video job description to prompt answers works well for them to draw upon relevant experience. Creating a better application process will appeal to all of your potential hires, not just the younger generation.

Pro tip: unless the job requires professional writing, ignore grammar or typing errors. Aim to understand their excitement, fit and experience for the job.

4. Make interviews active.

Interviews take a lot of time, and still result in guess work. To give a sense of what industry is all about, make the interview more active! It will take candidates out of self-presentation mode and allow them to try out the work. Here 5 ways to take your interview out of the conference room and see candidates in action. Another idea is assigning homework prior to your interview and going over the work during your interview. You get a sense of how your candidate is thinking about the problem, how well they can communicate and deliver work.

Conclusion

Hiring is ripe for innovation — and the next big thing is not a better keyword search or piece of technology. It’s bringing people back in the process, communicating more transparently participating in the community, and simplifying the experience. In many ways, it’s the new ‘old’ way to hire.

About The Author

Abby Cheesman
Abby Cheesman - View more articles

As a kid, Abby always wondered what people did at their jobs. She studied I/O Psychology, and then caught the innovation bug as a design researcher at gravitytank, which inspired her to co-found Skill Scout, helping companies hire in a new way.