In today’s market the recruitment processes have seen a major shift from the old ways, companies are feeling the pressure to move away from traditional job posting strategies in favor of engaging, distinctive as well as more technology-specific tactics to attract talent. Besides employment branding, given are some of the interesting examples of unique strategies that companies are using to get the attention of potential candidates.
Gap, Inc. is using virtual reality in recruitment processes. Virtual Reality helps job candidates in getting an opportunity to analyze the gap in a new & different way, giving them insights into working in the offices.
LinkedIn has a surprising strategy to lure in top talent: Giving prospective employees the chance to show off their musical prowess in an open mic night.
One of the companies had sponsored talent show is the brainchild of Lesley Toche, the diversity program manager at LinkedIn. Toche, who was formerly a recruiter at the company, conveys CNBC Make It that the idea came to him when he was planning a networking event to recruit more diverse hires.
He wanted to refrain from the typical networking events, involving a lot of standing around and talking. “I couldn’t help but think of how to make it livelier and more fun if we were going to be targeting blacks and Latinos,” says Toche. On an average, the company hires about three people at a typical networking event, says Toche. At the first event last November, the recruitment processes filtered out six people who were hired to fill open roles.
Did you know McDonald’s is using Snap chat to hire 2,50,000 workers? The fast-food titan is calling its hiring tool “Snaplications.” With Snapchat, a user is able to view a 10-second video ad about how stunning it is to work at McDonald’s and if the job prospect wants to know more, there is always a link to the McDonald’s career page in Snapchat and to the job application.
More than half the people hired at company-owned McDonald’s are in the 16 to 24-year-old bracket and for many of them, these summer gigs are their first jobs ever, the chain said. And what better way to reach this demographic on one of their most popular social channels?
Fetch recruits for interns on Tinder. In January 2016, the New York office of the creative agency, Fetch,set up two Tinder profiles (one male, one female), both with a rather unusual agenda. Instead of looking to find a date, the company was using Tinder for finding a potential intern within the app’s 50 million user base (primarily made up of those aged 18 to 34).
For one day, Fetch turned on their unique Tinder profiles to match with people in the New York area, and ask them to send their best pick-up line. In total, Fetch matched with 270 potential applicants (150 men as well as 120 women) on that day, and the agency spent 3 weeks talking to them before whittling the competition down to 5 in-person interviews. The piece in AdWeek certainly didn’t hurt their branding!
H-E-B Central Market grocery chain has implemented a distinctive hiring process in order to find a certain type of employee – those with a passion for food. Before prospective employees for H-E-B Central Market ever interview, they find themselves building in-store cereal displays, tasting artichokes and creating art projects.
Once candidates clear the initial screening process, they are invited back for the second phase of the process, known as “Taste of the Future”, a three-hour interactive recruitment processes. Applicants are divided into groups of about 8 people and presented with samples of store products. Interviewers closely observe their willingness to try out unusual foods, such a guava juice and their desire to interact with others.
Next, applicants “create their own application,” says Pat Brown, the General Manager of the Central Market in Houston. They are presented with art supplies – Scissors, Markers, Crayons and Construction Paper and are asked to create something that tells about themselves.
Applicants also go through sessions of food identification and sales role-play. They are then asked to build a product display together. “We want to see who can work together as a team, who is creative and who shows leadership, who is assertive and who is not,” Brown says.
After the session, the observers meet and discuss who will be called back for interviews. Brown handles group interviews and only then the applicants are moved on one-on-one interviews with department managers. An excellent screening process for hiring candidates who are passionate about the company and its mission!
Sonos, the consumer electronics company, has embraced competitive problem-solving as part of its recruitment processes Candidates are given a practical problem to solve as part of their final round of interviews.
For an HR role, for example, an applicant might be asked to help solve an employee engagement challenge and share their recommended solutions to tackle the problem. For PR candidates, applicants would be asked to create a blog post as well as develop a social media plan around it.
Finance candidates are provided with customer analysis materials and are asked to share their key takeaways as well as ideas to improve the analysis. All the candidates, irrespective of their roles, are asked to talk about their passions in another challenge, and to share how they are bringing their passions to life at work, school as well as outside of work/school.
These challenges help to hire managers to better evaluate a candidate’s problem solving, analytical and communications skills as well as cultural fit.
Taking a cue from Cisco’s apprenticeship programs for closing the talent gap, a new, federally funded apprenticeship program is aimed at diversifying the tech workforce in Washington State has drawn interest from more than 1,000 applicants in just a few months. Two of its earliest participants have already started year-long paid apprenticeships.
The program, called Apprenticeship, is being run by an Industry Trade Association, the Washington Technology Industry Association (WTIA). It’s funded in part by a $3.5 million grant from the U.S. Department of Labor, as well as with private money. It does not cost participants anything.
Education Lab is a Seattle Times project that promises approaches to persistent challenges in public education. The project is produced in partnership with the Solutions Journalism Network, funded by a grant from the Bill & Melinda Gates Foundation.