“We spent a ton of money on Indeed ads, which was a total waste!”
Yep. We’ve heard that a few times.
Clients frequently come to my team frustrated because their traditional job postings are drawing low-quality applicants who seem like they didn’t even read the job description. In a market where mass-posting openings to job boards is the norm, you have to do more if you want to connect with high-quality candidates.
Here are some unique recruitment campaign ideas that will help you connect with great talent. Adding some of these to your existing campaign is a great way to attract higher-quality, relevant candidates.
1. Custom video messages
My recruiters have seen how powerful targeted candidate outreach on LinkedIn can be. Take those messages one step further by recording a personalized video introduction for each candidate. This isn’t hard to do–just create a script (a tool like ChatGPT can help you out) and leave blank spots to fill in specific candidate details like their name and which qualifications caught your eye. Create a list of candidates you want to approach, then make a recording for each one.
Yes, recording personalized video introductions takes more time than sending automated messages, which may not be right for every situation. However, it can really pay off for high-value roles like key operational functions and management positions. Plus, you can bet your competitors aren’t doing it.
Related: How to Use Video as an Innovative Recruitment Strategy
2. Interactive Q&A’s
Now more than ever, candidates crave convenience. Getting dressed, driving to a recruiting event, and walking around talking to a bunch of people is a lot of work and a big hurdle to getting prospective applicants to commit. Instead, lower the barrier to entry and expand your reach by holding a virtual Q&A.
Use a platform like Zoom, Instagram Live, or LinkedIn Events to host a live discussion about your open positions. This allows candidates to ask questions and get a feel for your culture while making your organization seem approachable. The best part is they can take part from their living room–or anywhere else with an internet connection.
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3. Networking with a twist
Put a twist on exhausting, conventional recruiting events by adding an activity or theme. In addition to inviting candidates you’re already talking to, enlist employees to invite their friends. Trivia networking night at a popular local restaurant was a big hit for one of our clients. Another company we work with does a recurring taco Tuesday type event that’s open to candidates and industry professionals alike. Try to think outside the box.
4. Niche communities
When you post jobs on platforms like LinkedIn and Indeed, you’re casting a wide net. The problem is, that net is often too wide, and 90% of the people you reach won’t be a match for your job (but a lot of them will apply anyway).
You can still use online platforms to connect with applicants; the solution is to narrow your focus. Choose communities that cater to a niche audience, like Stack Overflow for developers, AngelList for people with startup experience, and Dribble for creatives like graphic designers. You can also tap communities that cater to specific demographic groups, like Women in STEM or Black Girls Code.
In addition to helping you reach the right audience, targeting these groups will help you get in front of passive job seekers who might not be actively searching for a new position.
5. Social media outreach
Engage with candidates using polls and open-ended questions on social media. Situational questions, which ask candidates how they’d behave in a specific scenario, are also highly effective interview tools. Incorporate them into your recruitment campaigns by gamifying the application process.
Pose a challenge to viewers of your job posting that mirrors the one they’d encounter on a real day on the job. Present different options for how to solve it, each leading to a different outcome. It’s job application meets choose your own adventure that not only makes the candidate experience more engaging but helps you screen prospective applicants.
6. Internship pipeline
As we brainstormed creative ways to help one of our financial clients reach more entry-level workers, we realized they lacked a critical recruitment tool: an internship program. Internship programs are a direct pipeline feeding talented young workers into your organization where they can grow and advance. If you don’t have one, you’re missing out on a huge opportunity to connect with an ambitious set of applicants.
After consulting with us and leveraging some of our connections at local colleges to spread the word, our client established an internship program and onboarded its first class of recruits. At the end of the semester, they were able to hire several talented participants into full-time roles.
Related: Benefits of Using Internships as a Recruiting Tool
7. Supercharge referrals
We always say that employee referrals are the most effective recruiting channel. But are you making it worthwhile for your employees? Spicy up the incentives to give your referral program a boost.
Cash is a great place to start if you’re not currently offering any referral incentives. In addition to cash, add appealing perks employees can get excited about, like tickets to sporting events and concerts, spa treatments, and extra PTO.
8. Programmatic advertising
You know how you look up a product and then start seeing ads for it everywhere? That’s programmatic advertising, and it’s not just for consumer goods. You can use programmatic advertising to target highly specific groups of job seekers across channels, including websites, social media platforms, and their favorite apps.
Programmatic advertising used to be reserved for those who could afford expensive ad managers. Still, today, it’s accessible to anyone via cloud-based programs like Google Ad Manager or Adobe Advertising Cloud.
9. Microsites
A microsite is a small, standalone webpage focusing on a niche topic. It may be connected to a company’s main website but usually has its own domain. You can use a microsite to offer candidates an in-depth look at your values or benefits, like your commitment to the environment or flexible work policies. You can create an entire campaign around it, with social media posts, targeted ads, and even physical marketing materials like brochures with a QR code driving traffic to the site.
10. Virtual tour
If you have a great office, consider appealing to candidates by offering a virtual tour of your facility. Show candidates where they’d be working, highlight features like an onsite gym or cafeteria, and feature testimonials from happy employees about their day-to-day experience. Not only does this add a human element to your recruiting, but it also positions in-office work in a positive light.
Connecting with high-quality applicants requires innovation, focus, and a willingness to try different things. Embracing personalization and creativity will help you create campaigns that resonate with the type of candidates you want to attract and filter out the rest, making your job easier and helping you hire more effectively.
Tailored Recruiting Campaigns to Achieve Your Goals
If you’re still stuck and looking for ideas to find better talent, reach out to our team. No two companies are alike, so we build customized recruiting strategies for every client. When you partner with us, you’ll tap into two decades of diverse hiring expertise covering industries from marketing and customer service to government and healthcare and beyond.
Learn why we’re consistently named among the best staffing firms in America by contacting us today.
