Ways to Recruit Without a Resume

If your company is becoming dissatisfied with the traditional way of hiring, where candidates submit resumes and cover letters, and then come in for interviews, you may want to try some of the new methods being used, where companies are leveraging social media and other technology platforms to get a more complete picture of job candidates.

All of these platforms enable companies to get a picture of how a candidate performs now, as opposed to looking at information about how he or she has performed in the past.

For example, some companies are now using electronic contests and games to see how creative candidates are and how they perform in real time. Not only that, the candidates get an opportunity, through doing the exercises, to learn about the problems facing the company, and how the company sees its goals and mission.

Another way in which companies are using social media is having candidates work through business challenges. Companies are asking candidates to show their skills and abilities by working through problems, or answer questions through social media, consolidating the application and interview process into one activity.

But social media also has expanded the hiring process itself for companies because in order to attract the best candidates, companies need to develop their brand through the use of social media. Companies need to show on their social media sites why job seekers would want to work at their organization, what they have to offer top-drawer professionals.

More and more companies are using performance-based inquiries in their hiring process, asking candidates to solve a business challenge, come up with an input design on a new product or service, sell an idea, or analyze some problem facing the company. These exercises are intended to show how innovative the candidate is, how well they can utilize the knowledge in their field, as well as work across disciplines.

Some companies are also incorporating competitive games in the hiring process to see how well candidates do with critical thinking, teamwork and communication.

So, in all these different ways, companies are going beyond the traditional hiring process, a process that gives only a snapshot of past performance, one that is limited in many ways and does not give a complete picture of a candidate’s abilities.

Companies are now giving candidates a more performance-based appraisal, to see how well they use their skills and abilities. Moreover, companies are looking at Google results for job candidates, checking how many Twitter followers a candidate has, and looking at the quality of the recommendations for a person on LinkedIn. This is all a way of determining how proficient the candidate is, how respected he or she is in his or her field, and what the individual has contributed.

When you need to source great candidates, call upon the recruiting expertise honed by 40 years in the staffing trenches in the Inland Empire. Call upon Arrow Staffing. We look forward to hearing from you.

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