4 non-traditional talent acquisition strategies to optimize your recruitment pipeline

Jul 17, 2018 | Article

The hiring process doesn’t have to follow one standard workflow. In fact, some of the best hires can come from the most unexpected places.

The hiring process doesn't have to follow one standard workflow. In fact, some of the best hires can come from the most unexpected places. "The current hiring landscape across all industries is challenging," says Joel Matos, Division Manager of Beacon Hill's Pharma Division in Itasca, IL. "With a robust economy and a prospective workforce continuing to become more sophisticated, it is crucial for hiring managers and recruiters to adapt with the times and use all tools available to them, no matter how un-traditional they may seem. The strategies listed below are just a few fine examples of how one needs to break out of their comfort zone in order to reach top talent in this ever changing landscape." As you look for talent to fill your candidate pool, consider these four outside-the-box talent sourcing strategies.

1. SlideShare via LinkedIn

SlideShare represents an amazing resource full of expert advice, research and learning opportunities. Importantly, SlideShare is searchable. Hiring managers can search for keywords related to an open position and immediately see a list of experts on that subject. Then, they can click on each expert's name to see their LinkedIn profile. In this way, hiring managers can identify top experts, determine which might be in a position to change jobs and start building a relationship via the LinkedIn messaging feature.

For example, let's say you want to hire a sales representative with B2B experience. You could search SlideShare for presentations on B2B sales best practices. Once you've determined which presentations offer the most value, you can reach out to the presenters and determine which professionals would add the most value to your organization.

2. Offer a free course

If you're hiring for a highly skilled position such as a developer or engineer, you want to know each candidate's skill level before making a hiring decision. Here's the problem: In the traditional hiring paradigm, hiring managers aren't able to assess candidate skills until late in the process - typically after individuals apply and participate in a phone interview. This method wastes resources by considering talent that ultimately doesn't fit into the organization.

An easier way to assess talent is to see it in action before you even broach the subject of hiring. For example, if you wanted to hire an engineer, you could offer a course on a specific - and relevant - engineering topic. Then, you can assess each student's skills in a real-world environment. The benefits are twofold: Your organization is seen as a thought leader and you get to assess candidates before they even know they're actually candidates.

Sourcing talent from a neutral setting helps hiring managers see how potential recruits act in their current role.

3. In the wild

Qualified candidates are all around you almost anywhere you go. As you go about your daily life, you likely encounter people who impress you with their skills and demeanor. It could be the sales representative who helps you at the store, the receptionist who checks you into a hotel or the maintenance professional who visits your home.

"Making connections with clients, candidates, and industry professionals over time has proven to be key to our success at Beacon Hill," says Michael Pickens, Division Director of Beacon Hill's Financial Division in Chicago. "Because of our tenure in our respective markets, we've had the time to build long-term relationships, as well as make a lot of connections in our region. The more people you meet, the more networks you are afforded access to. Just this week, I interviewed someone who was referred to me by a co-worker who took a yoga class with her. You never know how your connections will pay off!"

Anytime someone with skills relevant to your organization impresses you, ask for their contact information, such as their email or LinkedIn profile. Then, you can connect with them later and ask if they're interested in switching jobs. You already know they're capable and you've seen that another organization has vetted their ability to perform. If you can offer them something their current employer won't or can't, you may be able to convince them to join your company.

4. AI-powered algorithms

Artificial intelligence is changing our world in a number of ways. In the hiring space, AI has the potential to help hiring managers discover and foster relationships with talented professionals. According to Forbes contributor and Talenya CEO Gal Almog, AI is already changing the way HR sources talent. Almog noted that AI can help recruiters develop better job descriptions, search for passive candidates and decrease time-to-hire.

AI, in its current form, is not a replacement recruiting strategy, but rather a tool to optimize an existing hiring program. AI technology can perform tedious tasks automatically, freeing up hiring managers to spend more time speaking with candidates.

These days, hiring is complicated. To learn more about how to optimize hiring at your organization, speak with an expert consultant at Beacon Hill Staffing Group today.

This content is brought to you by the Marketing Team at Beacon Hill Staffing Group.

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