Why creative recruitment can be beneficial
Posting a job on Indeed is a reliable way to find candidates. However, incorporating creative ways to alert job seekers to your openings can drive more people to your Indeed listing. Here are specific benefits of adding unique techniques to your recruitment strategy:
- Reach more people: Sharing your opportunities in multiple places helps more people see them
- Show your creativity: Using alternative techniques can help potential employees notice your company’s innovation, creativity and personality
- Emphasize what your company values: Showcasing your company culture, such as how you support work-life balance through wellness programs, is a powerful way to attract candidates
- Create a positive candidate experience: Creating personalized outreach or interactive job descriptions helps establish a positive connection
5 standard ways to say “we’re hiring”
Many traditional methods of advertising your job openings are still effective. Here are some standard ways for your business to say “we’re hiring.”
Craft effective job posts
A well-crafted job post is your first opportunity to attract candidates who are a great match for your open position. It helps you set your expectations and provide the information job seekers want about an opportunity. You can post job openings on Indeed and your company’s career page.
You might start by clearly outlining the day-to-day responsibilities and required skills vs. qualifications, such as education or years of experience, so job seekers know exactly what’s expected and whether they’re a good fit. Highlight the benefits your company offers, such as competitive salaries, opportunities for career growth and a supportive company culture.
Don’t forget to include a clear CTA, such as “apply today,” with a direct link to your website, so applicants know how to take the next step. For example, a hiring ad for a graphic design role might showcase exciting projects, flexible hours and a creative team environment with a link to apply online.
Post job ads in online job forums
Online job forums are popular with job seekers because they list openings across many industries. Users might share those ads on other social media platforms, helping them reach a wider audience. This can increase the number of applications you receive.
If you’re hiring for a technical or highly skilled position, check online job forums that specialize in that industry. Becoming an active participant in the forum, such as one intended for freelance-to-hire roles, and sharing your job openings regularly could also help you connect with members who have the relevant skills.
Use an employee referral system
Tap into the expertise of your employees to find candidates with the skills you need. Consider encouraging employees to focus on referring people with specific capabilities rather than job titles or prestigious companies. Employers who provide incentives through an employee referral program might increase the number of applications they receive through word of mouth.
Email past candidates
Previous applicants may be qualified for your new opening, even if you didn’t select them for a different role. Since they’ve already expressed interest in working for your company, they could be a convenient source of new applications.
Review past candidates to check if they might be a fit for this opening by referring to prior skill assessments, interview notes and resumes. Send an email to gauge their interest in interviewing for the current position. Using an applicant tracking system makes it easier to keep files on past applicants and search for individuals who fit specific openings.
Set up a job fair booth
Many companies host or attend job fairs to find potential employees, including experienced professionals from various fields. This allows you to network with many candidates in one place. You can also conduct short informational interviews with interested candidates as a screening tool at the job fair.
Post a help wanted sign in your business window
Posting a help wanted sign is a timeless way to indicate that you’re looking for employees. It may work especially well for a brick-and-mortar business with heavy foot traffic, where many people are likely to come across the sign.
Some companies offer applicants the chance to apply in person or they may direct them to the online application. Adding a QR code to your window posting makes it easy for interested individuals to access the application.
12 creative ways to say “we’re hiring”
Here are 12 creative ways to say “we’re hiring” if you want to stand out and make a memorable impression:
Humorous ads
Incorporating humor into your job promotions can give job seekers a glimpse of your company’s personality and convey that it’s a fun work environment. This type of ad can make applicants excited to apply.
For example, a marketing business may place a black-and-white ad with minimal design stating, “We need a graphic designer. Obviously.” It’s quirky and may inspire strong graphic designers to consider how they could contribute to the company. Consider how you can align the company’s brand voice with the language and formality used in your ads.
Infographics
An infographic is a creative way to present information in an easy-to-consume format. To use it as a recruitment strategy, you might create an infographic that explains the benefits of working with your company and outlines the requirements for candidates. You can use infographics to supplement job descriptions or as eye-catching summaries on social media.
Advertisements on city billboards
Thousands of people pass city billboards during their commute or while running errands. Placing a hiring ad on a billboard near your office could help attract individuals who are in the area regularly.
Social media
Using social media recruiting includes posting on your business’s social media pages and purchasing a social media ad. Social media posts are flexible and allow you to showcase your company’s personality. It’s also easy for users to share your posts, helping you reach more prospective candidates. As not all options are appropriate for every brand, make your selection based on the company’s target audience.
