Fletcher Building: When graduate recruitment campaigns meet unconscious bias

Remember back when you were a grad? Finding a job was intimidating. Confused by graduate recruitment campaigns, sitting through scary interviews with suited strangers. All those evenings spent desperately trying to flesh your CV into something that make you stand out from the crowd. Painfully aware that after all that, you could be passed over for reasons that don’t even seem to make sense.

We wrote an article recently about unconscious bias and the unfortunate role it plays in recruitment. Usually, graduate recruitment campaigns are no exception to this, but now one of NZ’s biggest companies has dedicated itself to addressing the issue, head-on.

Fletcher Building is one of NZ’s largest listed companies and are known for their creative, innovative grad recruitment campaigns so we were obviously chuffed when they decided Weirdly would be a good fit for their 2015 recruitment drive.

What’s even cooler though, is the mission they’re trying to achieve. As well as attracting the best and brightest our universities have to offer, these guys are determined to start addressing the unconscious bias that so often slips into our day-to-day lives as managers, HR people and recruiters.

How are they doing this? Well, they’ve decided to build their shortlists completely blind.

That’s right. They’re literally removing the identifying features from each application so they can filter through and create shortlists based on merit and fit, not being swayed by any unconscious cultural, gender or appearance bias.

So why is this a big deal? Well, unconscious bias is a very real thing. We all have it, and at some level, it can be useful when dealing with the world around us. But when it comes to recruitment, we need to find ways to make the unconscious, conscious so we can assess potential employees on a fair and even playing field.

So how do blind Graduate Recruitment Campaigns work, exactly?

Graduate recruitment campaigns are better blind (especially if you're looking for hugs)

The 2015 Fletcher Building graduate campaign is based around a series of activities designed to assess how well candidates will fit the company culture and the roles themselves. Nothing revolutionary about that so far.

What IS special though is that the culture fit activities are being done first.

Candidates apply through a Weirdly quiz that asks creative and interesting questions that reveal an applicant’s key personality traits and automatically ranks them according to fit with the Fletcher brand values and organisational culture.

Names, photos, contact details – anything that could possibly be used to uncover a candidate’s identity have been obscured and hidden so even the recruiters don’t know who they’re looking at.

Candidate #24601 is just as likely to be Jean Valjean, as Jimmy from Wellington.

The top100 then get sent off, personal details still hidden, to psychometric testing. They’re assessed, their candidate profile fleshed out with more detailed insights and a 50-person shortlist selected. That 50 are then asked to film a short video which is doctored to hide the applicant’s identity as well.

Only at that point are identities revealed as the top 40 are put through face-to-face interviews and skills assessments.

With over 600 applicants so far (that’s a 138% increase on the number of 2014 applicants), this grad campaign is shaping up to be unlike any other campaign we’ve seen here in NZ. Will this blind approach perfectly eliminate all unconscious bias? Possibly not – candidates are still going to have their identities revealed eventually and that gives opportunity for bias to creep in. The REAL glory in this approach is it takes the unconscious and makes it conscious.

The very act of acknowledging this is a challenge, and looking for a solution to it, means they can be aware and watching for those biases creeping in further down the track when identities are revealed.

It’s a bold, brave, revolutionary move – one that’s got graduates all around the country excited about too.

Think this sounds interesting? Keen to try out something creative like this too? Sign up for a free trial of Weirdly today – you can make it do pretty much anything recruitment-related.

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6 of the best: Our favourite Weirdly recruitment questions for 2015 (so far)

Here at Weirdly HQ we love a good question.

Just yesterday, Keren asked the crew to name their favourite 90’s cult classic movie and Dan fired back like, 30 of his own questions in response.

“What genre? My favourite then, or my favourite now? What do you mean by ‘cult classic’ exactly?”.

It was, frankly, pushing the question-love a bit far.

The following are questions of a slightly less infuriating variety. They’re a selection we’ve picked from some of our favourite Weirdly quizzes – some slider and some free text. Have a read, be inspired and start imagining how fun you could make YOUR candidate process:

 

Slider Questions:

Weirdly recruitment question example Q 1

Weirdly recruitment question example question2

Weirdly recruitment question example q 3

 

Free Text:

 

Awesome Interview question - Weirdly

Best ever interview questions - Weirdly

Best interview questions - Weirdly

 

For more cool recruitment question ideas, try out our auto-magical 30’sec Quiz Builder, click the button for a free trial.

