Extreme recruiting, also known as guerrilla recruiting, involves tactics not usually used by traditional recruiting methods. Often, extreme recruiting is done to differentiate a company’s recruiting efforts from its competitors. Depending on the company, extreme recruiting methods can include various activities designed to grab the attention of potential candidates and invite them to explore employment opportunities.
A typical example of extreme recruiting is using unconventional transportation to recruit new employees. This technique often involves riding camels around college campuses and singling out potential candidates to discuss the benefits of working for the business. Another example of extreme recruiting is taking over a subway car with branding and buskers as company representatives spread the message about potential opportunities.
Extreme recruiting could also involve setting up an engaging stand with a roundtable event. This allows potential candidates to get to know the company, ask questions, and submit resumes. Different company representatives may also be present to offer a glimpse into the company and discuss their experiences.
In the digital world, extreme recruiting could come in the form of sponsoring hackathons, suggesting innovative solutions to problems, or hosting IoT hackathons. Company representatives may also connect with potential employees on LinkedIn by providing thoughtful and meaningful advice to job seekers.
Whatever the technique, extreme recruiting has excellent potential to provide unique and eye-catching experiences for potential candidates. An extreme recruitment approach may increase companies’ chances of finding workers with specific skills and the right fit for their culture. A well-thought-out extreme recruiting campaign can provide an outstanding first impression of the company to applicants while also conveying the company’s values, culture, and mission. Inc made a list of companies that are making an impact that you can check out here.
Extreme recruiting strategies
1. Utilize Word-of-Mouth Referrals: Word-of-mouth referrals are often a great source of finding new candidates. Ask your colleagues, followers, and friends to refer people who may be interested in the position. Encourage them to spread the word and give them a reward, such as a discount or similar incentive.
2. Engage Local Universities: Universities can be a great source of finding great candidates. Arrange events on campus to target potential candidates, such as info sessions or join in student job fairs. You can also participate in internship programs to give graduate students real-world experience and potentially a job offer.
3. Host a Job Shadowing Program: Offer job shadowing opportunities to prospective candidates looking for an inside look at the company. Give them an opportunity to work one-on-one with a manager or leader in their desired field.
4. Develop Fun and Engaging Content Strategies: Establish creative campaigns or initiatives that spark the interest of potential candidates. For example, create fun videos or virtual tours of the workplace and reach out to potential candidates directly through social media.
5. Make Use of Social Media: Make use of social media platforms such as Twitter, LinkedIn, and YouTube to search for candidates and promote job openings. Reach out to potential candidates directly and follow job applicant trends.
6. Develop a Dedicated Recruiting Site: Create a site dedicated to recruiting by showcasing the mission, culture, perks, and benefits of the company. Ask potential candidates to submit resumes and applications on the site and connect with social media.
Does extreme recruiting work?
When considering recruiting for a business, extreme recruiting can be defined as recruiting candidates who are not generally associated with a company or position. This can include targeting a wide range of candidates with various skills and experience, looking at candidates from overlooked or unexpected backgrounds, or even utilizing less conventional recruitment methods. But does extreme recruiting work? To tackle this question, a few key factors must be examined.
One of the main advantages of extreme recruiting is that it can help to uncover hidden candidates who may have previously been overlooked. By casting a wider net, recruiters can locate potential candidates with different backgrounds, skills, and experiences not typically found in a conventional recruitment process. This could provide an opportunity to fill vacant positions with new and innovative insights to increase the competitive business advantage.
In addition, extreme recruiting can also reduce costs associated with recruitment, such as filtering through large amounts of candidate data and the potential for costly recruitment mistakes. Some extreme recruitment methods, such as networking events, are generally low cost, permitting businesses to tap into previously untapped pools of candidates, who may, in turn, be highly valuable for the job.
On the other hand, extreme recruiting also has some potential drawbacks. For example, due to its unconventional nature, extreme recruiting can often be time-consuming and labor-intensive. Furthermore, it’s often difficult to measure the success of extreme recruitment methods, as their effects can be harder to quantify. This can make it difficult to determine whether the recruitment process benefits the business in the long run.
Overall, extreme recruiting can effectively uncover hidden talent, reduce recruitment costs, and increase the chance of successful hiring. However, it is essential to remember that not all extreme recruitment processes will suit every business, and it is crucial to consider the potential drawbacks.
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