Extreme Recruiting Practices


Welcome to the dog-eat-dog world of recruiting: a place where employers meet for battle in the talent pools to find the best candidates to join their staff. Okay, maybe recruiting isn’t that dramatic, but shouldn’t it be?

National unemployment rates soared during the economic recession aftermath, so many educated and experience employees found themselves out of work and desperate for a job. Therefore, employers had an abundance of talent to choose from for their open positions. Today, national unemployment rates paint a different picture.  Employers have fewer options of qualified candidates, which have resulted in the need for more innovative and extreme recruiting practices.

Referral bonuses have been a common incentive for internal employees to refer candidates to open positions. However, companies like Uber are taking their referral program to the next level by doubling the referral bonus if the new hire comes from a competitor like Lyft since monopolizing industry talent can lock up the market. Sound extreme? Companies like Starbucks and Marriott are utilizing online, interactive exercises to excite prospects about the tasks of a job while also providing a candid snapshot of the open position before even submitting an application.

As a talent acquisition specialist, I have also looked to technology to increase my company’s likelihood to attract and retain top talent. Simple methods of communication such as texting and LinkedIn messages have proven to be some of the most preferential methods to schedule interviews and conduct initial screenings, and that is because convenience is paramount for job seekers today. In fact, research has shown that over half of job seekers today report they are using mobile devices to search and apply for their next career. The fear of missing the opportunity to reach this large group of job seekers propelled me to research and purchase an applicant tracking system (ATS) that is mobile-friendly, allows candidates to apply via LinkedIn, and creates an ease for sharing job postings with friends, family, and coworkers. The ATS has not only provided a better candidate experience, but my days-to-hire for an open position has decreased by 33% due to the exposure to great candidates and the ease in recruiting workflow managed by the ATS.

As a candidate, what recruiting practices would influence your decision to choose between two different job opportunities that have the same type of work and same type of pay?


The postings on this site are my own and do not necessarily reflect the views of my current employer.



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