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Always be recruiting: Why panic-hiring isn’t necessary (or great for business)

Great people are hard to find. Betting on the fact that the perfect person is going to be available when you finally decide you need someone is more than a little bit risky.

There’s a school of thought in recruiting (and marketing. And sales. And you know, business) that the ones who wear the smarty pants, are the ones employing an “Always be recruiting” strategy.  They’re always keeping an eye out for people that might fit your business.

This means looking for opportunities to engage cool people in conversations about working with and for you, and also being open to those pro-active types who love your business enough to approach YOU.

If you reckon that sounds like a bit of you, here are a few easy ways you can integrate an “always be recruiting” mentality into YOUR business:

 

1. When you’re out at a bar having drinks after work, keep your eyes and ears open for people who you think would be great in your team or company. You might have the odd person come up to you and ask what you do? Don’t feel cringy about chatting about your company and what you do – people want to know! Tell them why you love working there and that you’re always on the look out for great people who fit. Hand over your business card.

 

2. If you’re out shopping on a Saturday morning and the shop assistant gives you incredible service, take note of their name. When you meet people like this – ones with a bit of a spark who would make a great addition to your team, tell them. Give them your card and say you’re always on the hunt for new people who fit. Ask them to take a look at your website (or your Weirdly quiz) and see what they think.

 

3. Do you already have heaps of traffic coming to your website? Why not have an expressions-of-interest job open all year round? We reckon it demonstrates confidence in what you’re doing, shows that you’re looking to grow. Also, if you have a careers site with no jobs on it, it can look kind of lame.

 

4. Next time Aunty Phyllis mentions that “brilliant young neighbour” she thinks you should meet, or your friends and family ask if you’ve got anything going, don’t fob them off. You answer could be “not at the moment, but take a look at our site and check out our job quiz so that you’re on file when we next have a role”. This goes for those people who send you messages through LinkedIn or via email.

 

5. You’ve gone to a meeting with one of your suppliers who you’ve built an really quality relationship with. The rep has really impressed you with their service over the years – they’re really great at their job and also just a super-cool person. Wouldn’t it be great to have someone like this representing your brand/business? Get them to take a look at your website, or contact you if they’re after something new.

 

6. Next time you’re settling into an airplane, don’t grab your headphones and disappear into a House of Cards marathon straight away. First, spend a few minutes chatting to the person next to you. Who knows, it could turn out that they’ve just finished up with their last company and are treading water while they decide what to do next. It’s the perfect opportunity to hand them your card.

 

Above everything else, make sure that the experience they have is a great one. Even when there isn’t a role. Even if these people aren’t prospective team members, they’re all potential customers. They’ll tell their friends and family about you and who knows, that perfect person might be just 2-degrees of separation away.

 

Keen to know how you can set up an always-be-recruiting quiz on your own website? Kick off collecting those warm approaches and the you-look-kind-of-interesting people with a free Weirdly trial.

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Retail Interview tips: 9 things to look for in great sales assistants

This sounds like it should be pretty straight forward right? But we know working out what to look for when choosing new retail staff members can be tricky. How do you know if they’ve got what it takes?

Here’s our quick-list of 9 things you should look for – things that’ll separate a really great retail assistant from a good one.

  1. Smiles. They have to be the type of person who smiles the moment they meet you. (I’m totally one of those btw) Sounds simple but in reality there are people out there who’s first reaction when they greet someone new is NOT to smile. They are shy, or shocked, or have a “I don’t want to talk to people” vibe. These are definitely NOT what you’re looking for. Luckily this is a pretty easy one to assess once you meet someone face to face.

 

  1. Are they warm, authentic, likeable? – How do you feel when you first meet them, during the interview, after the interview? Did they make you smile? Was the conversation easy? Did they brighten up your day? If you felt like this, then so will your customers. Think about how you react when you leave a place feeling better for having visited. You want to go back there, right? Don’t you want your customers to feel that way about your store? Obviously take into consideration the fact that they’re projecting their very best self given the interview situation, but this is a great start.

 

  1. Do they like people? It’s so obvious, it’s often overlooked but this one is pretty crucial. Does exceptional customer service come as easily as breathing? Let’s face it, working in retail can be relentless. You are confronted with people from all walks of life, all day. And some of those days will feel loooooong. There are people who are happy, sad, angry, rushed. They might be struggling to juggle kids (or parents!), be short on cash, sale crazy, hungry. It’s actually pretty crazy when you think about it. If you don’t like people this kinda job ain’t for you.

