5 Fresh And Creative Marketing Recruitment Ideas


When you use creative executive recruitment strategies, you implement innovative methods for reaching, attracting, and retaining candidates. The most effective strategies increase reach and engagement, show why your company is a great place to work, and make candidates feel valued. It takes time to research 5 fresh and creative marketing recruitment ideas. Therefore, we did the research for you so you can focus your energy on hiring a talented team.

Think of Social Media as Your Friend

While the organic reach of social media posts is a great way to create brand awareness about your company’s values and culture. Paid ads continue to demonstrate solid returns for those companies that use them effectively. Paid ads target demographic criteria which make it easy for you to target your ads by variables such as income and education, allowing you to target exactly who you think may be a good candidate for the open position.

Another great tip is to engage on Instagram, Snapchat, and Tik Tok. This tip is only going to apply to certain companies’ reading this post. Since certain industries might not benefit from this method. But it could be a useful tip, especially in certain industries like beauty and fitness.

Organize Open House Events

Consider hosting an executive recruitment event at your office and inviting people who might be interested in joining your company. You will be able to evaluate potential candidates. This creative recruiting strategy gives them the chance to see what your work life looks like first-hand, in a less formal setting. The event gives potential candidates the opportunity to get to know your teamed learn more about your company before they decide whether they want to apply. Choose a time and place and post an invitation on your company’s social media platforms.

Also, host virtual events so people from other cities can attend. These events will help you reach candidates and enable them to make an informed decision about moving forward.

Film Employee Testimonials

This creative executive recruitment method will boost your company’s brand and gives your company a good reputation as a great place to work. Film short interviews with employees from a range of departments and seniority levels. Include the videos on your career page and on your social media platforms. Guide your team and ask them questions about their role and responsibilities. Make sure to include questions about the company culture, the co-workers, and the favorite things about working in the company.

Employee video testimonials are a great way to showcase the atmosphere and culture of your workplace. They are an asset in employer branding and executive recruitment. Current employees are the most valuable advocates of your company as a workplace and have a big role in how new potential employees see your company.


Text Message Candidates

Some candidates may prefer to communicate with recruiters and hiring managers by text message. When candidates send their applications, ask them if they want to receive a text message or email updates. Two of the main benefits of fresh and creative recruitment ideas. are that you are likely to get a faster response time and that it can help you attract candidates.

Remember it can be tempting to be less formal when you’re texting, but keep it professional by using full sentences, and proper punctuation. Also, be sure to text during regular business hours.

Use Employee Referrals

Word-of-mouth publicity has been the best source of hiring for decades and is still one of the best fresh and creative recruitment ideas. It is the good experiences of people or customers that make them invite more of their friends or acquaintances to share the same experience.

An employee referral program helps you quickly connect with your employees’ professional network. Within a short period of time, you get to reach a huge talent pool. This is the primary reason why your company can benefit from employee referral programs.

How to React When Contacted by a Recruiter

Congratulations, you got contacted by a recruiter! It shows that your skills and experiences are paying off. The recruiter is either contacting you if they have a open position that matches your qualifications or they want to know more about you to ensure you are the right fit for their client. The recruiter is interested in your profile professionally. It is now up to you to decide how you want to take the conversation further. 

Good Communication

Whether you have applied for a job, or you get contacted by a recruiter to know more about your qualifications. It is important to ensure good communication, which will help to create a good connection between you and the recruiter. Perhaps you are not looking for new job opportunities now, but who knows in the future. When speaking with recruiters, good communication keeps them interested and maintains an atmosphere of professionalism. You can say things like “thank you for calling” or “I appreciate you reaching out” to show both respect and gratitude. 

Answer Questions Honestly

A recruiter may decide quickly if you are a potential match for the position or not. Therefore, it is a good idea to have some answers ready about your work experience, goals, and qualifications. Remember that the recruiter is the mediator between you and the company. This means that the recruiter is working for a client, but they are also helping you find the right role to match your profile. Make sure to answer every question honestly, when asked questions about your work experience, education, salary, hobbies, and future goals. By answering honestly, the recruiter can find the right job for you. You might not ba match for this particular job, but you might be a perfect fit for the next open position. 

Ask Questions 

When contacted by a recruiter the idea of a new position can be exciting, but choosing based on information about the position and company will benefit you the most. You can ask questions about the position, company, culture, values, and expected salary to gather more information. Asking the right questions can help you learn more about whether the position and company are the right matches for you. Think about some questions beforehand, which are important for you. 

