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No matter how progressive, prolific or professional you are, there’s nothing more tricky than the search for the right talent. It’s not about volume folks, there will usually be a pretty steady stream of average candidates who are simply looking for any job. We’re talking about finding the right talent for the right job.
Every recruiter/company/talent searcher is guilty of relying a little too much on their faves and familiars. It’s not a bad thing to have a faithful routine and resource list but more often than not it’s the reluctance to shake things up that’s hurting your search success. Instead of presuming the right talent just isn’t out there, take a good hard look at yourself - is your approach just not cutting the mustard? Do you need to go rogue, try something new?
We’re not talking revolutionising recruitment here or going so off-brand that you can’t come back. It’s simply about flirting with some fresh ideas and injecting a little creativity into your search and seeing where it takes you.
The Flirty Five - Fresh blood ideas for your talent hunt
The smallest detail can lure and land you top talent. It doesn’t take massive budgets, endless tech and military-style precision to make your search a success. Who knows where’s dabbling in new recruitment ground could take you? If you’re brave enough to break away from the charmless chains of your usual routine, you’re a step closer to opening yourself up to a new source of talent.
- Get real with your referral system
If you don’t have one, now’s the time to get one. And if you do, I bet there’s loads more you could be doing to make it work better for you. A referral system doesn’t need to be a stale tool that ticks away unimaginatively in the background. Pump some fresh blood into it. We all know the benefits of having a happy and healthy RS but have you taken a look at the whole system and see if it could do with a facelift?
- Open your doors
Who doesn’t love a snoop about? An open house-type event is a great way to encourage passive and active talent to step onto your ground. This not only gives you the chance to share some real life culture and sell the big picture appeal, it also enables you to design the experience totally. Don’t get too sales-like or interview-heavy, just invite interested talent to pop in for chat, spot of lunch etc.
- Reinvent your roles
If you’re not getting the ‘right’ talent maybe it’s got something to do with your packaging and priorities? Think over the principals of your whole recruitment strategy. Are you too hung up on qualifications over skill? If so, try a new approach. Note what personal and professional attributes matter to each role and widen your net by searching by portfolio work instead of CV. Why not scour Medium and see who’s actually talking your language and representing what you aim to in the future.
- Be a content king
It’s not all about job ads and social chat you know! Candidates of all shapes and sizes hate desperation and gravitate towards authenticity and knowledge. Start a blog and put real time and effort into becoming a thought leader worth connecting with. You could host a series of webinars and offer free industry training to talented folks in the field. Get as much positive ‘you’ stuff out there as possible. It’s these avenues that promote who you are and encourage passive and active talent to reach out to you.
- Go grassroots
Talent exists offline you know. Yes it’s quicker and easier to search and engage online but is it more meaningful or useful to talent? No. Why not have a play around with some grassroots ideas? Get out there and put in personal, face-to-face time at local interest groups and community events. Put faces to names and become known for your offline efforts, it humanises your brand and appeal.
Remember fortune favours the bold, getting creative and stepping away from the usual can do awesome things for you. Aside from earning you serious culture brownie points, a new approach can endear you to the very talent you’re hunting for.
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