 

  1. Do they love your products or services? If they aren’t really into what your store’s all about, they’ll never be able to sell it. When they turn up for interview they should have researched you and your business and they should be able to tell you why they like you.

 

  1. Pride in their appearance. They don’t need to be dressed up all flash. But they do need to be clean and tidy. Of course, it helps if they are totally owning their personal style – as long as it’s not at total odds with your store’s brand. At the end of the day, it’s the little things that can make a difference – like chipped nail polish or unironed and unclean clothes. It may sound nit-picky but these things matter. If they don’t take pride in themselves then they won’t take pride in your store.

Weirdly retail tips look for personal style

 

  1. A great memory. Attention to detail. This is a really great skill for a retail assistant to have for customer relationships and for your product range. There’s nothing like walking into a store and the retail assistant remembering you, your likes/dislikes, your last purchase etc. It’s a hard one to test for but a good way is to have a bit of small talk at the beginning of the interview – tell them some personal details about yourself, and learn something about them. Then, when you finish up the interview you casually ask them a question that relates to something you spoke about in the beginning. It’s interesting to see what they remember. Memory is absolutely necessary when it comes to learning too. You want someone who retains information about your products and services. And you want someone who can add.

 

  1. Can they sell? At the end of the day retail is sales. It’s where the rubber hits the road. Closing a sale is a skill in itself. If you have a customer who is umming and ahhhing you want to know that your Sales Assistant can close the deal. You could ask questions in the interview like – “How did you compare to other Retail Assistants in your last job when it came to monthly sales targets?”.

 

  1. Are they reliable and do they have common sense. As all our grandmas used to say, there’s nothing common about common sense. You need someone who will turn up when they say they will, who will come back from breaks on time, who will NOT be on their mobile phone during quiet times but instead will be finding useful tasks to do around the store to keep things moving. There is stock to replenish, shelves to tidy, product updates to keep up with, etc. If the paper runs out on the eftpos machine they need to be able to sort this themselves, and not have to get a manager every time. A hard, but useful question to ask here is “If I call your reference, what will they say about your reliability?”

 

  1. Cultural Fit – Obviously, we believe that cultural fit is an absolute deal breaker. These guys have to be able to work productively with your team, and they have to believe in and buy in to your over-arching company mission. Sharing the same foundational values and ethics as you and your team, gives everyone a common ground to stand on. This doesn’t mean they have to be exactly like you, quite the opposite! You want a team filled with diverse perspectives and experiences. But you need to have some common ground to connect on or your diversity can become disaster. Quite aside from that, any newbies have got to enjoy hanging with you guys all day, and visa-versa. It just makes for a more fun work environment. Afterall, why turn up to work every day if you don’t love what you do and who you do it with.

 

These are just a few basic retail interview tips. It’s by no means exhaustive, but they should help when you’re next thinking about hiring your next Retail Assistant team member.

For more recruitment tips, check out our handy sourcing guide. If you’d rather dive straight in to Weirdly and set up your own customised recruitment quiz, click the button for a free trial.

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Retail recruitment: Waging war on over the counter resume drops

Last week I was talking to a new Weirdly customer (who also awesomely happens to be one of the best burger joints in town). After waxing lyrical on this, their latest culinary homage to our mates over in Greece, we got onto the topic of retail and hospo recruitment trends – more specifically, over-the-counter resume drops.

Restaurant joints and retailers like our friends at Glengarry or Saben still get a lot of resumes over the counter in their bricks-and-mortar stores. There are a few different issues with this practice, but they all boil down to one essential fact:

It sucks.

Not just for the store, restaurant or bar manager but for the candidate as well.

Here’s why we need to change this practice:

