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3 Innovative and Unique Hiring Processes

November 7, 2019


The lifeblood of any successful organization is the talented group of individuals who make up the organization. The most successful companies of all time have often credited their wonderful fortune to the hiring of those individuals who make the organization thrive. If the goal is to hire the best individuals for the job and organization, then the best hiring process should be a top priority organizational goal. Many organizations already know this and they are always looking to innovate their hiring process.

There are many aspects of the hiring process that should be considered when looking for areas to improve. Some of these areas might be brought to light with candidate feedback or recent hire feedback. A few of these critical facets include: 

The list above is enough to keep any HR department busy for years. It might be best to target one or two areas that are really hurting based on best practices, candidate feedback, and organizational goals. There are so many factors that will influence how an organization approaches the revamping of their hiring process. Some of these factors include industry, job level, geographical location, local and federal laws, job type, hiring volume, and more. Depending on your organization, different circumstances will likely decide the top priority for your hiring process.  

I have found three organizations that are currently doing unique and innovative stuff when it comes to their hiring process. 

1. Autism Hiring Program – Microsoft 

In an article by Justin Bariso on inc.com, he describes Microsoft’s new hiring program to hire over 100 employees with autism. They are hiring for jobs that involve problem solving and coding because they have found these to be great strengths for individuals with autism. Bariso quotes Neil Barnett, a Microsoft director of hiring, to say, “…the company realized candidates with autism often wouldn't get through an initial phone screen because they would only give yes or no answers or wouldn't elaborate on other skills. Therefore, they have made adjustments to the hiring process to allow for individuals with autism to skip the phone screening process all together and apply through email instead. They have made other adjustments to allow the hiring process to hire for those job competencies that are most important to the job rather than other, less significant competencies (like elaborating on their skills during a phone call).  

2. One-Day Massive Hiring Event – UPS 

An article put out by abc7 Chicago highlights the “UPS Brown Friday” event where they will try to hire more than 4,000 seasonal workers across the Chicago area. In the past, roughly 35% of these seasonal hires will move into permanent roles with UPS. The hiring day starts at 6:00 a.m. and ends around 5:00 p.m. They will utilize seven different locations to accomplish the event. I think it’s safe to say that at the end of this day, those in charge of the massive undertaking will be able to go to sleep feeling like they have accomplished something. 

3. Dottie the Chatbot – Domino’s (RPM Pizza) 

On IEEE Spectrum, Michelle V. Rafter’s article explains that a chat bot nicknamed “Dottie” has really ramped up speeds for the hiring process for RPM Pizza. They have implemented a text message-based chatbot and live chat and text-based job applications. This have significantly sped up the hiring process. At the HR Tech Conference in Las Vegas, RPM’s head of people and marketingMerrin Mueller said“People who apply here are applying at Taco Bell and McDonald’s too, and if we don’t get to them right away and hire them faster, they’ve already been offered a job somewhere else. RPM is Domino’s largest U.S. franchisee. They operate 187 Domino’s locations in five states.   

Whatever the circumstances are for your organization, these three examples of unique and innovative hiring processes — like the latest technology, exciting one-day events, and identifying and removing impediments to high quality talent — highlight some important tools to consider in your own hiring process.  

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Trevor McGlochlin Trevor McGlochlin is a Research Analyst at PSI. He earned a Master of Science degree in Industrial and Organizational Psychology from Florida Institute of Technology. His areas of expertise include selection, employee turnover, organizational development, applied research, and statistical analyses. His analysis work is centered around validation, adverse impact, turnover analyses, assessment scoring, and other data analysis.