Three Non-Traditional Ways to Find New Candidates

Doing things the same old way leads to the same old results. Also, it represents a good way to get left behind.

When you dig yourself into the current standards – never experimenting, never introducing new elements – you doom yourself to eventual obsolescence. You strive hard not to let this happen to your products. Don’t let it happen to your hiring techniques either.

And it’s not just a concern for the future. An overreliance on traditional recruitment techniques causes an immediate problem in a time of tight labor markets. Unemployment rates are low. Workers are primed to move, looking for the best possible opportunity. You need to be nimble and creative to secure the best possible talent.

Here are three non-traditional outlets that can help you bring in unexpected talent:

Social Media

In a few years, this method might be as traditional as they come. For now, we’ll call it “soon-to-be-traditional recruitment”.

Using social media to discover and recruit talent has become a key tool for a lot of forward-looking companies. It also presents a prime opportunity to develop a strong employer brand.

However, social media recruiting still sits outside the mainstream for many companies. Slow adopters might make it a fringe element of the recruitment process, but they don’t leverage it to its fullest extent. If that’s you, you should expand your use of these techniques.

Reach out to talented people to start building relationships. Use your social media accounts as platforms to sell the company as a great place to work, hopefully drawing in potential future hires.

Cultivate a Network of Freelance Talent

Employee mobility has reached new highs. Workers are taking advantage of telecommuting opportunities and have embraced the flexibility of the gig economy.

The increased mobility makes it difficult to retain top-level talent. The best workers are easily poached by other companies.

But the new situation can also present an opportunity for you. By building a network of part-time freelance and contract employees, you give yourself additional flexibility and increase your long-term options.

Think of it as a minor league. If a freelancer is talented successful, you can create a staff position for them. If one of your full-timers leaves, you have a pre-trained, pre-screened pool of potential hires from which to choose a replacement. If a contract employee can’t get the job done, you can move on without much cost or headache.

Company-Sponsored Courses

Instead of going hunting for interesting under-the-radar talent, set some bait and let them come to you. Sponsor skill-specific courses and events to draw in interesting prospects. It allows you to build relationships and spot potential future hires.

Are you a leader in skilled trades? Sponsor a summer programming course for college kids. Do you provide marketing services? Put together a meet-and-greet for local freelance graphic designers.

The best aspect of this technique is it can give you access to young and undeveloped talent. That may sound like a chore waiting to happen. However, combined with a robust freelance program, you can help develop unexpected opportunities and build long-term loyalty.

Find Top Candidates For Your Open Job

Any company is only as good as its employees. Finding and developing top workers represents a key step in driving long-term growth. By partnering with a top-ranked recruiting service, like LaborMax, you increase your ability to bring in the best possible workforce.

Contact LaborMax today to find out more.