Social Media

Job seeker creates video resume for potential employer

6 Creative Recruiting Ideas to Get More Applicants — No Job Boards Required

6 Creative Recruiting Ideas to Get More Applicants — No Job Boards Required 1016 528 Sprockets

With a near record-breaking number of current job openings sitting at 11.5 million, employers across the country are still struggling to recruit the right applicants. Posting to job boards can be time-consuming and ineffective at targeting the type of hire you need. It’s time to get creative with your recruiting ideas. Learn how to leverage social media for recruitment, utilize your current resources, and more to build strong, successful teams. 

6 Creative Ways to Recruit Employees 

1. Social Media Recruiting

If you’re wondering how to leverage social media for recruitmentdon’t worry — it’s easier than you think! First, it’s important to recognize that Gen Z is expected to be the largest generation by 2023, consisting of 74 million people. If you want to attract these individuals to your business, you need to cater to their interests. So, where does this tech-savvy generation go to get their information? Social media. 

You’re probably already posting job openings on LinkedIn, but have you thought about Facebook, Twitter, Instagram, or even TikTok? With over one billion users just in the United States, 60% of TikTokers are Gen Zers. In fact, top brands like Chipotle and Target have even started TikTok hiring, a recruitment method where applicants can create a video instead of submitting a resume. This gives job seekers a chance to highlight why they’d be a good fit while showcasing their personalities. Social media recruitment is free and easy, so why not give it a try?

Suggested Reading: 

The Essential Guide to Attracting Hourly Workers

2. Conduct Walk-In Interviews

Your next hire could be the customer that just ordered a cheeseburger and fries — you never know! This creative recruiting idea can involve as much or as little effort as you’d like. And, walk-in interviews are great ways to gauge your applicants’ verbal communication skills which you are unable to see on a resume or cover letter. All you need to do is set up an informational table with current job openings and have an employee (or yourself) greet people as they walk through the door. Be prepared to conduct a few interviews to find your next top performer. 

3. Promote Current Employees

Not only is promoting internal hires a creative way to retain employees, but it shows your team you value (and reward) their hard work. Remember, employees don’t just want jobs — they want careers. Promoting your internal hires can lead to an increase in employee morale and even retention. There’s less risk, too, since you already know what their work ethic is like. Internal hires also have a shorter ramp-up time than external ones since they are familiar with your company. A study by Wharton even found that external hires underperform compared to internal ones in the first two years! 

4. Implement Employee Referral Programs

If you’re looking for a creative way to recruit employees while cutting hiring costs, we’d highly suggest implementing an employee referral program. It takes less time and costs less than the traditional hiring process! Current employees can refer someone who they think would be a perfect fit — bonus points if you reward employees who refer someone who stays longer than 90 days. 

A recent study found that employees hired with a referral program stayed longer than external hires. In fact, 56% of employee referrals stayed at their current role for five or more years. This can partially be attributed to the fact that referred employees already know at least one person in the company.

5. Establish Re-Engagement Campaigns

Life happens, and sometimes all people need is a nudge in the right direction. Consider reconnecting with past applicants to fill your open positions. Although some individuals may have already found another opportunity, there are plenty of job seekers still searching. If you hire with Sprockets, the platform will even send applicants your current job openings so that they can fill out the application right on their phones. (It’s that easy!)

6. Predict Applicant Success With Sprockets

This innovative hiring solution is both the answer to your recruitment challenges and a creative way to retain employees. Our simple red-yellow-green scoring system instantly reveals which potential hires will succeed and stay long-term like your current top-performing employees. Trusted by top brands like Taco Bell and Chick-fil-A, Sprockets is proven to help businesses hire 37% faster — that’s three hours you’d get back in your workday! — so owners and operators can focus on daily operations.

Someone on a computer and text reading "Social Media Recruiting: 4 Tips to Grab Gen Z's Attention"

Social Media Recruiting: 4 Tips to Grab Gen Z’s Attention

Social Media Recruiting: 4 Tips to Grab Gen Z’s Attention 1016 528 Sprockets

Did you know that Gen Zs and Millennials made up 75 percent of the restaurant workforce in 2020? That number will only grow larger as time goes on, and businesses must adapt their recruiting practices to attract high-quality employees. It’s no secret that technology has been a defining factor of these generations, which means owners and operators should embrace innovative ideas and use new outlets to grab their attention.

