It is obvious how precious to the company are the employees who are engaged in its activities and development. How to identify and find them and encourage to take part in the recruitment process? It is a question which bothers all the recruitment specialists who more and more often use the creative methods that even the best marketing agencies would not to be ashamed of.
Creative recruitment? Let’s check who had managed to make a fuss.
THE BILLBOARD
The companies in the IT sector due to the constantly rising demand and the lack of specialists on the market, particularly have to draw the attention of the potential candidates. One of the Polish IT companies in Łódź, when building its new IT centre, was forced to encourage the programmers to take part in the recruitment process. They put up the billboards with the question “Do you know Java” and the telephone number. If you phoned you could get to know more about the company and express your interest in joining it. The idea was not only creative but also perfectly defined the target group and everyone who answered “yes” to the above mentioned question was encouraged to pick up the receiver.
THE SANDWICH
One of the companies specializing in IT outsourcing took advantage of the unusual way of getting the candidates – the company which was emerging on the Polish market decided to take adventurous steps and adopted snow leopards from the Cracow’s zoo and then decided to hunt for the IT specialists. Charming hostesses were handing out the sandwiches next to one of the biggest IT company’s building. The delicious and free of charge breakfast had a sticker with the company’s logo which directed to the employer’s website with the current job offers. The idea aroused controversy, especially when taking the ethical point of view but it was effective.
I almost forgot. The snow leopards’ names were Luxi and Honzi 🙂
THE GAME
The searching for the front-end developer for one of the Danish agencies turned out a real challenge. A small number of applications and the lack of the appropriate candidate. The ideal person had to spend a few hours every week playing on-line. The game Team Fortress 2 was used and in its world the information about the recruitment was put. Then, the best players were selected and the team Codewarriors was created, in which apart form the potential candidates, the recruiters appeared. The effect? Fifty applications and the recruitment process ended with a success.
THE GAME BUT IN A DIFFERENT WAY
The television broadcast encouraging to take part in the recruitment process slowly becomes the standard, especially when the company is broadening their activities on the new markets. A step forward was made by the CV Project Red company which specializes in creating computer games. When the company was looking for the marketing director, in 2011 it announced the release of the new game titled “Marketing Director II” and described it as “the most advanced real time strategy”. The person on this post had duties in the form of the tasks to do in the game and the participation in the game was awarded a salary. At the end of the TV advert which was prepared exactly in the same manner as the announcement of the new computer game, the information about sending the application appeared. Taking the ideal marketing director’s profile into consideration, the idea was ingenious.
The conclusions? If the job adds do not guarantee a satisfactory number of applications and the remaining methods do not bring the measurable results, we need to use our imagination and become marketing people and make the potential candidates apply to our company. Especially when the start up companies are concerned because they have considerably smaller chances than the reputed companies with a well-grounded position on the market. As you can see, the application of the creative methods for the candidate’s acquirement is not that difficult, brings effects and guarantees that the unusual recruitment carried out by us would be a great element of employer branding.
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