3 Innovative HR Techniques in Recruitment

In our latest partner blog post, we compile three innovative HR techniques that can simplify the process of selecting the most suitable candidate. Join us!

The Rise of Video

You've likely read that the big winners of 2020 were various video conferencing applications like Zoom, Google Meet, and Teams. Their explosive popularity was driven by the pandemic-induced digital trend, where businesses moved online whenever possible. Just as everyday work moved online, so did recruitment. These applications provided free and easy-to-use platforms for everyone involved in the selection process. This innovative HR technique's significant advantage is its ability to bridge distances while effectively replacing the critical element of interviews: the personal meeting. Although certain factors (such as observing candidates' non-verbal communication) are more challenging to monitor online, recruiters often continue to use the convenience of video interviews even after returning to the office.

Video as an Innovative HR Technique

Interestingly, candidates are increasingly using video in their applications, with video CVs becoming more popular in Hungary. Video job portals allow job seekers to introduce themselves and demonstrate their qualifications through video resumes.

Gamification as an Innovative HR Technique

Applying gamification in HR means translating specific tasks, workflows, or even the entire recruitment process into games. Companies prefer this technique because it effectively engages the Y and Z generations, who tend to avoid boring solutions and drab work environments. For instance, the Marriott Hotel uses this strategy to attract potential employees to its website. Whether through a virtual office tour or a video game where candidates perform potential job tasks, incorporating gamification elements into the recruitment toolkit aims to attract younger talents.

HR Technique in 2021: Gamification

In Hungary, PwC implemented a similar innovation. In 2016, the company created an online simulation game designed specifically for young people raised on video games. Through Multipoly, participants could virtually apply to PwC, become virtual interns after the hiring process, and test their readiness to work at the company while solving real business tasks. This game was educational for both candidates and PwC: it provided an excellent opportunity for the company to stand out from its competitors while candidates gained valuable experiences and insights into the company culture, making them better prepared for live interviews.

Focus on Passive Job Seekers

Who are passive job seekers? It's easier to understand by comparing them to active job seekers: an active job seeker is someone who urgently needs a job (for example, because they lost their previous one). In contrast, a passive job seeker has a job but is open to new opportunities if they come across a compelling offer. Passive job seekers are hidden gems in the recruitment process, with whom it was almost impossible to connect before the era of social media. Even if a candidate is not currently interested in or searching for a job, the connection can be established through social networks, making the advertising/branding company the first one they think of when they decide to look for a new job. Therefore, it is crucial for every company to focus on employer branding and neuromarketing techniques, as these can influence future employees even at a subconscious level.

Innovative HR Technique for Successful Recruitment

Have you tried any of these HR techniques? Check out our other partner blog posts for similarly exciting topics!

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