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Chapter #4 | Roll Up! Roll Up! Recruiting now!

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Identify and implement competitive attraction and retention strategies Utilise technology to support recruitment processes Identify techniques for selecting candidates using technological resources to support skills assessments

Maybe you’re looking at it the wrong way. You want the punters to roll up, roll up but you haven’t changed your acts in years. And some of your best acts have done a runner (like the contortionist – she’s now happily married to the sailor guy and lives in Kansas). What happened? You’ve tried attracting some new talent but you can’t seem to quite get what you want. Maybe it’s not the talent but your old hat ways of getting them. A piece of paper slapped on a telephone pole titled ‘Circus Performers Wanted’ isn’t really going to cut it these days, is it? Have you bothered to ask your acrobats if they know any other acrobats or maybe you just need to move into the 21st century and check out the talent online?

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With so many reports of skills shortages these days, it’s important to stay ahead by offering what your talent wants. If you haven’t been paying attention, here’s a mix of activities your competition is out there doing to steal your talent from you.

FINDING TALENT

KEEPING ON TOP OF TRENDS

SELECTING RECRUITMENT STRATEGIES

Communicate your EVP and company culture

Improvements in quality and quantity of candidates

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Attracting the best passive job seekers by defining your mission, vision and values

Evaluate culture fit. Evaluate candidates through the lens of their social media profiles.

Post positions targeted to industry groups or individuals

‘Social recruiting’ involves leveraging a variety of social media tools to recruit talent. There’s no doubting that social recruiting is on the map. As technology has changed and become more accessible, so to has our need for access to information and the way we seek and deliver it. Social media injects old school recruitment networking techniques into modern technological networks. These days you can even find websites that are designed to match employers with talent. Above that, employers are taking advantage of social media websites with public profiles before candidates them to get a better idea of their character traits. The trick is to maximise your mix of social, using the right platforms for the right purpose.

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Who knew that all those hours sitting playing Candy Crush could actually be developing skills rather than just wasting hours of our lives. There have long been discussions around the psychology of ‘gaming’. Benefits like a sense of pride from completing a level or task, or developing strategy and planning skills come out as the play gets more entrenched in the game. So what does all of this mean to recruitment? Well, game designers have seen the potential to assist employers in their drive to improve their success rate and decision making quality. And while it may seem an expensive and time consuming activity to incorporate into your strategy, consider the cost benefit of better recruiting practices.

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LinkedIn Professional experience Length of previous work tenure Specific skills Skills recommendations

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Facebook & Twitter Culture fitIndustry related postsProfessional experienceCommunication skills

Twitter Showcase Employer BrandPost jobsGenerate employment referrals

Facebook Showcase Employer BrandGenerate employment referralsPost jobs

Besides vetting candidates pre and post interviews, here are the top 3 reasons to use the big 3.

LinkedIn Search for candidatesContact candidatesKeep tabs on potential candidates

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A successful game is one that allows candidates to get a taste for what the job is really like. It’s also one that allows you to attract candidates that would potentially not have considered applying in the first place. Hiring strategist and owner of job advertising business Jobgram, Paul Jacobs says that the game itself does not have to be a job replication, but does need to give you an idea of what you’re in for if you get a particular job. Jacobs says that games themselves are not new in the recruitment process, but that the way we use them is definitely shifting. Previously, games were developed to be played once, but now it’s about creating a ‘viral’ experience where there is real competition, a chance of failure, and an addictive nature to them. Gamification doesn’t have to be expensive. For most it’s about keeping it simple. Use it to increase brand awareness and build a community, to achieve the ultimate reward; more and better quality applicants. Let’s take a look at some examples in action.

Got millions to spend on creating games? No me either, but the US Defence Department did and they used it to create the America’s Army Proving Ground. This game has become one of the world’s most effective recruitment tools with 28% of players clicking through to look at job opportunities.

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Google Code Jam is an international programming competition hosted and administered by Google. The competition began in 2003 as a means to identify top engineering talent for potential employment at Google. The aim is for participants to compete against each other to solve a set of algorithmic problems in a fixed amount of time.

The Facebook Hacker Cup is an annual worldwide programming competition where hackers compete against each other for fame, fortune, glory and a shot at the coveted Hacker Cup. Facebook says, ‘...hacking is core to how we build at Facebook. Whether we’re building a prototype for a major product like Timeline at a Hackathon, creating a smarter search algorithm, or tearing down walls at our new headquarters, we’re always hacking to find better ways to solve problems.’ In the Hacker Cup, programmers from around the world will be judged on accuracy and speed as they race to solve algorithmic problems to advance through up to five rounds of programming challenges.

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Revelian promote themselves as ‘The People Analytics Company’ using unique psychometric tests, games and communications analytics for better people decisions. In their game, Theme Park Hero, candidates play the role of a park manager, who has to make sure that the park operates effectively and solve any problems that arise. During the day, they need to perform several different tasks, including popping balloons for charity at a special event, constructing and planning a new water park feature, and even fixing broken rollercoasters. Revelian uses it’s game to draw immerse test-takers into the activity while subtly capturing a complex mix of data to understanding a person’s job skills from how well they play.

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Looking for more around social recruiting, check out the 2014 Jobvite Social Recruiting survey here.

Congrats on getting through your unit to this point! So what have you done in this chapter? Well you've:Identified competitive attraction and retention strategies that you can implementLooked at how you can utilise technology to support recruitment processesIdentified techniques for selecting candidates using technological resources to support skills assessmentsSo what now? We recommend you put into practice some of the new skills, techniques and principles you’ve just learned. This is the best way we know, to ensure you know what you need to be successful on your journey – know what we mean? Now, let’s get into the next chapter!

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