  1. Your managers are the busiest people in your stores. They don’t have time to fully review each resume that gets dropped in or set up a filing system to deal with the paper. And let’s face it; retail space is expensive. This means your manager’s “office” is often a little less fancy than Harry Potter’s bedroom. The perfect environment for loose pieces of paper to get hopelessly lost!
  2. Some of the retailers we talk to get up to four of these “walk ins” every day. It’s deeply unlikely you’ll remember much about the person you met at 10am Tuesday, by the time you get to reviewing resumes on Sunday. That means you’re relying almost entirely on the (very sparse) info you can glean the CV gives you. For a customer-facing role, this gives you very little of the actual stuff you need to know. Things like, do they represent your brand well? do they project friendliness and approachability? or in the case of our Burger friends, are they deeply, madly obsessed with the quest for the perfect meat-and-cheese combo?
  3. With walk in resume-drops, there’s no possible way the candidate experience can be consistent. There’s no designated application time, so candidates just come in when they’ve managed to pluck up enough courage or their parents have made them. Maybe it’s busy and they get told, “just leave your resume and I’ll call you” or maybe its not busy but it’s the first break you’ve had all day and you just don’t have it in you to think about candidate experience. Sure, sometimes it’ll be a good time and everything will be rosy but you can’t guarantee that your candidates are getting an awesome experience every single time.
  4. Not important? It seems that way, until you consider the fact that these candidates are, in most cases, also customers. With a positive experience, these guys are statistically more likely to actually INCREASE how much they buy in your stores, even if they don’t end up getting the job. After a negative experience, well, you can imagine the rest. Be good to candidates. They walk away happy, you feel great, they tell their friends, they all come to your place and spend money, your business does better. It’s a beautiful thing.
  5. The last issue is a biggie: Candidates hate it as much as you do. They know their resumes don’t tell you much about their real personality. They also know you’re busy and you’re getting a million other resumes that look basically the same as their own one. They’re looking for an opportunity to differentiate themselves and are painfully conscious of the fact that dropping a couple of sheets of paper into the hands of a busy store manager doesn’t guarantee them memorability.

So what to do?
Tools like Weirdly offer the perfect answer to these challenges. Asking your next walk-in to keep the paper and instead, do a 5min quiz on their own mobile phone is a much smoother, more enjoyable experience for them AND you.

They can show off their own personality and style, they can attach a photo if they like, a digital version of their resume or a link to a social profile. You provide them an awesome experience every time and collect all the data in one easy dashboard where the best applicants are automatically ranked at the top of the list.

You can even funnel applicants who come through job boards and social media to the same place. Meaning you’re eliminating the pile of resumes from your email inbox, as well as the ones on your desk.

Its fun, easy to use, reduces your workload and the research shows that improving your candidate experience this way is going to help increase your sales.

Why wouldn’t you do it?

 

Interested to see if Weirdly could help streamline your recruitment? Click the button below for a free trial today.

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Recruitment tricks: Increasing sales through the art of saying no.

You know what sucks?

Getting told no.

You know what sucks even harder than that?

Not getting told anything.

And yet somehow, in this enlightened age of human-centred recruitment it’s still one of the most common frustrations we hear from job applicants.

We get asked a lot about how we can improve the candidate experience. While Weirdly quizzes help with the beginning of the recruitment process, we’ve got tonnes of ideas about how companies can create a better experience through the rest of the candidate’s journey. We’re going to break down the most important things, one at a time – a simple series of steps to create a less sucky candidate experience.

First on our hit list, saying no. Not just doing it; doing it the right way.

 

Why is it important? I mean, should we really be spending energy on unsuccessful candidates?

Consider this: The world is a small place. Most people want to work for a brand or company they like. That means a hell of a lot of your job applicants are also likely to be existing or potential customers.

What does that mean?

Well, simply put. Your applicant’s crappy recruitment experience doubles as a crappy customer service experience.

We know 88% of people who have a positive candidate experience are more likely to buy your products, even if they don’t get the job they were applying for. We also know 97% of those same applicants would refer a friend to apply for roles in your company based on their positive experience.

If those were statistics were tied to a marketing activity, you can bet your last dollar every company in town would be pulling out all stops to make sure they were doing it bigger and better than the shop down the road.

 

So we know candidate experience is important.

One of the most obvious ways to improve the recruitment experience for your own candidates is to make sure their final interaction feels like a positive one.

In that respect, how you say no to an applicant is just as important as how you say yes.

Answer this: How much of your time and budget do you allocate to saying yes to your final applicant? How many brainstorming sessions have you had with your team, dreaming up cool and creative ways to award jobs or announce short-short lists?

Now, how many brainstorming sessions and budget lines have you allocated to dreaming up great ways to say no?

Why is that?

It feels like somewhere along the way, we all forgot that each “no”, was a person that could either be a great employee in some other role in our business, or a valuable customer, or both. We’ve started treating those no’s like they’re disposable.

 

So how do you say no, and keep the love alive?

