If your potential employees are active snapchat users, then you need to engage with them on snapchat. Likewise, if they spend a lot of time watching sports, extend your adwords display campaign to include ads for your openings on espn.Com.
If you are recruiting young men, a youtube promoted video campaign will net more applicants than a post on a job board.
If you are looking to hire women with an artistic flare, pinterest is the place to interact and share your job openings.
Phone calls seem to have become a lost art, but personal communication is extremely valuable. Expand this to include skype calls and interviews when in-person interviews are challenging. Listening to their tone, inflection, and reading body language will help you make the best decision on hiring.
After reading through the list, choose one or two new ideas and test them with your next employee recruitment campaign. I’d love your feedback on how they work for you.
Imagery in social media on websites and even your careers page
Will create a much greater impact than posts that only include text. While static images are better than straight text, video is best.
Use facebook live. Walk around the office or shop, interview current employees (have this pre-scripted so you know what they are going to say), or chat with the president.
Show a behind the scenes look at your phone lists organization; feature key employees that have been with the company for a while and let them share why they chose your company. Highlight a day in the life for the position that is difficult to fill; allow the candidate to get comfortable with the requirements of the job.
Your culture matters
You must talk about more than the job requirements and standard benefits. What does your company do for its employees? What opportunities for growth (personal and professional) are available for your staff? How do you give back to the community.
Your careers page should sell your organization first and list open positions second
Most job searches occur on mobile devices. Keep this in mind when developing your careers page, choosing content, and deciding on the India Lead mandatory fields for each form. Keep the content light, entertaining, and clean. Forms should be minimal, with only the required information at the beginning. Consider offering a text to apply option if you are trying to recruit younger, less professional positions.
Communicate in ways that they natively communicate
If you are looking for employees that are younger than 30, expand you communication to include text messaging. Allow them to text you for additional information. Use texts to schedule the interview and follow up. While this may feel unprofessional to any of us over the age of 30, it is the norm for our younger counterparts.
Likewise, if you are recruiting for a professional position on an executive team, email and linkedin messages are the expectation. Ensure your messages are polished and reflect the position you are hiring for.