Evaluate and Negotiate 

After talking with the recruiter, it is important to do some research about the position and the company. You must make sure that the information is aligned with the information you got from the recruiter. Look at previous employee testimonials about the company and customer reviews. You can also look at similar roles from competitors to compare requirements, qualifications, and pay scales. If you want to negotiate the salary or other benefits based on your qualifications and experience. You can communicate your expectations to the recruiter, who might be willing to negotiate on the candidate’s behalf. 

Make your Decision 

Once you have all the information and have received an offer letter, you must decide whether to accept or decline the job offer. Consider each detail carefully and give the recruiter your response. If you choose to decline the offer, make sure to inform the recruiter respectfully and provide the reason you want to decline the position. If you decide to accept the position, you can take your next steps toward a new career. 

The Ultimate Guide For Better Recruitment

Many companies collaborate with recruitment agencies, to make their recruitment process more effective and efficient. While other companies rely on advertisements, job boards, and social media channels to recruit talents for new positions. The ultimate guide for better recruitment can improve your recruitment process. An improved recruitment process will reflect the company’s professionalism and help attract the right candidates while saving money and time. 

Job description and specifications

If you are looking for a new employee to grow your company. The first step to think about is some specifications for whom you would like and what you are looking for in your team. Because of limited time and workload, you may be tempted to accept the first person who applies for the job. That could be a big mistake. 

Therefore, it is important to brainstorm exactly what type of person you are searching for and what kind of specification you need. Afterward, you must choose a concise title for the position and write a clear description of the job. You must describe the work environment in the company. Clarify the skills, the educational requirements, and the work experience needed to fill this role. 

Choosing the candidates

You probably received many different job applications and hopefully, some of the candidates fit the requirements and specifications. Now comes the hard part, since you must choose the candidates that continue to the interview process. Make sure the work experience, educational experience, and skills, match the qualifications. Some candidates also include information about their personality and values. Which gives you an even better idea about if the candidate matches your company and work environment. 

To get more information about the candidates, you can research their LinkedIn profiles. It is a good idea to do a screening call, before inviting the candidate to an interview. In this way, you can ask the most relevant questions or get answers about missing information about the candidate. 

The interview process

When it comes to the interviewing process, it is a good idea to be prepared as an employer. Just like candidates spend time researching and preparing for the interview. Good preparation takes time, but it is worth it in the end. The right candidate is hard to find, so it is important that you as an interviewer know exactly how to evaluate the candidate and how to promote your company and brand.

Make sure to know your candidates and read their resumes. Figure out what information you are missing from the candidate, which is not included in the resume. Prepare your interview questions beforehand and be ready to answer any questions the candidate might have about the company or about the position. It is also a good idea to give the candidate a profile analysis or an assessment test. 

Selection and verification

The final stage of the ultimate guide for better recruitment is the selection process. You might want to do a verification check to reassure that your finalist is reliable. Employers may conduct background checks to make sure the candidates have told the truth about themselves in their resumes and interviews. 

You might also want to get some references for your best candidates. This way you will get feedback about their performances from people they have worked with in the past, such as former colleagues and managers. After the selection process, you finally found the perfect candidate to grow your company. 

Job offer and onboarding

You are soon ready to welcome your new employee, but first, you must finish the job offer process. If you forget any details, you might risk losing a great candidate and you must start the recruitment process again. The job offer process usually requires filling out paperwork, getting approvals, and completing the last preparations before you welcome the new employee. 


To make sure that the new employee gets a smooth onboarding, you can send a welcome email to get the new employee excited for the first day. You may also schedule a team meeting, to introduce the new employee and to create a good social work environment from the beginning. Give the new employee all the relevant documents, videos, and web pages about your company’s history, mission, and stories that give a better understanding of your company’s values.  Make the first day even more memorable, by giving the new employee a welcome kit, with relevant products and a welcome letter.

Conclusion

Congratulations on your new employee! But don’t forget to inform rejected candidates that didn’t get the job. They might be a potential employee in the future, and a positive candidate experience will only benefit your company’s brand

If you follow the ultimate guide for better recruitment, you will be one step closer to finding the perfect candidate to grow your company. If you are looking for a more time and cost-saving solution, contact a recruitment agency and let them help you with the recruitment. 

Scancruit Wins Most Innovative Headhunter 2022 Award

MEA Markets is a quarterly publication dedicated to researching and publicising the major moves and events. They are presenting the UAE Business Awards for the seventh consecutive year. Scancruit wins the most innovative headhunters 2022 award because of its positive reputation and effective services

After the pandemic, the employment market has changed, and Scancruit is changing the recruitment game in the region. They believe in going above and beyond for their clients and delivering that little ‘extra’ which creates exceptional partnerships. 

