Video is an amazing way to mine information that you wouldn’t be able to get via traditional methods. When it comes to hiring the “A” Player for your organization, it can be a daunting task. I recently went through the process of hiring a Badass Marketing Intern. Step one was getting the word out. Ads, social media, asking for referrals from friends and colleagues. Step two was the interviewing stage. Here I got creative. It was most important for me to find out if the candidate really had the drive to get done what needed to get done. Let’s be real, most people just don’t have grit. I gave candidates a chance to 1. Be creative. 2. Work on a short deadline. 3. Leverage video as a means to promote themselves. Here was the task: Create a video. It can be as long or short as you choose. Market yourself. Why are you a badass marketer? Here’s the winner: Why? I was able to get so much more out of this one minute video than I would have from a series of phone or in-person interviews. Good fit culture-wise At ASG, we’re fun. We don’t take ourselves too seriously, but we take pride in the grit and determination we have to be the best at what we do. And he was able to capture that about himself in the video. I was definitely LOL’ing. He did what it took to make a video promoting himself for the position. I can’t say this is for a fact, but I’d venture to say that not many people spend more than an hour prepping for an interview. It took Max 5 hrs to create this video. That’s badass. Creative Creative Creative One of my other candidates wrote an explanation as to why she was a badass marketer. For the video, she simply recorded herself reading it. Boring. Creativity goes beyond being creative via “artistic” mediums. Creativity is a way to challenge yourself to think critically and solve a problem in a unique way. In recruiting, that could mean exploring new ways to solve a problem; sourcing talent, recruiting candidates, interviewing candidates, etc. Being creative when you approach a problem gives you an outcome that is unique to that approach. For example, creating the video challenge gave me a unique look into the candidate’s personality, work ethic, drive, and skills; all demonstrated and not just communicated verbally. Behavioral interviewing is the best way to dig deeper and get proof; you already know how the candidate will answer certain questions and they know what the “right answer” is, but if you push them to demonstrate it or tell a story how they demonstrated it in the past, you’re taking it to the next level. At the end of the day, I didn’t want just an average Marketing Intern. That’s why the position is Badass Marketing Intern. Not Marketing Intern; which assumes average. So there ya go, proof that creative recruiting methods do work. And are worth it. Leverage video to hire your next “A” Player. Even better, connect with a People Strategist and we’ll help ya! Doesn’t cost a thing unless you hire our candidate. Boom!! Get it!