The Interview is just the start of a combination of smart hiring techniques. Get smart with new and innovative hiring techniques!

  1. Hiring is tiring – not just for the employee but also for the candidate.  Hiring can also be a risky business with a low success rate, so employers are turning to different means to improve this success rate. Approximately 23% of new hires leave within their first year when the role does not live up to their expectations. This loss costs between 1 and 3 times their salary.
  2. Be lateral in questioning the motives of your applicants!   Online retailer Zappos tempts its new recruits with $4000 if they quit on the spot. If they are prepared to take the money and run, they were never serious about working there. This saves Zappos a lot of money down the track.
  3. Take time to identify your good hires and work to keep them. As much as 75% of demand for new employees is just to replace workers who leave the company.  Every person you retain saves approximately $55K in replacement costs, according to website “The Undercover Recruiter”.
  4. Gaming can now be a part of the hiring tactics! According to BRW (4 June 2014) a new concept to assist with the getting the hire right the first time is to turn to game designers.  Hiring strategist Paul Jacobs says giving people a taste of what a job is like through a role playing game may assist in the hiring process. A successful game can also attract suitable candidates who may not have considered applying.

This is a novel yet powerful way to hire. I know how much my kids love games and communicate through such mediums (Generation Z who were born after the birth of the internet).  According to Jacobs the average young person racks up 10,000 hours of gaming by the age of 21.  Playing at being a sushi chef may not turn you into Tetsuya Wakuda – but it may give you an idea of what you are in for if you get a job in a fast food restaurant!

Paul Jacobs is the founder of Jobgram, a New Zealand-based service that “reimagines” job advertising. He says the first generation of recruiting games were often job-tasting, such as the My Marriott Hotel, which invited people to become hotel managers.

In New Zealand, Jacobs helped create a job-seeker experience for Deloitte in New Zealand by creating a video that allows website visitors to choose how a recruit’s first day pans out, making decisions that indicate whether they are a good cultural fit for the firm. The recruit spills coffee down the back of an unsuspecting partner and has to decide to confess, rub it in, or ignore it. “We tried to make it quirky and humorous,” Jacobs says.

Other innovative tools are “snap chat” people with a summary of why they want to apply for a job and consider requesting voice files and other forms of communication to check more about the communication style of the applicant.

Be a warrior when it comes to finding your talent – think of many techniques to secure the best talent and don’t just rely on the interview process!