According to a recent study by Glassdoor, the average job opening attracts 250 resumes. So, how can your organization stand out and make successful lateral hires? In this blog, we’ll explore five unconventional techniques to help you discover top talent and build a stronger workforce.
Exploring lateral hiring: a new approach to talent acquisition
Lateral hiring is like finding a hidden gem in a treasure chest. It’s about looking for talented people already in similar roles in different companies or industries. Unlike traditional hiring, where you might focus on someone fresh or with less experience, lateral hires bring a wealth of knowledge and skills from their previous jobs.
Imagine you’re a chef wanting to try a new recipe. Instead of starting from scratch, you bring in another experienced chef who already knows some great techniques. That’s what lateral hiring is about. It’s tapping into a pool of experienced professionals who can bring new ideas and perspectives to your team.
What makes lateral hiring exciting is its potential to quickly fill gaps in your team with people who don’t need much training. They’re like puzzle pieces that fit right in, bringing their own unique shape and color to the picture. This approach can be a game-changer for businesses looking to stay competitive and innovative. By embracing lateral hires, companies can enrich their teams with seasoned professionals ready to hit the ground running.
Leveraging social media intelligence for lateral hires
In today’s digital age, social media isn’t just for sharing memes and vacation photos. It’s a goldmine for companies looking to make lateral hires – recruiting people who are already skilled and working in similar roles elsewhere. Think of social media as a vast sea where potential candidates are swimming around, showcasing their skills and interests.
Using social media for talent scouting is like being a detective. You’re not just looking at what people post, but also at their interactions, the groups they’re part of, and the content they engage with. This helps in understanding not just their professional skills, but also their personality and whether they’d be a good fit for your company culture.
Imagine you’re looking for a graphic designer. Instead of just posting a job ad and waiting, you dive into platforms like LinkedIn, Behance, or even Instagram. You look at their work, the comments they make, and the discussions they’re part of. This way, you get a real sense of their creativity and passion, beyond just a resume.
By leveraging social media intelligence, you can spot these talented individuals and approach them with exciting opportunities. It’s a more proactive and engaging way to bring experienced professionals, or lateral hires, into your team. They might not be actively looking for a job, but the right opportunity could just be what they’re waiting for.
Utilizing advanced data analytics for skill mapping
Think of advanced data analytics like having a super-powered magnifying glass. It helps you see beyond the usual details in resumes or interviews when looking for lateral hires. Lateral hires are people who already have experience and skills from working in similar roles, and data analytics is the key to finding them in a sea of potential candidates.
Here’s how it works: Imagine you’re playing a video game, and you have a map that shows you where to find hidden treasures. Advanced data analytics is like that map, but for finding skilled professionals. It looks at patterns and trends in large amounts of data to identify the best matches for your job requirements.
For example, you might need a project manager. Data analytics tools can sift through online profiles, past job experiences, and even project outcomes to find someone who not just fits the role but also has a proven track record. This isn’t about just matching keywords; it’s about understanding the depth of their experience and how it aligns with what your team needs.
Using this approach, you can make smarter, more informed decisions about whom to hire. It takes out much of the guesswork and helps ensure that your lateral hires are truly the best fit for your organization.
Engaging in talent exchange programs for lateral hires
Talent exchange programs are like professional matchmaking but for companies. They’re an innovative way to make lateral hires, where businesses collaborate to share employees who have the skills and experience they need. It’s a win-win: companies get the talent they need, and employees get to try out new challenges and environments.
Imagine you run a tech company and need a marketing expert, but you don’t have one in your team. Meanwhile, a marketing firm might be looking for tech expertise that you have. Through a talent exchange program, you can ‘swap’ employees for a certain period. This way, both companies benefit from each other’s strengths.
These programs are not just about filling a job vacancy. They’re about enriching your team with fresh perspectives and skills. It’s like getting a guest chef in your restaurant who brings new flavors and techniques to the table.
Lateral hires through talent exchange are often more adaptable and can bring a wealth of diverse experience. They can jump right in and start contributing from day one. For employees, it’s an opportunity to grow, learn, and expand their professional network. In the end, it’s a unique approach that fosters collaboration, growth, and learning for both businesses and professionals.
Incorporating gamified skill assessments
Imagine turning the serious business of hiring into a fun game. That’s what gamified skill assessments are all about. They offer a creative and engaging way to evaluate potential lateral hires – those experienced professionals who are considering a move to a new role in a different company.
Instead of the usual tests and interviews, gamified assessments use interactive, game-like scenarios to measure a candidate’s skills and abilities. Think of it like a mini video game, but instead of fighting dragons, you’re solving real-world problems that reflect the challenges of the job. This approach makes the assessment process enjoyable for candidates while giving you deep insights into their capabilities.
For example, if you’re hiring a software developer, they might play a game where they need to fix coding errors or design a piece of software under time constraints. This not only tests their technical skills but also their problem-solving abilities and how they handle pressure.
Gamified assessments are particularly effective for lateral hires because they already have work experience. These games can reveal how they might approach the specific challenges in your organization. It’s a way to see beyond their resume and experience, straight into how they think and act in real-life scenarios. Plus, it’s a lot more fun than a standard job interview!
Conclusion
Innovation is the key to securing exceptional lateral hires. By embracing these unconventional techniques, you can break free from the crowd and attract top talent to your organization. Remember, hiring is not just about finding candidates; it’s about finding the right fit for your team’s success.
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