A company with a positive reputation 

In addition to Scancruit wins most innovative headhunters 2022 award in the United Arab Emirates. MEA Markets has written an article explaining more about the company. Explaining why Scancruit is the right company to win the business award. 

“Recruitment agencies can be incredibly beneficial to both employers and jobseekers – they provide information, advice, and access to suitable talents or jobs. Scancruit is a shining example of what a recruitment agency should be. Indeed, the company boasts a positive reputation due to the entirely bespoke nature of its effective services.” 

Values and future goals 

Scancruit values people and this underpins everything that they do. They believe that the right people make the difference between success and failure. The team trusts very much in going above and beyond for their clients. Identifying the right candidate to grow the clients’ company. Scancruit strives to retain excellent relationships with both candidate and client during the whole process. When integrating the candidate into the new role through meticulous onboarding.

2022 is set to be an exciting year for Scancruit. It has numerous plans in the pipeline, ranging from its expansion into the American market to simply improving its position in the world. However, the primary goal is to continue offering a premium service to its clients, helping companies around the world to find the right talents, and helping candidates find their dream job. 

3 Reasons Why You Should Use A Recruitment Agency 

We all know the basic reasons why you should use a recruitment agency when looking for a new candidate to join your team. Unfortunately, very few people realise all the other benefits that come with using a recruitment agency. Working with a recruitment agency can be highly beneficial. Not only for your hiring manager, but also to the whole company. 

Saves Time

The recruitment process can take a long time, especially if you are looking to recruit managers or specialists. In these cases, it is typically more difficult to find candidates who has the right professional and personal qualifications. That matches the job description and the company. Therefore, it can be valuable to work with a recruitment agency. Who have the right analytical background and knowledge about the job market. A recruitment agency knows exactly how to contact different types of profiles and professionals. They usually have access to a large candidate database and special features on LinkedIn. Which make it possible to search more accurately and reach more potential candidates who may not be actively looking for a job.

Typically, the recruitment agency interviews the most relevant candidates. They selects the final candidates, that fits the job description and the companies’ values. In this way you can go straight to the most important interviews, and this will make you save a lot of time as a company. 

Cost Savings 

The cost of going through CVs and interviews adds up. Some of the costs saved when working with a recruitment agency is the costs for posting job adverts. As well as potential overtime costs and the cost of potentially hiring a candidates unfit for the role. You will also be able to save future hiring costs. Which will be reduced due to a trustworthy relationship with a recruitment agent.  There is also the possibility to save costs when the recruiter help you negotiate the best salary, giving both advice and guidance about the salaries on the market. 

Market knowledge 

The perfect candidate can be hard to find and especially when you are searching for a candidate with both professional and personal requirements. This is where a recruiters industry expertise and market knowledge prove to be priceless. Recruiters are specialists in the market and can give you insights about how to reach out to the best available talents, salary rates, career expectations, current hiring complexities and available skills sets. Many recruitment agencies do also offer additional services. That could be personality tests, executive search, support, and onboarding services, so you are sure to find the right talent to grow your company. 

How Recruitment Companies use Social Media

Is it possible to use social media other than LinkedIn to recruit new employees? The answer is yes! We have put down the platforms and tools you can use in your recruitment and information about how recruitment companies use social media. 

Everything you can find is searched for!

The most effective tool for the search and selection process in recruitment is search strings. You can use search tools to find the right candidate for a role, by entering the most important information into a search engine you will find candidates with the desired qualifications. Whether you are on Facebook, LinkedIn, Twitter or similar. Boolean search strings is a great way to find qualified candidates and is the most preferred process when searching for candidates for recruitment.

If you are a recruiter, this method is often your starting point. It is a great way to get an overview of how many people match the job description and where they are located geographically. It is also a great way to create a quick list of relevant candidates you can contact. Who knows, maybe you can close the recruitment process quickly. At the same time, as a candidate, you need to make yourself attractive on LinkedIn for potential employers to recruit you. It is important to update the profile with relevant information and keywords to increase your visibility. You can read more about how to optimize your LinkedIn profile here.  

Recruitment on all digital platforms

LinkedIn is the preferred platform for recruitment. Everyone is using LinkedIn today. This is the platform where all recruiters and HR managers operate when looking for candidates they want to recruit. You may have noticed that people working in HR or recruitment have looked through your profile every now and then, or you may have been contacted by someone with an exciting job offer. But LinkedIn is not the only digital platform recruiters use when looking for the right candidate. 