Just like with any relationship, exactly how you and your business responds to unsuccessful applicants depends on your own brand and circumstances. But here are some basic tips:

 

  • Contact them FAST and give them the reasons why they didn’t make it. Be honest. Back these reasons up with examples and provide useful and sensitive feedback. Remember, the world is a small place. You’re helping to improve it everytime you help someone see where they might fit better and what things they can work on.
  • Thank them/Respect/Acknowledge the time they have invested. Never under-estimate how much time, energy and sometimes even money people put into applying for your jobs. Think about the last time you made yourself vulnerable, allowed yourself to hope in a situation with no guarantees. It might have been bidding on your dream house, asking for a promotion or even applying for a job yourself. It’s hard to put yourself out there. Show you appreciate and respect the vulnerability and time they’ve invested and you’ll win loyalty – especially if you’re doing it while delivering bad news.
  • Take the opportunity to do something different. Putting a bit of thought into making hearing “no” valuable and rewarding goes a long way. We’ve had clients who send out retail vouchers with their ‘thanks for applying’ messages. A couple who offer their entire shortlist valuable face-time with industry experts, and others who invite ALL unsuccessful candidates to join a community to work on missions that align with the company brand. However you choose to do it, this is an opportunity to live your company’s brand values and build a deeper connection with an already-engaged audience. In the purest terms it’s a marketing opportunity, as well as a chance to genuinely acknowledge the the investment these guys have put into their application.
  • Highlight other opportunities in your organisation that might fit better. Especially for the applicants who get through to those final stages, you’ve got a list of really engaged people who have invested heavily in your brand. They want to work for you, they’ve got skills. So they’re not right for THIS job, are there other projects you could get them in on? Are there roles in other departments or locations where they would fit better?

 

The sad and awesome thing is, it’s so easy to stand out in this area.

The market has trained applicants to expect silence – if they don’t get any response, they assume they haven’t got the job or made it to the next stage. At the very best, all they can expect is a (usually templated) email.

The bar is low guys.

Imagine the impact you could have on your employer brand, loyalty and sales if you start spending more time and energy on saying no in a positive, brand-building way.

We’d love to hear how you say no – tweet us your ideas to @weirdlyhub and we’ll share them with our followers.

 

Interested to see if Weirdly could help streamline your recruitment? Click the button below for a free trial today.

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Building a talent pool: Like fishing in a bucket

What if you had a pool of talented people that you KNEW wanted to work for you? They were sitting there just waiting for the right opportunity to crop up in your business?

Imagine if you could tell which ones complement your current team and share your brand values so you could send opportunities directly to them.

It’s a recruitment dream, right?

Making recruitment dreams come true

Weirdly can make it happen. Setting up a general “work for us!” role for your company allows you to collect those proactive types who are contacting you through LinkedIn, sending you emails, liking your Facebook page and visiting the contact page on your website.

Here’s how you do it: set up a quiz that assesses candidates according to how well they fit with your company brand values, working environment and your internal culture. Then, encourage people to find out if your place is the right place for them.

 

Case study Superette – recruiting from scratch was a bit MAAAH

Take one of our clients as an example. Superette is a high-end fashion retailer with three stores around Auckland.

Like lots of retailers, hiring the right store staff is crucial for Superette. These people are the embodiment of the brand for customers who come in to browse or buy. They have to achieve a fine balance between professional salesmanship and aspirational-but-friendly fashionista. It’s a golden combo – and the right people aren’t exactly a dime a dozen. So, when eager people approach the brand, the team at Superette don’t want to lose them – even if there isn’t a role available right at that moment.

Before Weirdly, the Superette guys were filling available roles from scratch. It was slow and really painful: writing new job ads, sorting through CVs and building shortlists based on sparse information. It was time-consuming and didn’t necessarily uncover the best people. To top it off, the reality of a rapidly growing businesses meant when they needed new staff, they needed them fast. Understandably, recruitment made everyone feel a bit MAAAH!

 

The right talent, always waiting

With Weirdly, they’ve been able to employ the “fishing in a bucket” method.

They’ve set up a general job that captures people interested in working for Superette, in any role. The quiz on this job is designed to measure how well these people will fit with the over-arching Superette brand values – do they share a love of fashion? Do they love meeting and working with people? Do Crocs make them feel a bit sad in their deepest soul?

This job is permanently open and funnels people through from their social channels and website. Then, when a job becomes available, it’s a simple matter of talking to this list of pre-qualified candidates, their own talent pool, who already love Superette.

