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4 Surprising New Recruiting Tactics

According to the Pew Research Center, millennials (those born 1981 to 1996) are the largest generation in the U.S. labor force. If you are recruiting potential employees, you’re likely recruiting millennials. This information is changing the way companies are recruiting, and if you haven’t changed your recruiting tactics in the last 10 years, you’re probably missing out on a large pool of talent.

As an intern at Kester Search Group and a Senior in college, I’ve been contacted by several recruiters over the past year, all hoping to get me interested in their opportunity for my first full-time position after graduation later this year.


1. Cold Calling? Try cold texting.

While sending messages through LinkedIn is a very common tactic, cold calling has dropped drastically. In place of cold calls, I’ve received several cold texts. I’ve also gotten messages on my social media accounts, including Instagram and Facebook.

Of the various forms of communication I’ve received, cold texting has been my preferred contact method. Due to my busy schedule, a text puts the message directly in front of me so I am guaranteed to see it in a timely manner. It’s also very convenient for me to respond to texts whenever I get a break. Text is great for the initial reach out, but it also serves as a great tool for scheduling phone calls and interviews quickly and efficiently.


2. Formal Messaging Has Stopped Altogether.

The methods of communication have become more casual and so has the content of the messages. For example, several recruiters are sending emojis, and emails are more informal, much like a conversation between friends. These messages are coming from recruiters at large, successful companies. They know their target and how to appeal to those of us entering the work force.


3. They Offer Unique Job Perks in Their Initial Contact.

While companies normally inform you of common benefits such as medical insurance and retirement plans, several recruiters are now making an effort to mention the perks that are unique to their company. For example, one recruiter told me about their snack stations and even mentioned the exact snacks, which made me laugh but also made me want to respond. Another talked about how the employees go to happy hour every week and hang out with each other on the weekends.

In addition, I have been offered pet insurance, casual dress code, remote work, and a flex-schedule. Several of these job perks have drawn me and other candidates to accept a phone call.

Some of you may think these perks are silly, but to a millennial, they are more attractive than you think – 10 million millennials own a pet, and the first year of veterinary costs are $1,270 in the first year. Also, as of 2017, 30% of companies dress business casual every day, and that number is increasing every year.


4. They emphasize their diversity.

According to Glassdoor, “a full two-thirds (67 percent) of active and passive job seekers said that a diverse workforce is an important factor when evaluating companies and job offers”.

Lucky for you, they have provided a few tips on how to increase diversity and highlight your efforts:

  1. “Demonstrate your commitment to diversity internally first. Be transparent.”
  2. “Actively recruit for diversity by targeting your audience. Diversity initiatives should be more than rainbow-faced photos on your careers page.”
  3. “Communicate with your employees and candidates about your initiatives.”

More info on diversity hiring can be found here.


Will you consider these recruiting tactics? Click “share” below and let your audience know your thoughts!
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