Some recruiters also use Instagram or Facebook, especially when searching for a candidate within a specific industry. Facebook has countless of groups and pages of which recruiters and HR managers are members. Typically, recruiters place job postings in the group and thereby reach relevant target groups. Instagram is an effective tool for recruitment companies to develop their brand identity, authenticity, and trust. Some recruiters might also use Instagram to search and select candidates for roles within specific industries. 

Take advantage of recruitment on social media

So, if you are a recruiter there is no reason to limit yourself. Instead use all the opportunities on the different social media platforms. Do not expect that the right candidate will come from one single job post, instead search for candidates yourself and post the job in different groups. In this way you can be lucky to close the recruitment process in a short amount of time. 

If you are a job seeker, make sure to optimize the relevant digital platforms and use the right keywords to create more visibility. You may not see the result in one week, but in the long run it will make a difference. There are no restrictions when it comes to recruiting on social media and you can go a long way by recruiting or applying for jobs in a different way than everyone else!

5 Tips For The First Working Day

Starting a new work in a new environment and with new faces, can be nerve wracking. But the changes can also be exciting, especially when you know how to tackle new challenges and learn more skills. 

Plan the day 

The first and most simple tip, is to make sure to plan the day. To avoid a stressful and frustrating morning, you can plan your outfit, the night before the first working day. It is also a good idea to check the route for your workplace and find out how to get there and how long it takes depending on the traffic. Perhaps you can drive earlier from home, which gives you a little extra time if there are traffic jams and you avoid getting stressed. In this way you are sure to arrive to work in time with a peaceful mindset. 

Do not come to work empty-handed 

If you haven’t been giving any instructions for the first working day, it is always a good idea to bring your own computer. Even if the company will give you a work computer, you never know if it has been delivered for the first working day. It is also a good idea to bring a book to write down notes and any documents about the company or employee manuals you have received from the company. 

Practice how to introduce yourself

One of the most important things to practice for the first working day, is how to introduce yourself. On the first working day, you will meet and talk to your new colleagues, and you will probably be asked a lot of questions. A good work environment between colleagues is very important, therefor it is essential to make a good first impression. With a little preparation, you are ready to answer all the questions your new and curious colleagues ask during the day. 

Listen and ask questions

When starting the first working day, it is important to listen and learn from your colleagues. You most likely don’t know everything about the company, the systems, and the processes, which is why you must be humble, instead of having a “I know everything” attitude. Pay extra attention and write important information in your notebook. Ask questions about everything from the system and tools to colleagues’ projects and experiences. 

Be yourself

You made it through the recruitment process by being yourself, so why start being a different person now? It is normal to be nervous the first working day, but do not doubt yourself. Remember that they chose you for a reason and you are the right person for the job. Therefor the last tip for the first working day is to be yourself when you talk and interact with your new colleagues. Be yourself. Everyone else is already taken.

5 Ways To Attract And Retain Good Employees

The recipe to attract and retain good employees is simple. Your future employees and current employees needs to be happy and motivated. Employees who are happy and motivated with their jobs stay longer in companies and they are the key to a healthy and successful company. 

Here are 5 ways to attract and retain good employees. 

1. Create and sustain a culture of recognition 

When looking at ways to attract and retain good employees, a culture of recognition can be a considerable game changer. Such a culture engages and empowers employees, making them feel like the work they do has a meaning and purpose. But how do you create a culture that will make your employees eager to work in your company. The short answer is employee recognition. Focus on recognizing your employees and give them positive feedback. Most people respond positively to recognition, and it can provide them with renewed energy. Many people work even harder when their efforts are recognized by their manager, since they feel valued in the company. It gives the employers motivated and happy employees who think positively about their manager and the workplace. 

2. Make feedback a keystone of your culture

Creating an environment in which honest, open, and two-way feedback is supported and embraced is one of the most effective ways to cultivate a workplace culture that attract and retain good employees. Constructive feedback is one of the best things a manager can give to their employees. When feedback is delivered properly it can strengthen positive behavior and ensure a strong culture in your team. Feedback also involves in discussing growth opportunities. At companies where managers discuss growth opportunities with employees, the impact of retention is increasing. Employees consider growth as a core value and having opportunities for development may be a deciding factor in whether they will choose employment in your company

3. Give responsibility and trust your employees

Responsibility gives motivated employees. Most people want to develop professionally. It can be through new work assignments, new areas of responsibility or courses and certifications. Many people see promotion as an important factor for professional development and motivation. One thing is certain. The employers must create an environment where employees can have more responsibility and the professional motivation must be supported to keep efficient employees.  Responsibility and development is key if you are looking for ways to attract and retain good employees. If there are no clear signs of development within the company, the employees will be more likely to look for new opportunities.

