Recruiting the right people for your vacancies is a critically important business.
Think how much time and effort it’s taken to get to the position where you’re able to tell the world about your vacancies. You’ve had to:
- form a clear idea in your mind about role specifics and requirements
- get approval to recruit from senior managers
- agree recruitment spending budgets and salary range
- write job descriptions
- get your colleagues on board with the idea that you need to introduce new people to the team
- brief HR on they type of candidates you’re interested in attracting – and which ones they should disregard
- plan in significant blocks of time that will allow you to follow the recruitment process through properly
So, having gone through all that, you now want to entice and shortlist the best potential candidates before selecting the perfect choice(s).
What’s the best way to do that?
Will the standard old methods devised long ago give you proper insight into candidate capabilities and suitability? We doubt it.
But there are creative tests you can use that will really tell you all you need to make clear and informed recruitment decisions.
Read on to find out what some of them are!
What’s Their Elevator Pitch?
An elevator pitch is a quick synopsis of a candidate’s background, qualities and experience.
The reason it’s called an elevator pitch is that it should be short enough to present during a brief elevator ride.
So, why not ask potential candidates to send in quick written elevator pitches as an alternative to long-winded cover letters that you’ll probably never get around to reading properly?
You’ll get to see if they can present themselves as viable candidates in a succinct and sparky manner. And you can discard those that fail in this task. ‘Brevity is the soul of wit’, and all that.
Get Them To Send In A Video
Remember the video Elle Woods sends the Harvard Law School acceptance panel in Legally Blonde to prompt them into an (ahem…) ‘informed’ (but definitely inspired!) decision?
While the idea of getting job candidates to send in videos where they tell companies about themselves and their suitability for a specific vacancy isn’t new, it’s definitely under-utilised.
For starters, it challenges candidates to be resourceful. How are they going to record the video? Will they get around any technology or security issues your organisation’s IT systems might throw up without panicking?
Secondly, this is going to be an opportunity to see how the candidate presents themselves. First impressions count for so much; even in a recorded video. Do they dress the part? Are they as assured as they sounded on their CV? Do they seem like someone you and your team would get along with?
And then there’s the content itself, of course. Have they put the effort in? Have they been creative? Are the messages they’re trying to get across clear and compelling?
Are Your Candidates Good Team Players?
Typical and traditional one-candidate interviews don’t always tell you the full story about a candidate. Sure, they can talk the talk, but can they walk it?
Collaboration and good teamwork are at the heart of any high performing modern team, and it’s not always easy to tell whether candidates are actually good team players until you’ve seen them take part in team activities.
And that’s why we’d encourage organisations to think about getting candidates in together to take on creative teamwork tasks.
Tasks could include something as simple as the classic ‘build a tower using just uncooked spaghetti and marshmallows’ or create a town out of lego.
Or, perhaps something more directly related to the roles they’re in the running for, such as coming up with a new product or tackling a customer service issue.
Any way you look at it, as the person or team recruiting for the role(s), you’re going to get to observe how well they work as part of a team, whether they’re good problem solvers – and whether they’re likely to rub people up the wrong way!
Do They Have The Right Technical Skills?
It’s all very well candidates listing or describing their skills and experience on a CV, but can they really do the things they say they can do?
In short, do they actually have the right skills for the job, or are they just trying to pull the wool over your eyes?
The best way to find out is to put them to the test as part of the interview process. If you’ve seen the skills test in TV’ s Masterchef: The Professionals, you’ll know what we’re getting at.
For example, if your candidate is applying for a technical role, why not see how good they are at problem-solving by setting up some flawed equipment or a piece of tech and get them to fix it within a fixed time limit?
When they’ve finished, ask them to explain how and why they did what they did, to give you an idea of how good they are communicating.
How Passionate Are They?
Passion and a real love of what they do are the marks of a really good candidate. So, why not set them tasks that inspire them to really communicate those things.
For instance, if they’re going for an event planner role, get them to plan out an imagined event.
If they’re project management candidates, ask them to tell you how they will roll out and manage a project from start-to-finish.
If they’re a marketer, give them the freedom to come up with great new ideas that will elevate your brand and its communication channels to new levels.
Whatever task you give them, make sure it doesn’t just restrict them to dry technical details – get them to show the love for their intended role and your business.
Getting Recruitment Right Every Time
At Recruitrite, we pride ourselves on being truly valuable recruitment partners to our clients.
That means that we will go the extra mile to give you what you need to secure the very best candidates in a timely and cost-effective manner.
So, if you’re short of experience when it comes to creative new ways of recruiting talent to your organisation, we’ll support you and offer our expert guidance every step of the way.
Ultimately, our goal is to get the right people into the right roles with the right companies – and we won’t rest until we’ve achieved that goal!