Important Tips For Creative Recruiting

What can be done to ensure continued work of qualified job candidates? There are a number of creative recruitment techniques that small businesses have found successful - from job fairs to staff bonuses creative PR, which are cheap / no cost and easy to implement. Here are "12 Tips for Creative Recruiting."


1) Cinema advertising. Many local theaters now take advantage of the “wait time” before the previews start selling advertising to local and national businesses. These pre-preview “slides” are usually purchased by local businesses that sell their products and services. However, some companies have found a creative opportunity to present their job opportunities to a captive audience of movie viewers. The cost is reasonable. The only drawback is that it is unlikely to be able to choose the movies you want your ad is included - so your "target audiences" will run the gamut from fans of Saw to the Twilight.

2) Employee referrals. Employee referral programs (ERP) are programs that offer incentives or "bonuses" to existing employees who recruit new employees. If the current employee recommends a friend or acquaintance, the thinking goes, odds are that person will have a better chance of success in the position than a "stranger" recruited through a classified ad.

3) “Messages on hold” While no company wants its customers to be put on hold, busy phone reps can be a fact of life. To capitalize on the situation, consider playing messages while the callers are on hold - including messages about job openings, information on your job hotline, etc.

4) High school or college newspapers. Do not limit your paid advertisements to the local newspapers. High school and college or technical schools students can offer a rich source of job candidates for certain positions - and the costs of advertising in their publications is often very reasonable.

5) Job cards. Ask your existing employees to serve as recruiters. Give them a “job cards” to share to their friends. Use a business card format that contains essential information on how to look for work in your company - address, "jobs hotline number" if you have one, Internet address, etc.

6) Job Fair. job fairs have become an increasingly popular event in many communities. They offer the opportunity to share information about the company and open positions with a variety of people - all looking for a job. You will be competing for attention with other companies, though, so make sure your booth stands out, that it's staffed with knowledgeable and friendly people and you have a lot of “take away” materials - including current job openings, job descriptions and information about your company - for those who stop by.

7) Newcomer programs. New people moving to your community can be a good target for your recruitment efforts. Many communities over "newcomer programs" - mailings that go out to new movers with information about area businesses and services. Check the Chamber of Commerce to see if they are aware of this program in your area.

8) The Internet. In the "old days," if you want to advertise an open position that you ran an ad in the local newspaper, or you may have expanded your search to include ads in trade journals or even solicited the assistance of a recruiter or "headhunter." Today, online recruitment has become a common business practice with large and small organizations, alike, taking advantage of the reach and immediacy offered by the world wide web.. There are numerous online recruitment sites available - many many catering to very specialized recruitment needs.

9) Media - general "image." Everything you do sends a message about your business to people who may be potential candidates. What kind of image do you convey?

10) Your own website. If you have a website, be sure you’re using it as another vehicle to get information on what a great place your business is to work - and you provide an easy way for visitors to your site to show their interest in working for you. Many companies find a job in one of the main advantages of having a website!

11) “Rejected” candidates. You are “recruiting” all of the time, even if you turn an applicant for a particular job. You never know when a position may open up that the rejected applicant could be perfect for. Double check the letters you send out to applicants who do not meet the criteria for open positions to ensure they convey a positive image of your company and that they don't "close the door" on the potential for a future relationship. Emphasize to all hiring managers and supervisors the importance of being prompt, courteous and positive with all interviewees - even those who are not chosen for the job.

12) Departing employees. Every company has turnover. Just as when you're turning down an applicant for an opening, when an employee leaves your company to go to a new job you have the opportunity to sustain a positive relationship. What the departing employee says about your company in interactions with new co-workers - and in the community - can have an impact on your recruitment efforts.

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