It’s time to add a social media recruiting strategy to your hiring process. It’s alright if you’re not tech-savvy — we’ll explain everything you need to know to recruit Gen Z workers on social media platforms.

You can also add the power of Sprockets, an AI-powered platform that augments sourcing with free job postings and predicts which applicants will succeed like your best employees.

4 RECOMMENDATIONS FOR DESIGNING YOUR SOCIAL MEDIA RECRUITMENT STRATEGY

1. Know Your Needs

Before you start messaging all your social media followers with private messages about how great your job opportunities are, take a moment and assess the situation. What job openings do you have? Where are you in the hiring process? Are you looking for someone to create their own position? What skill sets would you like a potential employee to possess? What is your company culture like, and what personality traits would enable a candidate to mesh well with the current team? Defining your purpose in hiring will give you an ample idea of who you are seeking and what that person must bring to the table.

If you are bent on sending out private messages for social recruiting, look through your top commenters. What kinds of engagement do they offer? Are they helpful to other customers? Do they care about your brand as you do? What types of hobbies do they have, according to the content they post?

Learn about the content your consumers engage with. If someone seems like a good fit from there, reach out.

2. Get Creative

If you plan to use social media for the recruitment of Gen Zs and Millennials, then you need to create content that will resonate and inspire them to take action. Creating and sharing blog posts that answer niche questions (like this one) can be particularly effective for engaging people in your target demographic.

You can also create posts on various social media platforms, such as Facebook and LinkedIn, asking fun questions that would capture the interest of your audience. There doesn’t need to be an actual correct answer to your question; simply seeing how people’s minds work is a great way to identify high-quality candidates.

Don’t forget about Instagram, especially when it comes to Gen Zs and Millennials. Consider holding a photo contest. Encourage your followers to come up with a unique photo and creative tagline related to your business. Or, if you’re looking for a new designer to join your team, give them some basic guidelines and see what they come up with for a design contest. (Make sure you ask all participants to tag your business account and use a particular hashtag!) You can give as many or as few details as you want. While you won’t be able to legally use the results in your marketing — unless you onboard the winner — you will get a great look at your talent pool.

3.  Be Consistent

To effectively execute a social media recruitment strategy, it’s essential to maintain a consistent presence online with your company’s accounts. This tells people that you’re easy to reach, you’ll respond in a timely manner, and you value a strong work ethic.

Consider scheduling several posts at once that will be published on a regular, weekly timeline to make things easier for yourself. Pay particular attention to your audience insights on each social media platform so that your posts go live at ideal times to reach your target demographic. You can even come up with a simple social media calendar to plan posts more effectively.

Using a wide range of media is also fantastic for reaching different people. Some individuals are visual learners who love infographics. Others are audio learners, so podcasts are great. Utilize a variety of media to engage your followers on multiple platforms, allowing them the luxury to choose when, how, and what they want to learn.

4. Choose the Right Channels

Every social media platform reaches different demographics and has different innate purposes. LinkedIn is an excellent platform for recruiting and job seekers. Here, you’ll find candidates actively looking for work and passive candidates willing to take a better offer. Instagram is typically where Millennials and Gen Z-ers go to check out more visual, fun messages. Twitter is mainly about news headlines and trending hashtags. This is a fantastic place for your polls and quippy questions. Lastly, Facebook has become the world’s largest address book. You can find almost everyone on Facebook (but don’t expect Gen Z to spend much time scrolling through their feeds — they’re more inclined to be on Instagram). Simply put, knowing what each social media site is designed for helps you maximize marketing efforts for your job opportunity.

Ultimately, recruiting online takes research, just like any other form of marketing. However, social media — at its core — is meant to be fun and relaxing. Enjoy the questions you ask and the comments you interact with. At the end of the day, you want to mesh well with your next hire.