Doing this is a smart way to create another valuable sourcing avenue, one that’s perfectly tailored to your own business.

 

So you’ve set up your general quiz. What next?

  1. Once you’ve set up your general quiz, you can customise the “thanks” message applicants see at the end. This lets people know you’ve got them on file and will notify them when a job comes up.Put that quiz on your contact page (you can even embed it using an iFrame so people can apply without ever leaving your website).

    Set it as a Facebook tab on your company page (use this tool for crazy-easy set up).

    Tweet out a link periodically.
  2. Flick it back in your response to anyone approaching you on LinkedIn or via email about internships or roles in your organisation.
  3. If you have a company LinkedIn page, post it there too.

Basically, spread it far and wide. Use the quiz as the way to capture interested people who you’d like to have on hand for future job opportunities.

And voila, you’ve created a bucket full of great, pre-vetted candidates ready for next time you need to go fishing for a new superstar.

Recruitment tricks: How to write great recruitment ads and get your budget working harder.

Making massive impact is really, really easy if you’ve got heaps of money to throw at your sourcing – carpet the job-boards, use video game characters to attract targets, create clever viral video campaigns with one of the world’s top ad agencies.

But for most of us over here in real life, we have to generate the same impact with a fraction of the budget.

So what do you do?

Stop trying to generate big buzz, and start focusing on the right buzz.

The first thing is letting go of the need to create huge impact in one, big way. Instead, look for a hundred small, free or cheap ways to seed your role out.

And the second thing? Make your role sound as awesome as you know it is. Write great recruitment ads – make your messages so good people WANT to pass them around.

Getting these things right starts from one place – getting really clear on your audiences.

 

Make sure you know who you’re looking for

You’ve heard the old marketing adage “selling to everyone with a mouth” right? It’s expensive, inefficient and it almost never works. And yet so many traditional recruitment advertising platforms are trying to do just that.

If you have a slim budget, you need to make the word “targeted” your best friend, and you need to get creative with your advertising sell.

Why creative you ask? Simply put, if you can’t pay for big media, you need people to spread  your ad for you. People are far more likely to share something that reflects on them well – it’s witty or clever or insightful or will genuinely help someone they know.

Your first step is to think about who you’re trying to attract. Really think about them. We’re not looking for demographic info like location or level of education. We’re looking for psychographic insight. After all, you’re looking for a human being, not a checklist of achievements and skills.

What sort of activities are they into? What kinds of places do they hang out (online and IRL)? What are they likely to be looking for in their jobs and workplaces? What motivates them? What does “funny” look like to them? What kinds of marketing ads work on them? Why?

You wanna get under their skin. It’s not about gross generalisations (although that’s a useful way to get the mental ball rolling), it’s about understanding what unique characteristics your ideal candidate has, so you can more efficiently find them.

Once you know who they are, think about who they know. Or more specifically, think about who YOU know who might have contact with them.

 

Write an ad a human person wants to read

And not just any human. Your ideal candidate human.

Think about where this ad is going to sit and be appropriate. For example, a Facebook post can be much wordier than a Twitter ad. Both are more casual and matesy than a job board listing.

If you can create a message people actually want to read, it’ll stand out, people will feel good about sharing it and, best of all, it’ll be sticky. Your potential candidates will remember it and it’ll nag away happily at their brain until they apply for the job.

Some general rules of thumb for creating sticky ads/messages:

1. Think about what the message needs to DO.

Do you want people to click a link to a place where they can find out more? If so, the only job the ad needs to do is intrigue someone enough to click the link. Word of warning, make sure you’re giving a broad context with that enticement,. A simple “Work here” or “we’re looking for a new podster” is enough to save your  DO YOU LOVE ICECREAM?? headline from frustrating ambiguity.

2. Use a really specific call to action.

If you want someone to click your link, say, “click this link”. If you want someone to share with their friends, say, “who do you know who would love this job? Share this link with them!”. Contrary to popular belief, people sometimes quite like being told what to do.

3. Find a weird hook.

Situation Vacant. Opportunity awaits. Grad role available. Are you yawning? You should be. These are literally the most boring ways I can imagine to start an ad. In the ad industry, we would talk about “stealing interest”. That’s what you need to do here. How can you make yourself stand out? Look for the weirdest, most interesting thing about the role. Is there are a kooky job title? Do you get some awesome kitten-related perk? Will it get someone in on the ground-floor of the next Apple or Xero? That’s your hook. Lead with it.