Examples of content you might post to attract applicants include:
- A tour of your facility, including special features like an on-site gym or childcare facility
- Unique perks, such as free lunches
- Behind-the-scenes videos
- A day-in-the-life social media takeover by a team member
- Team events and professional development activities
- Interviews with current employees about what they love about working for the company
- Infographics with position details
- Event announcements for open houses, open interviews and similar recruiting events
- A storytelling approach to help people envision what it’s like to work for your company
- Interview tips or an overview of your hiring process
If you choose paid ads, you can control the ad’s reach and get your job opening in front of a large audience.
Open houses
During a hiring open house, you can offer potential employees a tour of your business and have them meet team members to start building relationships. This can help interested job seekers learn more about what it’s like to work for your company. You can discuss your requirements, and they can share their qualifications before a formal interview.
Virtual events, such as webinars, may also be effective, especially if you run a remote business. The ability to join from any location may encourage more interested individuals to attend and learn more about your organization.
Live streaming
Most social media platforms allow you to live stream to your followers. This highly interactive option allows candidates to get immediate answers to their questions.
You can broadcast your live stream from your office or during special events, such as job fairs or hiring open houses. Including a live question-and-answer session with a department head or team lead is often helpful and engaging. You can also enhance live streams with features like polls and contests.
Online searches
Instead of waiting for applicants, some recruiters use search engines to find and contact potential candidates directly. They can use skills-based search terms, such as “copyediting,” rather than job titles that limit the candidate pool. Instead of waiting for candidates to come to you, your organization seeks them out proactively. A common option is to find candidates with a Boolean search.
Once you identify prospects, you can initiate contact through email or direct messages to the candidates about the open positions. This helps you start to build connections and gauge their interest in working for your company.
Shopping bag ads
If you have a retail location, you’re likely handing out shopping bags to your customers anyway. Adding a “We’re hiring” message on the bags can help you advertise your openings to local shoppers who already buy from your business. If you have an e-commerce business and hire remote employees, you might consider printing ads on shipping materials.
Short links or QR codes can help make the application process seamless if you print them on special bags. They could also be effective if you’re always hiring. Another option is to add stickers to the bags or tuck flyers inside them only when you actively need to hire new team members.
City bus ads
Advertising on public transportation can expand your reach since buses travel throughout the city all day. Unlike a billboard, which only reaches people in one location, a bus advertisement can cover miles per day and get in front of more people. This option is more viable in larger metro areas with robust public transportation.
Website pop-ups
It’s common to have a careers page on your website, but a pop-up could draw more attention to your openings when people visit your site. A person who finds an informational article on your site through an online search might not think to check your career openings. The pop-up provides a gentle nudge.
You can also control who comes into contact with the pop-ups by creating specific rules. For instance, it might only show up for people within a certain geographical region or for visitors who have explored your careers page. It’s also easy to remove the pop-up when you fill a key position.
Gifts
Some companies research top candidates in the field in a professional and respectful way and approach them to apply and interview. This process should follow ethical recruiting guidelines to avoid privacy concerns. You might send a gift, such as chocolates or a product you make, along with an invitation to discuss the job opportunity.
If you’re hiring a large number of people for a specific position, such as call center representatives, you might offer a small gift to everyone you interview, such as a branded notepad. Providing a tangible item can make a positive impression on interviewees.
Inbound hiring
With inbound recruiting, you take a marketing-type approach to generate interest and draw candidates in by creating various types of content. Content creation related to working for your company, such as career blog posts, is one example. Posting behind-the-scenes videos and employee profiles on social media are other ways to showcase the perks of working for your company.
It’s helpful to align the rest of your recruitment strategy with your inbound hiring efforts for maximum impact.
The most unique way to say “we’re hiring”
Offering unlimited vacation time in a hiring ad is a unique, attention-grabbing way to say “we’re hiring,” though it may not suit every company. It’s an appealing offer that sets you apart from many other companies.
Consider including clear boundaries and expectations in the policy to support healthy use of the benefit. For example, a company offering unlimited paid time off (PTO) might set expectations for acceptable ranges, such as up to eight weeks per calendar year.
There are typically stipulations to unlimited vacation time policies, of course. For example, employees might need to complete their projects before taking vacations. Companies that offer unlimited paid time off may find that employees take less vacation time than those with standard vacation policies.
Onboarding and training: Welcoming new hires
Once you’ve found the right candidate, a strong onboarding and training program can help them succeed. Welcome new hires with a comprehensive orientation, ongoing training and mentorship opportunities that help them feel supported from day one.
For example, you might create a welcome video that introduces your company culture, outlines expectations and highlights the resources available to new employees. You could also include structured mentorship or onboarding checklists to help ease the transition.
Sharing your onboarding and training programs on social media can also attract candidates who value professional growth and a supportive work environment. By investing in your employees’ development, you’ll not only improve retention and productivity but also build a company culture that attracts top talent for future positions.