Source and Screen the Ideal Applicants With Sprockets

A woman showing a laptop screen of the Sprockets hiring platformIn addition to social media recruiting, you can upgrade your hiring process with the power of Sprockets! Our user-friendly platform augments sourcing efforts with free job postings and virtual recruiters while ensuring you hire the ideal applicants every time. It creates a success profile based on your top performers and matches candidates against this benchmark, helping you make better hiring decisions and improve employee retention. Users see a 43% increase in 90-day retention, on average!

Schedule a free demo to start finding the best applicants for your business!

A man updating his LinkedIn profile

Why It’s Time to Update your LinkedIn Profile

Why It’s Time to Update your LinkedIn Profile 2048 1365 Sprockets

We’ve known it for a while… the recruitment landscape is changing. But how do you make sure your application isn’t overlooked in this increasingly digital age? Here are a few tips for ensuring your LinkedIn profile is more attractive to hiring professionals.

The Data is Greater

LinkedIn has become a useful tool for submitting applications. Every day, more and more recruiters enable the “apply with LinkedIn” function. This is a great tool for both participants and recruiters, as many applicant tracking systems (ATS) can now parse your LinkedIn profile far easier than your beautiful PDF resume. Despite the bad press, AI is an incredible tool for recruiters and candidates alike, as it allows time to be saved for the richer aspects of recruitment, such as interviews. In this sense it is far more advisable to update your LinkedIn profile than to spend hours on individual applications. In order for your profile to be parsed most effectively, make sure your education and experience sections are descriptive, clear and complete. Finally, always double check your application before submitting, as formatting such as bullets are not always correctly processed.

Just Ask Google

Checking a candidate’s digital footprint has become an early step in a company’s recruitment process, sometimes before (or even in place of) the cover letter and application you’ve so lovingly put together. A hiring manager knows what skills and experience they’re looking for, so running your name through Google is often the quickest way for them to fact check their list of requirements against one of the first things that comes up; your LinkedIn profile. Make the best impression by presenting a profile that is up-to-date, complete and keyword rich, ideally using industry specific terms that occur in the job postings and descriptions you are applying for. Deliberately utilize your headline and summary to reflect your key strengths and experience, and equally weight your sections to build your image as a well-rounded character. Recommendations and endorsements are the icing on the cake!

Afraid of Commitment?

Did you know that the average resignation can cost an employer up to $30,000? Astute recruiters are therefore looking for indicators of employee engagement. Indicators include: length of service in roles, gaps in employment, and commitment to a certain industry. This information should be readily available on your resume, and should match your LinkedIn profile. It is also important to note that ‘going digital’ is now the norm for even the most tech-free of roles. More and more companies are implementing employee engagement programs, encouraging employees to share job postings on their LinkedIn pages, and issuing guidance on how to align bios, photos, and company descriptions. Present yourself as an engaged employee by using your account to engage in regular, positive activities, both with your employer, and with the wider LinkedIn network.

Big Brother is Watching…

Recruiters often have huge numbers of LinkedIn connections, and many use the network daily to source candidates. The likelihood that you have a connection in common is therefore extremely high, which can definitely work in your favor. Compare a quick InMail to the traditional route of reference checking; in a world where recruiters are judged on ‘time to hire’, shortcuts such as this are great. Whether you are initiating a job search or not, make an effort to continually increase your network by making connections that are appropriate, credible, and relevant wherever possible. Your future self will thank you in the long run! Better still, encourage past and present colleagues to provide you with recommendations that support your highlighted skills. Consider offering recommendations to others to get yourself off to a flying start.

Just Be Yourself

In summary, a great LinkedIn profile should have a purposefully created aesthetic and thoughtfully built-out sections. Make sure you use a congruent voice/tone, and ideally, employ a well-developed career narrative throughout. Your LinkedIn profile represents your personal brand and should therefore receive as much care and attention as your resume; always make sure to update them both in tandem! Ultimately though, your profile should be an accurate depiction of who you really are, conveying your strengths, experience and purpose as an individual. Recruiters want to match the right people to the right positions; your LinkedIn profile should therefore be setting the foundation for your future success.