 

Make it really, really easy to share

This means easy for you to share to job boards and social platforms so you can take advantage of spontaneous sourcing opportunities, as well as easy for other people to pick up and share virally amongst their own networks.

Using a tool like Weirdly lets you house all your job info and initial application process in one place. It gives you an easy, sharable short-link that sends people to a fun, branded experience with good role info. This means you don’t have to cram heaps of description into your ads, and your word-of-mouth spreaders have something easy and fun to flick around their friends.

 

Go back to sourcing basics

Simple, great, effective sourcing opportunities are all around us. In case you missed our post a few weeks back, here are 10 often-overlooked places you should start seeding your brilliant job ad+Weirdly link combo.

The key is to stay focused on the person you’re trying to find. Go where they are, post ads they’re going to feel compelled by. Don’t think like a recruiter, think like the person you’re trying to recruit.

The great sourcing cheat-sheet: 10 places you should be sharing your job links

So you’ve set up your Weirdly quiz, it’s bursting with your unique brand personality and you’re ready for your next employee superstar to come whizzing through the virtual door.

Before Weirdly can work, those great candidates have to find you. That means, spreading your quiz link far and wide.

Here’s our sourcing cheat sheet: Our top 10 list of places to share your quiz to attract the top talent to your door:

1. Ask your Staff:

Ever heard the saying ‘Superstars run in packs’? Nope? Well, I just made it up then. It makes sense that the great people you already have on your team are likely to know other people who are just as awesome as they are.

Let your team know you’re looking for new people and ask them to share the link out amongst their friends, contacts and networks.

You can even offer an incentive – if you end up hiring someone they refer,  you’ll offer a token of your appreciation. We find rewards that involve food, cash or booze are popular – ones that involve singing telegrams, not so much.

2. Share on Social Media:

This is an easy one. Post the link from your company’s social media accounts – twitter, facebook, google+, LinkedIn, they’re all great for attracting people. Ask your friends and followers to share the link with people who fit the bill.

A little trick: If you start your post with “Who do you know who…”, your readers will find it much easier to think of specific people they can share the link with, rather than with a more generic “we’re looking for…”.

3. List it on Job Boards:

This is the traditional approach – but it’s still really effective. Job boards can be industry-generic (like TradeMeJobs, Seek, Glassdoor etc) or very specific to your location, industry or role (US-based retail, techy-development, Not-for-profit sector).

If you’re based in NZ (or recruiting from NZ!), you can post a job directly onto the TradeMeJobs job-board from the Weirdly distribute page. It’ll pull all your job info and if you don’t have a TradeMe account, you can even buy the job posting directly from us.

Some of these boards will let you attach your Weirdly quiz link to the “apply now” buttons, some will need you to load it up as part of the job ad text. If it’s the latter, make sure you include a clear instruction so your applicants know what to do. Something like “To apply for this job, copy this link into your web browser and follow the instructions”.

4. Tap your industry Bodies/Associations:

Are you a member of an industry body? Chamber of Commerce? A business network or association?

Lots of these places have websites with “positions vacant” pages. You can often list your job there with a link to your Weirdly quiz for free, or very cheap. It’s also worth asking about opportunities to include the ad in their next newsletter or magazine. If your association is kicking it old-skool with a printed version of these, you might want to include your quiz link as a QR code (see trick #9 to see how).

5. Set up some social ads:

You’ve already shared across the social networks you own. Now consider setting up some social ads. This is actually pretty easy to do and if you want to, you can get REALLY specific on who you’re looking for – right down to what kind of music or hobbies they’re into.

You can set up ads without a company Facebook page – you just link directly to your Weirdly quiz. You will need a Twitter profile to set up twitter ads, but you’ll find you can also link these directly to your quiz.

You can set up both so that you only get charged when someone clicks on the ad, and you can cap your budget (we recommend spending say, $50 over a week) so you won’t log on and found you’ve accidentally spent 1million dollars overnight.

6. Email it to your own network:

This one seems obvious right? Crazy how often we all forget to do it though. Try sending an quick personal email to your own email contacts, very briefly outlining the kind of person you’re looking for and asking them to “shoulder tap” people they think might fit the bill by sharing the link to your quiz.

