Here's how you can attract creative candidates through innovative sourcing methods.

Innovate your talent search for creatives! Harness Instagram and Facebook creative vibes to flaunt your culture. Engage directly through virtual events and hackathons. Scout niche job boards and online communities. Reward referrals with an enticing program. Collaborate with art schools for internships. Make job descriptions a canvas for growth and innovation. Appeal to their unique mindset and aspirations.

There are amazing sites where you can source candidates like open platforms and user forums. You will be surprised at the talent contained and you can network effectively by interacting with their content.

Social Media Use platforms like Instagram, Pinterest, LinkedIn, and TikTok to showcase company culture, projects, and job openings. Creative Competitions Organize hackathons and design contests offering prizes or job opportunities to attract and engage creative talent. Niche Platforms Post job openings on Behance, Dribbble, and 99designs. Participate in discussions on Reddit, GitHub, and other specialized forums. Employee Referrals Encourage current employees to refer candidates by offering rewards and facilitating social media sharing of job openings. Industry Events Attend and sponsor conferences, meetups, and career fairs relevant to creative fields to network with potential candidates. Educational Collaborations

Attracting creative candidates requires innovative sourcing methods that resonate with their unique mindset. Leverage social media platforms like Instagram and TikTok to showcase your company culture and creative projects. Host virtual events, webinars, and hackathons to engage with potential candidates directly. Utilize niche job boards and online communities where creative professionals gather. Develop an employee referral program that rewards current employees for bringing in creative talent. Partner with art schools and creative institutions for internships and job placements. Highlight opportunities for growth, creativity, and innovation in your job descriptions to appeal to their aspirations.

I have heard it said many times, your network is your net worth. Networking is necessary to achieve optimal career growth. Networking with like-minded people is also very important and attending events is paramount to increasing your network and reach. Focus on attending events where you are going to learn, as well as grow both personally and professionally. These events do not have to be in person, although in-person events give it more of a personal feel. Attend virtual meetups with individuals who are in the same industry. Do not just connect with people and move on. Networking is not a numbers game. It is an opportunity to build lasting professional relationships with people who are going to help you learn and grow.

Networking is not a good sourcing tool per say. It can be used to solidify your presence in a determined space and become a "familiar face" that top talent might go to in the future. It is also a great place to connect with SMEs to understand market trends, companies to source from and best-practices/horror stories.

Networking events, or "Industry Connect" events bring similarly-aligned professionals together, which benefits greatly in establishing relationships in the industry. Be ready to talk about those things related to the interests pertaining to the event, and share your insights.

If using social media to attract talent, its vital to know what your target audience is tuned into. Create content that addresses pain points, poses questions, and involves similar interests. Analyze engagement levels and fine-tune your message. Stay genuine in your message, and share relevant resources with your audience when possible.

In my opinion, the best way to attract and identify candidates through innovative sourcing methods is first by understanding where the best candidates can be found. The best hire that you can likely make is someone who's probably not actively applying for jobs. If this is the candidate you need to target, then you likely need to use LinkedIn or attend industry events, but primarily LinkedIn. Here, you can target them through messages and eventually phone calls. This might not be innovative, but it may be something different from what your competition is doing. If you need to pick up the phone and call someone and incentivize them to make a change, this is a great way to identify those candidates, as they're often not on the job boards.

I am relatively new to Social Media posting but I've seen a big boost in candidates reaching out to me at the same time, it is an outlet to post about "obvious" recruiter information (e.g. difference between 100% remote vs digital nomad roles). On a company-level, I think it is harder to get it converted into applicants but it can help to create that brand name (e.g. Airbnb or Spotify) that people think twice when you reach out to them.

It is a great go-to tool especially on niche industries (e.g. Conversational AI). Great talent knows great talent and wants to work with them. Our conversion rates have been excellent from referrals. + employees enjoy getting the referral bonus and "participating" in the process of choosing their team members. However, it is important always to give some level of feedback after referrals (abiding to privacy) so that employees don't create a bad rep for unresponsive "HR"

As you become a trusted resource in the space, referrals will come organically. Stay current on industry news, share advice & provide help where available, and top candidates will share your info with their peers.

As an intern recruiter, it's so important to build meaningful and authentic relationship with Campus Organizations. I am passionate about the success of Young Professionals and Early Career, so I know how important it is to create partnerships that help navigate jobseeking waters. Students will see your involvement as a reflection on the company's values, so be your authentic self!

Headhunting and direct sourcing may not be viable strategies based on the level of candidate you're looking to hire. In my opinion, your strategy has to involve identifying where the best job seekers are going. In Vancouver, I believe this is Indeed. A recent example is that there were over a thousand receptionist positions listed in Vancouver. If you want to win the fight for top talent in this race, you have to write candidate-focused descriptions asking, "What's in it for them? Why should they want to join your company?" and offer competitive pay. The only way you win is by outperforming your competition, not by going to the same places as everyone else. This is where you innovate.

• Showcasing Company Culture: Create an online showcase, feature employee stories, and offer virtual reality tours. • Developing Innovative Application Processes: Develop interactive applications, simulate exercises, and encourage video applications. • Collaborating with Educational Institutions: Partner with art schools, design colleges, and universities for campus recruitment, internships, co-op programs, and guest lectures. • Employer Branding: Highlight innovation, publicize awards and recognition, and encourage employee ambassadors.

To snag top creative talent, ditch traditional methods. Go where they are—platforms like Instagram and Dribbble. Create projects, not job listings. Offer real problems to solve and showcase the magic of your team's culture. Think of recruitment as marketing; your company is the product, your job ads the campaign. Use gripping storytelling to illustrate your mission and the genius you nurture. Top creatives want a stage, not just a paycheck. Give them a role in something monumental.