Playful tests

Using the same channels, methods and templates for recruitment, you probably will be contacted by average candidates. To reach special and different audience you need to differ from your competitors. There are plenty of possibilities to differentiate from others, for example your employer brand, recruitment channels that you use, design of your job ad, etc. Basically it is like a small logic exercise: company that uses ordinary job ads - gets ordinary candidates. Company that uses extraordinary job ads - gets extraordinary candidates. Thus, if you use extraordinary job ads, you get extraordinary candidates.

To differentiate from other, employers have used different options, such as comics, formulas, movies, etc. This time I would like to introduce to you a job ad with playful tests.

This is a job ad from HR factory with what they are looking for PRODUCT SPECIALIST for Tallinn Bus Terminal.

To make this post more exiting and to have some internal information also in the post, I was in contact with the recruitment company and asked for their comments.

Kreet Kärner, who is a HR factory consultant who conducting the recruitment process, explained: “I decided to refer to tests since the primary job task of the Product Specialist is testing of T-ticket and T-solutions environments. Job also requires ability to thing mathematically and analytically.

The meaning of Test 1 is to show the directions of the job; meaning: “T”-environment + additional channels that he/she will be using. Therefore also the referral to different web browsers and software (see the icons). The “T”-environment must operate equally well in the smartphones, tablets, as well in PCs.

Test 2 describes major job tasks a little bit differently than it is usually done. Test 3 has a bit different description to candidate’s skills and personal characteristics.

“Are you still with us?” (Oled ikka veel meiega?: in Estonian) question we added to make the end of the ad also more exiting.

“Love to solve Sudokus” (Armastus sudokude lahendamise vastu: in Estonian) is added to urge people, who love science, to apply for the job.

“Love to take bus trips on Tallinn-Tartu route” (armastus /…/ Tallinn-Tartu suunal bussisõitude vastu: in Estonian) – person who will be selected for the job will have frequent business trips to Tartu.

At the end of the ad, where it is written what company offers and how to apply, we have used different social media icons to make these headings more outstanding.”

So as you see, the whole ad is thought out; starting with the design and symbols, ending with the content. Kreet, the consultant of recruiting company, also stressed that this kind of job ad was possible to prepare only because of a good cooperation of the representatives of Tallinn Bus Terminal, who were willing to try something different.

Takeaways,

1. Dare to experiment! In case you feel that ordinary job ads don’t work for you, then it is obviously time to try something different. You can’t expect changes in results when you are doing things constantly the same way!
2. In case you are looking for particular candidates, you must be ready to use different job postings, for example add a video to your job ad, or post your ad in form of comics, or try gamification – there are plenty of opportunities to differentiate from others to target different audience.
3. In case you are looking for people who have good knowledge of science, add some complicated math problem or logic task to your ad.
   
   In case you are looking for innovative people, use innovative solutions in your ad, for example video scribing. Here is a simple model of a logic task. Did you manage to solve that? Let me know the answer!