7. Put it in your next company e-newsletter:

Ready to send out that next quarterly newsletter? Make sure you include the news that you’re looking for someone great to join your team and link your Weirdly quiz to a button. This is really easy to do if you’re using Mailchimp or something similar.

8. Post it on your own website:

Got a careers page? You can post the link to your Weirdly quiz so people can apply directly from your page.

If you don’t have a careers page, consider adding a call to action with a link to your job on your contact page. This works particularly well if you’re often looking for people to fill similar roles (like, waitresses, call center operators or shelf-stackers), or if you just want to build a pool of keen people who generally fit with your brand.

Companies like Vend and Superette have these “general” quizzes open all the time. Then, when they have a specific role available they send the link out to this pool of pre-qualified candidates – clever!

9. Put a note in your window:

Or on your bar, or your retail counter. The point is, do what you’ve been doing for years – sticking up that “apply here” poster, but apply a modern twist. Try printing your Weirdly quiz link on the poster as a QR code. People can scan the QR code with their mobile phones, get taken directly to the quiz and do the application on the spot! This site makes generating a QR code really easy – just copy and paste your Weirdly link into the box.

10. Use your email footer:

Your email sign-off gets seen by every person you email in a day – that’s a lot of people!

Include a note that you’re hiring and a link to your quiz in your sign-off – you never know where you’re going to find your next superstar, it could be someone you just emailed.

This is just a selection of sourcing methods we recommend to attract top talent and get people applying through your Weirdly quiz. Try them out and let us know below – Which ones work best for you? What other tricks or methods do you use when hiring?

Interested to see if Weirdly could help streamline your recruitment? Click the button below for a free trial today.

Weirdly quiz sign up now

Same-same, but different: Why workplace diversity isn’t about ticking boxes

We get asked heaps about workplace diversity.

“If you’re qualifying all candidates against an ‘ideal match’, don’t you end up recruiting a company of homogenous drones that’ll destroy your carefully crafted diversity programme in their tidal wave of sameness?”

I’m paraphrasing, but you get the idea.

Our response is generally to clarify what we mean when we say “fit”. We’re not talking about recruiting carbon copies of your best staff. We’re talking about recruiting people who share some of the fundamental characteristics, values and traits that make your best staff the best.

We had an awesome example of this with a client last week.

This client, a major communications shop, has traditionally filled their teams with young, mostly-male, hipster-types. Not because they’re agest or sexist, but because they wanted their teams to fit well together – and “looks the same on paper” is an easy trap people fall into when searching for good cultural fit.

A simple shift in the way they thought about “fit” meant this organisation is now recruiting people who seem totally different, but fit so well in real life.

They hired an older woman – late 50’s – into a team with those same young, hipster guys. Sure, there were clear differences. She needed a bit of help with the tech, they needed a bit of help toning down on the machismo. But because they’d been recruited based on a share values, they were able to use their different perspectives to their advantage. This team is now super-productive, they’re hitting higher targets and they’re generally just heaps happier.

You see, the things that made them the same – a shared belief in what they’re doing, the same dedication to sustainability, a preference for working collaboratively – those things are WAY more important than holding meetings on long-boards or shared beard grooming stories. They gave them a solid platform of stuff in common so they could share new perspectives and challenge each other’s assumptions.

True diversity, useful diversity, is about finding people who are different enough to contribute unique perspectives. This isn’t a sitcom, we’re not here to tick diversity boxes and keep sponsors happy. There are real reasons to look for variation in our teams. Sciencey reasons.

“Diversity enhances creativity. It encourages the search for novel information and perspectives, leading to better decision making and problem solving.” – Scientific American

Creativity is vital to problem solving. Problem solving is vital to innovation. Innovation allows our businesses to adapt to a changing world and changing behaviours. Which brings us back to diversity being crucial for good business.

We should be putting women on our boards, embracing cultural rituals, and making sure our teams aren’t just full of white guys with hipster haircuts because the truth is this: our businesses are more productive when they’re packed full of different perspectives.

Uniformity is the antithesis of progress. But diversity for the sake of diversity can be just as damaging.

We created Weirdly to help pull teams together based on the perfect mix of commonality and conflict – mashing genders, races and different abilities into a delicious values-based soup. Helping people find the RIGHT kind of diversity for their teams. People with the right kind of weird.

The companies we’ve enjoyed working with the most have found that sweet-spot between complementary values and diversity of experience and perspective. Teams with enough commonality to pull together efficiently, and enough difference to challenge each other.