4. Offer a flexible schedule 

A flexible schedule will allow an employee to work hours that may not correspond with normal working hours. Not all good employees will have the availability to work standard hours. There might be circumstances that cause conflicts with a standard work schedule. Therefore, having the possibility to be flexible will help attract and retain good employees. A flexible work schedule can include flexible work hours, compressed workweek, job sharing and allowing employees to work remotely. 

5. Treat your employees fairly 

Employees are the greatest assets in a company. If a company want to attract and retain good employees, the company should treat them well. When an employee knows that their company cares about them, they may be more willing to take care about the company. Motivational variables are different for each person, which is why it is important for the employer to understand what motivates each employee. Once the employer understands the motivational variables of their employees, they can start to create more retention benefits within the company. By making sure that you treat your employees fairly and equally based on their qualifications and efforts, you can improve employee satisfaction and retention. 

How To Find The Best Candidate For Your Company

At Scancruit, we value people and this underpins everything that we do. We believe that the right people make the difference between success and failure. Our decision is based on research and knowledge. We go the extra mile to understand our clients’ values. We focus on how to find the best candidate for your company. 

1. Do your research about the candidate 

When doing a job interview you can get a good impression of the candidate and ask questions about their experience. But the candidate might look perfect for the role on paper and did great to the job interview. But is the candidates really who they pretend to be? To be sure that you find the right candidate to join your team and to grow your company. It is important to secure references from others who have previously worked with the potential new employee. 

2. Ask the candidate to resolve one or more tasks 

When focusing on how to find the best candidate for your company, it is a great idea to create one or more tasks relevant to the job. In this way the candidates get a chance to show their skills and it is a great way for the company and the candidates to see if they are suitable for the role. It takes time to create a good task, but it is a good investment. 

3. Be sure to test the candidates 

Thirdly it is a good idea to do a personality test, to get a better understanding about the candidates’ personality and get a better idea of how they will fit into the company. It reveals the candidate’s general behavior and action patterns. Though it is important to mention that the personality test is an additional tool to use, and your decision should be based on other factors as well. 

4. Let your team meet the candidates

The dynamic in the team is crucial when finding a new candidate. It is a good idea to let the most relevant team members meet the potential candidate, to get an idea how the future candidate will fit into the team and the values of the company. To ensure that you take all the above factors into consideration, you can work with a recruitment company. They will make sure to match your companies’ values with the new candidate.  

4 Mistakes To Avoid When Hiring


1. You skip the preparation

Perhaps your company is growing or one of your employees have resigned and you suddenly need to find a skilled replacement. Maybe you can already post the job description this afternoon if you just create one quickly or reuse an old job description? But it is right here you must take a step back and take yourself time to find the right candidate. Because it requires a longer process to hire the right employee.

It is important to make a thorough job analysis and a competency profile, so you know exactly what person you are looking for to join your team. In the job description you must describe what the job is about and what competencies the position requires. When the job description is accurate, it also becomes much easier to find the right person for the position. 

2. You do not include relevant employees 

When looking for a new employee, it is important to include relevant employees in the decision making. They might not have the final decision, but they can be a great support when trying to find the right fit for the team. Perhaps the employees have some important requirements for the candidates’ personal profile and working profile which you have not taken into consideration. 

Perhaps the current employees can be helpful when it comes to creating the right job description and when creating the job advertisement itself. The job advertisement can pose many challenges that require time and careful consideration, both in relation to the template and where the job advertisement shall be posted. 

3. You talk more than you listen

Now you have finally received a lot of applications and have decided which candidates who are suitable for your company. You have also prepared a lot of questions, that you are looking forward to asking the different candidates for the job interviews. On one hand it is good to be prepared, but on the other hand it would be wise to just be quiet. 

One of the many mistakes you should avoid when hiring is to talk too much, which is a mistake too many interviewers make. Your primary role is instead to listen carefully and ask questions to what the candidate has to say. 

4. You do not check references

The last point of the 4 mistakes to avoid when hiring, is to avoid to not check the references. Perhaps the candidate looks perfect for the role on paper, and she did great to the job interview. But is she really who she pretends to be? To be sure that you find the right candidate to join your team and to grow your company, it is important to secure references from others who have previously worked with the potential new employee. 

When contacting the reference person, you should only ask questions that have a significant impact on the applicant’s ability to hold the current position. It could also be an idea to work with a recruitment agency, who can help you verify the specific candidate or help you through the entire recruitment process, so that you ensure that you find the right candidate for your company.