Innovation in Hiring Process and Stay Ahead of the Game
Just a heads up. The next time you are in for an interview and find an AI-driven robot sitting opposite you, don’t be surprised. The “innovative hiring” strategy is catching up and Artificial Intelligence is on the bucket list of the “best innovators” title yearners, looking for a significant advantage over their competitors. The reason is simple, hiring is becoming tougher every year. This means that recruiting teams are looking to innovate in their hiring process to efficiently hire the right talent. Here is a list of promising strategies that might become the trend soon, but can potentially put you ahead in the hiring race for the right software developer.
Employer branding as an area of innovation
HR is rarely seen as an innovative department. But even the smallest attempt by them can send a powerful message to the sought after software developer realm out there.
Make an authentic video:
This might not sound like a new idea but there is scope for innovation here. Many corporate branding videos are just PR generated short films, which often, fail to make any real impression. What is needed is an authentic clip that can convey the excitement at the firm. An example is McDonald’s employee generated clips where employees share their exciting stories of working in the firm. It generated a lot of buzz in the social media. You can also add short text layovers that can send out powerful messages as to how your firm is different.
Look in new places for potential candidates
Software developers are no longer endemic to LinkedIn. You need to go the extra mile.
Extend your net to niche sites:
The latest trend is to spread your messages on niche social media sites where you can target the right software developers for your firm. Amazon posting their ads on dating website Tinder and Goldman Sachs using Spotify are examples of how companies are channeling their marketing research as an innovative way to identify unique channels.
Try the remote college recruiting model:
For decades companies have been stuck with the tiring model of visiting Universities they have tied up with for recruiting new candidates. But again Nestle came up with an efficient model, now followed by Goldman Sachs and Unilever. With the remote college recruiting, you can inexpensively attract top candidates from every corner of the world.
Innovation in candidate assessment and experience
You are probably wondering why I started off with AI and haven’t said a word on it yet. Well, here we are:
Machine learning algorithms for candidate rediscovery:
In a digital world, all the thousands of resumes you collected are probably in a server, safe. Candidate rediscovery here is the process of extracting suitable candidate information, using special algorithms, from all the previous resumes for the required skills.
Siri for your candidates:
Artificial Intelligence can be programmed to give a good candidate experience by providing immediate responses to queries and constantly keeping them in the loop. This is important to maintain a positive branding of the company.
Author: Sanjana Murali
I write about Customer Success, Videos in Education, Optimization & Marketing. When the ‘creative’ muse turns down on me, you can find me with a book.