People First Personnel

Top three creative recruitment strategies


Finding the right talent to help your organisation grow presents all recruiters with challenges. Old fashioned methods such as simply posting a job ad on various job search websites won’t always reach the ideal candidates. It is a time-consuming process that can be draining if you don’t have expert help to take care of the process.

However, there are some more creative recruitment strategies which can help you identify the best talent.

Employee Referral Programs

Introducing a employee referral program involves encouraging employees to recommend qualified people from their network for a potential role at the organisation. It can prove to be an excellent source of qualified candidates and personalities that are a good fit for the company dynamic.

You can also pair the referral program with a bonus system for employees who make successful recommendations, though you will need a system in place to track and manage all referrals made by your employees. Such a bonus system may be necessary to motivate employees to seek out and make referrals, as a common obstacle in referral programs is the employees’ lack of interest or hesitation in making a potentially unsuccessful referral.

Bonuses do not necessarily have to be financial either, as extra holidays or other rewards can be offered instead. Another motivational factor for the employee can be the offering of input on the recruitment process.

Once the employees are motivated to make referrals, there are significant advantages which can benefit the company. First of all you will have a chance to attract top talent at a much lower cost than other recruitment strategies. Second, the pool of talent widens as there may be referrals for inactive candidates who have yet to start seeking out their ideal job.

Internships, Mentorships and Job Shadowing

Internships sometimes get a bad rap due to some organisations taking advantage of them without really offering the interns a possibility of a rewarding career with the firm afterwards. However, offering internships in good faith can be an excellent way to attract some of the best up and coming talent.

Internships can also be paid as well as unpaid, and are especially useful for entry-level positions. They provide potential candidates with the opportunity to sample the experience of working at your company while you are able to evaluate their skills and potential suitability for a permanent role at the same time.

To give each intern the best possible chance of success, it is important to have a structured program in place to help them understand the expectations and career development opportunities, as well as the company culture and work ethic.

You can also introduce employee mentorship programs for new or potential hires who can learn specific roles and duties from the experienced professionals already employed. This can make them feel valued and appreciated by the top brass of the company. Alternatively, a job shadowing program can blend the best of both worlds by providing on-the-job training for a potential candidate who can observe and learn from a more experienced employee.

Networking Events and Job Fairs

If recruitment is an ongoing endeavour as your company grows then networking at job fairs and related events will help you meet potential candidates in person, not just for the right now, but for the future as well.

As well as describing the position or positions you’re looking to fill, you should be prepared to discuss your company and work culture, ambitions for the future and your organisation’s journey so far. Also bring business cards, both old school physical cards and a smart business card for those who prefer a digital version.

Depending on circumstances, you may also want to consider hosting your own networking events where you can showcase your company and the open positions in a relaxed environment that you control.

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