What do you do if your hiring process in Staffing Services needs a creative boost?

If your hiring process in Staffing Services needs a creative boost, there are a few things you can try. First, think about updating your job postings to make them more engaging and appealing to potential candidates. You could also explore new recruitment channels, like social media platforms or networking events, to reach a wider pool of talent. Additionally, consider implementing innovative interviewing techniques, such as group interviews or case studies, to assess candidates' creativity and problem-solving skills. Finally, don't forget to encourage your current employees to refer talented individuals they know. This can help bring in candidates who are a good fit for your company culture and values.

Be Creative, Keep Learning & Implicate the same. Nothing is perfect So keep redefining the advertisement as per the need Understand your target audience and define the keywords accordingly Try to make it short and clear

I love to leverage my resources if I need a creative boost, speak to my pals in marketing for some writing tips or to how rephrase things to keep it engaging on brand. Whilst I do like to think I'm a pretty good writer, I like to know who to go to if need some support for a second glance.

Use Just below Steps ; 1 KEEP IT CONCISE 2 Not Go for Too CASUAL 3.DON’T SPEND TOO MUCH TIME 4 TALKING UP YOUR COMPANY. 4.DEFINE E X ACTLY WHAT SUCCESS LOOKS LIKE 5.USE GENDER-NEUTR AL WORDS FOR GREATER DIVERSITY.

I love using AI to help filter resumes for high volume technical roles that I do not have the technical knowledge about & I'm very supportive of role based specific testing (e.g. call centre simulation for phone roles, or typing tests for admin), but I find using one way videos impersonal and candidates have provided feedback that they're not fond of it, also I believe it gives a chance for people to create bias prior to a phone interview or virtual/face to face.

Let's not flood LinkedIn with vacant jobs, lets showcase who we are as an organisation and the benefits we have, working for the right company and the right culture and values that are aligned to a person is so important.

Adding in practice scenario questions to our interviews helped us get a feel for how the employee may handle a stressful situation before being thrust into it. We asked what they would do in some common problematic situations; customer calls that get out of line, someone refusing payment, how to correct a mistake when an owner is upset, etc. Often times just asking the questions put people on the spot, and it was unique to see how their problem solving skills kicked in.

I love group interviews for bulk hiring of entry level roles, but make them FUN and also acknowledge that everyone doesn't thrive in a group interview setting so always enable the chance for a short 1:1 at the end of the session.

We have monthly themes across our organsation to celebrate different themes, our most recent being about belonging and being who YOU are to encourage people to bring their whole authentic self to work every day. This to me is what makes such a fantastic culture.

Measure and Optimize Performance-Track key performance metrics related to hiring effectiveness, candidate experience, diversity metrics, and employee retention. Collect feedback from candidates, employees, and hiring managers to identify areas for improvement and continuously optimize your hiring process.