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Innovative Hiring: Old Yet New
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Until recently, hiring like marketing function was based on an old school of ‘Spray and Pray thought’ where companies or individuals seeking people for job positions spent all of their money on different sources and then waited for results to show up. This was both, a time and resource consuming task and therefore not so efficient. There are limited number of jobs and a vast number of candidates waiting to be hired. The whole process of hiring has to be revamped in order to keep up with the modern times. The traditional approach of ‘Let us interview a thousand and select ten’ doesn’t work anymore. The biggest setback is the sources of hiring have not changed with the changing times. Hiring requires promoting the vacant job and its prerequisites to fill it. Unless there is an engagement and conversation, effective hiring does not take place.
Here are some fresh ideas to spruce up hiring strategies:
Challenge people with right skill set to apply
Challenges are not for all. Only one who is really keen will take it up and attempt to accomplish. Challenges act as filters to open up the job vacancy to the right target audience in order to encourage conversations and drive engagement. There are organizations that encourage hiring via unique contests, tests or experiments. The selected are allowed access and privilege to participate and compete. Some internet startups hide new stuff in their codes, big announcements and other hiring information. This makes sure that only developers and people with similar skill set and interests reach the job page.
Gamification is incentivising. What works for large brands works for recruitment processes as well. It enhances the conversation and engagement process. Gamification is the process of introducing game type mechanics and processes in normal tasks in order to make the existing processes more engaging and satisfying. Gamification helps people in understanding current systems better and also in being an active member of the organization which they are in. Gamification might involve the use of contests, social media and giving away of freebies for some specific set of action.
Encourage Group Discussions
Organising group discussion sessions can be a really useful way to analyze what people really are. When people have to interact in a group they demonstrate their personality, cope well with their peers and avoid going over the top. This is a really good opportunity for employers to find out who own substance and is a genuine candidate and who is merely a screaming piece of trash. Candidates who can make a firm stand without the need to come across as overpowering are the ones hirers usually look for. They are the ones that can take an organization to the next level.
Experiment with social media
When you are active on social media you come across hundreds of new people every day. Some of them might be exceptionally talented, just a glance at their social profiles would tell you that they are the ones who will fit the bill. The new generation is social media savvy; make the most of this revolution now! The traditional advertising approach or even contextual marketing have to use social media and incentives in a different way. Until the rules of the game aren’t changed nothing innovative will happen in the hiring space.
Focus on previous candidates
Those candidates who appeared for interviews long time ago need to be kept in the loop. Maybe they were not ready then or the conditions were not favorable but there’s a very great chance that you land some really good recruits from previous rejects!
Referral bonuses land you the best talent: Internal referrals work
Use networks like LinkedIn or a platform like MyRefers for social recruitment. You can find the best people sorted by their skills and years of experience on Linked In. Along with excellent job postings, referring jobs from MyRefers also provides one with referral rewards. Internal referrals like those in the organizations from word of mouth promotions as well as external referrals are one of the most sought after ways of hiring.
The author, Lalit Bhagia, is the Founder & CEO of MyRefers (www.myrefers.com), a referral based jobs marketplace. He was formerly associated with Star TV as VP & Head- Digital and had also built Digitas (Publicis Groupe) across APAC, serving as the EVP & Head - APAC. He can be reached out at email@example.com