Try out new technology
Technology like virtual reality (VR) might seem like something
that’s just for fun, but it has the potential to serve a helpful
purpose in today’s recruitment industry, especially with the rise of
remote workers and far-distributed teams. VR can emulate situations
that are difficult or too expensive to re-create on a regular basis.
Often one of the most expensive aspects of recruiting is travel
costs for candidates that don’t live nearby—plane flights, hotels,
and other expenses can add up quickly. With this limitation in mind,
startups have used VR technology to bring their employees together,
wherever they’re located in the world.
Even before their acquisition by Walmart, ecommerce company Jet has been using
VR to introduce applicants to their company culture. Candidates
can virtually attend
a meeting with the company’s CEO and interact with employees
during happy hour. Potential applicants can also “visit” the company
headquarters without the costs of travel, allowing them to get a
better sense of whether or not they’d fit into the organization.
Virtual reality might seem prohibitively expensive, but with
services like Google Cardboard, anyone with a smartphone and a
reasonably-priced headset can access and develop VR content.
Consider surprising candidates by sending them a low-cost VR
headset, and an opportunity to “visit” your company virtually.
Looking for another idea to leverage remote technology, but don’t
think VR is a good fit for your potential candidates? Animalz, a
content marketing startup with a fully remote team, recently used a
hiring webinar as a part of their recruitment process. The
webinar gave potential applicants the chance to ask questions about
the jobs available, the company culture, and how the company
approaches content. Over 100 people tuned in, and application rates
spiked as a result.
Reward employees for referrals
Finding candidates who tick the boxes you’re looking for is already
a daunting task. Many startups have addressed this issue by tapping
into their existing resources: Their employees. Your employees are
already an asset to your company—they’re smart, talented, and
well-connected. An employee
referral program leverages your employees’ networks to find
additional talent to add to your hiring pool.
Dan Gellert, CEO and co-founder of GateGuru, a mobile app to help
travelers navigate airports, swears by
employee referrals as a recruitment tactic. Candidates found in
this manner are usually a better fit than those found through job
sites, Gellert says.
A potential downside of this approach is that it may require
recruiters to spend more time in “recruitment mode,” where they
engage with and nurture potential candidates and grow the talent
pool by attending networking and other social events.
Another takeaway from startups using referrals: Rewards for
employees who submit successful referrals don’t have to be monetary.
A celebratory lunch, extra PTO, or even the CEO’s parking spot for a
day may be more enticing or a better fit within your company
culture. However you decide to reward those who help you recruit,
put your referral program in writing—that way it’s crystal clear who
is eligible to participate and what they’ll receive if their
referral is hired.
Show candidates your fun side, too
Some organizations use the same job descriptions for years, and may
not update them even if they make significant changes to their
culture or company structure. These outdated descriptions do a
disservice to your potential applicants, and may even discourage
them from applying.
Startups are typically energetic workplaces, and they excel at
bringing that energy into their job ads.One example: Toggl, a
time-tracking tool, announced a job opening with a lighthearted
infographic and Q&A with the team lead. The post features an
attention-grabbing diagram at the top detailing the “Anatomy of a
Toggl Backend Developer,” where the team lists elements of the job
as if they were labeling a technical diagram. The blog post with the
diagram includes tongue-in-cheek interview with the team lead about
the role, what kind of person they’re hiring, and what they’d take
to a deserted island.
Should a 100-year-old accounting firm create an infographic and a
Q&A for every job? No, but every company is unique and can find ways
to showcase who they’re looking for and what makes their
organization and role different. This type of job post is memorable
and says a lot about how Toggl employees interact with each other,
and what skills they’re looking for in candidates.
Think about what
you can add to your job descriptions to make it stand out amid a
sea of similar jobs. If you’re having trouble, consider asking your
employees for help: “Involving the current team [you’re hiring for]
will help fine-tune the description,”says John
Reed, senior executive director of Robert Half Technology.