- Video-Based CVs
More and more of today’s recruiters are relying on video CVs to promote candidates. Companies like Inspiring Interns, for instance, rely heavily on these CVs as a part of their marketing strategy. Not only does the use of video help set candidates apart but it also makes it easier to highlight the key skills that they have and experience that they bring to the table.
In terms of getting to know candidates, video is one of the most powerful tools. By giving you a glimpse into each applicant’s personality, you can get a better idea of how well they will integrate with existing employees. When setting up application guidelines, think about adding several questions for candidates to answer. Hearing their answers in their video CVs can make it easier to determine which applicants are the best fit.
From a recruiting standpoint, video content not only benefits stakeholders but also gives candidates a chance to showcase their skills and personalities in the best possible light. Offering digital formats like these is also an excellent way to attract millennial applicants. Read more about the benefits of hiring millennials SSQ Legal Search.
- Using Personal Blogs to Get to Know Candidates
From a recruiting standpoint, personal blogs can be extremely beneficial for learning more about applicants. Individual candidates often include links to their blogs in their applications. Alternatively, you can also search for links in their social media profiles. Reading through these blogs can help you learn a lot more about how well each applicant communicates in writing as well as about the things that they are interested in.
Blogs involving the applicant’s chosen field are particularly beneficial since they allow you to learn more about how knowledgeable the candidate is and about how committed they are to the field. Reading through their blog also allows you to evaluate whether or not they have an engaging writing style.
If you want to find additional candidates, you can also try searching for blogs that are related to the field for which you are hiring. You can then reach out to bloggers who seem promising via the contact form on their site to let them know about openings that could be a good fit. Personal blogs can also be a valuable tool when it comes to evaluating whether or not the content contained in an applicant’s CV is accurate in terms of their knowledge and expertise.
Today, a number of millennial candidates have channels on YouTube that are dedicated to the topics that they feel most passionate about.
By watching their videos, you can learn a lot about the knowledge and skills that each candidate brings to the table. Most people with active YouTube channels follow a regular schedule when it comes to adding content. Typically, new videos are uploaded anywhere from once a week to once a month. That means that there are probably a lot of past videos that you can view to learn more about them.
Many of today’s applicants include links to their YouTube channels in their CVs. Viewing their YouTube content in addition to their written CV can give you a much more complete picture of each candidate, making it easier to determine whether or not you want to proceed to the interview stage. You can also use YouTube to find potential candidates by contacting promising users directly.
- Part-Time Gigs on The Side
Millennials often start site hustles as a way of making extra money or putting their skills to use.
Candidates who have taken the initiative to start small part-time businesses on the side show a lot of promise since they have already proven that they are ambitious and enthusiastic about their chosen field.
When talking to applicants about their side hustles, find out how they get new customers and how they achieve balance in terms of time management. This can help you learn a lot about how effective candidates are at managing projects that they are in charge of.
One of the best things about site hustles is that they show that candidates are extremely self-motivated and that they are capable of managing themselves. These skills transfer well to positions where employees are required to prioritize different projects or where they are required to work unsupervised. Instead of just focusing on their full-time work, take into account the positions that they hold on the side when determining whether or not a candidate is a good fit for a particular position.
- Charitable Work
Along with taking a look at the work history of each candidate, it is also important to see whether or not they are involved with any type of charitable work.
Oftentimes, this type of work requires strong organizational skills, good communication, and the ability to work as part of a team. In some cases, charitable work may even involve leadership skills. When comparing candidates who have comparable work histories, any outside experience that they have working with charities can make it easier to determine which applicant is the best fit.
Take a look at how they have contributed to charitable projects in the past. Talk to them about the work that they did, finding out more about their ability to work as part of a team or about their organizational skills.
Look closely at what the candidates accomplished as a part of their charitable work. Think creatively about how the skills or experience that they gathered could apply to specific roles in an organization.