Without an internal recruiting team, the prospect of hiring new candidates can feel daunting. But it doesn’t have to be. From creative recruitment strategies to virtual reality hiring—there are countless resources, tools, and technologies available today that can help teams of any size source and secure top talent.
This article will explore five creative staffing solutions, no internal recruiter required.
5 Strategies to Attract Talent Without Internal Recruiters
Attracting top talent is challenging in today’s job landscape. How do teams attract qualified talent without the support of a dedicated internal team? More organizations are turning to creative recruitment strategies to circumvent traditional hiring methods.
1. Use a Staffing Company
Staffing agencies are able to take on the most time-consuming tasks in the hiring process so business leaders can focus their attention on daily operations. Employers contract staffing companies to do everything from writing an enticing job description to vetting prospective candidates. Staffing companies are valuable recruitment extensions because of how quickly and effectively they can attract quality candidates.
Staffing companies are especially helpful when hiring specialized talent. They can filter searches based on technical skills or proficiencies using their knowledge of the industry and market. They have connections, resources, and pools of candidates that reduce the risk and increase the success of specialized hiring.
2. Leverage Social Media
Many organizations already have accounts on popular social media sites such as LinkedIn, Twitter, and Facebook. These tools can offer creative recruitment methods if used correctly.
- LinkedIn: In addition to posting a job listing to your careers page, consider using LinkedIn InMail to reach out to candidate profiles with hard-to-find skills. InMail allows companies to make a first interaction with high-potential candidates and share information directly.
- Facebook: Many organizations use Facebook to cast a wide net when it comes to recruiting for general roles. Companies can use Facebook to share a “we are hiring” post with their audience to attract attention to open roles.
- Twitter: Taking advantage of high-performing hashtags (such as #ChicagoJobs #ITjobs #hiring), companies can mention pertinent job details and direct them to their website for further information about an available job listing.
- Instagram: In addition to sharing “we are hiring” posts on Instagram, some companies are using the platform to create pages that highlight specific career paths. For example, NPR has an interns page where they share posts about current intern experiences and encourage those interested to apply for the next internship round.
- Pinterest: Pinterest offers a unique plan for organizations to create boards around their available job listings. Take HubSpot, for example, who created dedicated Pinterest boards to introduce their teams and share tips with potential candidates.
- Spotify: In 2016, Goldman Sachs began using Spotify ads in order to catch the attention of millennial job applicants and direct them toward entry-level positions.
In addition to recruiting on social media, it can also be a helpful tool for evaluating candidate skillsets. Sites like LinkedIn and GitHub offer built-in skills screening tools to help recruiters assess a candidate’s abilities before moving them forward in the interview process.
3. Host a Recruitment Event
Open-house recruitment events can offer easy ways for organizations to open their doors to a large talent pool. This creative recruitment strategy gives candidates a chance to see your workplace and employees in a less formal way.
4. Implement Pre-Recorded Video Interviews
Video interviews are a helpful recruiting tool because they allow companies to screen candidates from any location. However, when teams are hiring without an internal recruiting team, it can be hard to carve out time for early-stage interviews. More companies, including PwC, are using automated, pre-recorded videos to screen candidates.
When a candidate applies for a role, they are sent interview questions to respond to. Candidates are given time to review the questions, record their responses, and submit answers for review. Companies are able to review videos and invite qualified candidates to move forward to the next round without having to sink resources into live interviews for the early stages in the process.
5. Group Interviews or Assessment Days
Anytime candidates are pooled together, it should be done carefully and considerately. But group assessments offer a creative way for resource-strained teams to evaluate pools of potential hires. Some industries, such as air travel, use assessment days as routine evaluation tools because they are efficient and effective.
Group interviews leverage activities such as role-playing or presentation exercises to see how candidates perform individually and as part of a group. Group activities can simulate job tasks and help employers understand how a candidate responds to challenges or issues that arise.
Whenever conducting group interviews or assessments, be sure to inform candidates ahead of time about the format, estimated duration, and the types of activities they can expect.
Hire Successfully With or Without Internal Recruiters
Whether you are looking to outsource your hiring, expand your talent pool, or gain resources in your hiring journey, Insight Global can help. Reach out to one of our specialists for support in your search.
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