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Breaking the Mold: Unconventional Strategies to Find Top Talent During an Economic Recession

Monday, February 27, 2023

Primary Blog/Entrepreneurship/Breaking the Mold: Unconventional Strategies to Find Top Talent During an Economic Recession

Breaking the Mold: Unconventional Strategies to Find Top Talent During an Economic Recession

by Don Markland, CEO Accountability Now ~ Read time 9 minutes

Looking for talent during an economic recession may seem like an insurmountable task, but there are unconventional ways to go about it that can give you an edge over your competition.

Here are some out-of-the-box ideas to help you find good talent:

1. Use TikTok to recruit:

TikTok is a social media platform that has exploded in popularity among young people. Consider creating a catchy and creative video that showcases your company culture and values, and post it on TikTok. This can be a fun and engaging way to attract the attention of potential candidates who may not have heard of your organization before.

  • Create a compelling and creative video:

TikTok is all about creativity and engagement, so it's important to create a video that stands out and captures the attention of potential candidates. Consider using music, special effects, and humor to create a video that showcases your company culture and values in a fun and engaging way.

  • Use hashtags to increase visibility:

Hashtags are a key feature of TikTok, and can be a powerful tool for increasing the visibility of your video. Use relevant hashtags that are popular in your industry or among your target audience to increase the chances that your video will be seen by the right people.

  • Engage with potential candidates:

Once you've posted your video on TikTok, be sure to engage with potential candidates who leave comments or reactions on your post. Respond to comments, answer questions, and follow up with candidates who express interest in your organization. This can be a great way to build relationships and establish connections with potential candidates who may be a good fit for your organization.

2. Host a virtual talent show:

Instead of hosting a traditional job fair, consider hosting a virtual talent show. Invite candidates to showcase their skills and talents in a fun and interactive way. This can be a great way to identify candidates who have a unique perspective and creative approach.

  • Define the criteria and rules:

Before launching a virtual talent show, it's important to define the criteria and rules for participation. Determine what types of skills or talents you're looking for, and establish clear guidelines for how candidates can submit their entries. Be sure to communicate the rules clearly to potential participants to ensure that everyone is on the same page.

  • Promote the event:

To attract a wide range of participants, it's important to promote the virtual talent show across multiple channels. Consider using social media, email marketing, and targeted advertising to reach potential candidates. You could also consider partnering with other organizations or influencers to help spread the word and attract a larger audience.

  • Provide feedback and follow-up:

Once the virtual talent show is over, be sure to provide feedback and follow-up with candidates who participated. This can be a great way to establish connections and build relationships with potential hires. Offer constructive feedback to candidates, and consider inviting the top performers to a follow-up interview or meeting to discuss potential job opportunities. This can be a great way to identify top talent and establish a talent pipeline for future openings.

3. Offer a "golden ticket":

Take a page out of Willy Wonka's book and offer a "golden ticket" to the top talent in your industry. This could be a VIP pass to your organization's headquarters, a private tour, or an invitation to a special event. This can be a fun and engaging way to stand out and attract the attention of top performers.

  • Create a unique and memorable experience:

To make your "golden ticket" offer stand out, it's important to create a unique and memorable experience that candidates will remember. Consider offering a VIP tour of your organization's headquarters, a private meeting with a senior executive, or an invitation to a special event. The key is to offer something that candidates will find valuable and exciting.

  • Promote the offer creatively:

To get the most out of your "golden ticket" offer, it's important to promote it creatively and strategically. Use social media, email marketing, and other digital channels to create buzz around the offer and attract potential candidates. Consider partnering with influencers or other organizations to help spread the word and reach a wider audience.

  • Use the "golden ticket" to screen candidates:

The "golden ticket" offer can be a great way to screen potential candidates and identify top performers. Consider using the offer as a way to pre-screen candidates before inviting them to an interview or job application process. This can be a great way to identify candidates who are genuinely interested in your organization and have the potential to be a good fit. Be sure to set clear expectations and guidelines for how candidates can redeem the offer, and communicate the process clearly to avoid confusion or miscommunication.

4. Launch a referral program:

Referral programs are a great way to tap into the networks of your existing employees. Consider launching a referral program that rewards employees for referring top talent to your organization. This can be a cost-effective way to identify candidates who are already familiar with your industry and may be a good cultural fit for your organization.

  • Define the referral process:

To launch a successful referral program, it's important to define the referral process and communicate it clearly to your employees. Determine what types of positions are eligible for referrals, and establish clear guidelines for how employees can refer potential candidates. Consider setting up a referral portal or system to make it easy for employees to submit referrals and track their progress.

  • Offer incentives for successful referrals:

To motivate employees to participate in the referral program, it's important to offer incentives for successful referrals. Consider offering a cash bonus, extra time off, or other perks for employees who refer top talent that is hired by your organization. Be sure to communicate the incentives clearly and provide employees with all the information they need to participate.

  • Promote the referral program widely:

To attract a wide range of potential referrals, it's important to promote the referral program widely across multiple channels. Use social media, email marketing, and other digital channels to spread the word and encourage employees to participate. Consider using internal communications channels, such as company newsletters or intranet sites, to keep employees informed and engaged. You can also offer a fun and creative promotional campaign, such as an internal competition or social media contest, to generate excitement and encourage participation.

5. Use augmented reality:

Augmented reality is a technology that superimposes digital information on the real world. Consider creating an augmented reality experience that showcases your company culture and values. This can be a unique and memorable way to engage potential candidates and differentiate your organization from the competition.

  • Develop an engaging augmented reality experience:

To attract the attention of potential candidates, it's important to develop an engaging and interactive augmented reality experience. This could be a virtual tour of your organization's facilities, an interactive game or quiz, or a 3D simulation of your products or services. The key is to create an experience that showcases your organization's unique selling points and offers value to potential candidates.

  • Leverage social media and digital channels:

To reach a wider audience and promote your augmented reality experience, it's important to leverage social media and other digital channels. Use targeted advertising, influencer partnerships, and email marketing to reach potential candidates and encourage them to engage with your augmented reality experience. Be sure to use relevant hashtags and keywords to increase visibility and attract the attention of the right people.

  • Follow up with interested candidates:

Once potential candidates engage with your augmented reality experience, it's important to follow up with them and establish a connection. Consider offering a follow-up interview or meeting to discuss potential job opportunities, or inviting candidates to an online networking event or webinar. This can be a great way to establish relationships with potential hires and identify top talent for your organization. Be sure to communicate the next steps clearly and provide candidates with all the information they need to move forward.

Conclusion

In conclusion, finding good talent during an economic recession requires thinking outside the box and implementing unconventional strategies to stand out from the competition. By leveraging creative tactics like using TikTok for recruitment, hosting a virtual talent show, offering a "golden ticket," using augmented reality, and launching a referral program, business owners can differentiate themselves and attract top talent who may not have considered their organization otherwise.

While these tactics may seem unconventional or risky, they have the potential to pay off in a big way by helping you identify and attract top performers who can help your organization weather the economic storm and emerge stronger on the other side. By staying open to new and innovative approaches, business owners can find success in even the most challenging times.

In short, in today's competitive job market, it's more important than ever to be creative and strategic in your recruitment efforts. The most successful companies are those that are willing to take risks, try new things, and think outside the box to attract and retain the best talent.

Don in Circle Frame png

Don Markland

CEO, Accountability Now

Don Markland is the CEO and owner of Accountability Now™, a Jacksonville-based Executive Coaching and Business Strategy firm. With over 20 years of experience in marketing, leadership, and business growth, he is recognized as the #1 Business Coach in Florida and #1 Online Trainer in the US.

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