4 Unconventional Recruiting Strategies that Lead to Great Hires
Discover unconventional recruiting strategies that can revolutionize your hiring process. This article delves into innovative approaches, from tapping into existing talent pools to hosting virtual roundtables, all backed by insights from industry experts. Learn how these unique methods can help you uncover exceptional candidates and build a stronger, more diverse workforce.
- Tap Into Your Existing Talent Pool
- Embrace Evergreen Recruiting for Unexpected Gems
- Create Real-World Challenges for Innovative Hires
- Host Virtual Roundtables to Reveal True Potential
Tap Into Your Existing Talent Pool
One strategy that has proven unexpectedly effective for us — though not flashy — is re-engaging our own Talent Pool. These are candidates we've spoken to before, who may not have been the right fit at the time or came second in a final round. We had a client recently struggling to fill a Project Manager role, and instead of starting from scratch, we went back to our pool. I remembered one candidate we'd interviewed months ago — with a strong background and great communication skills — but the timing hadn't been right then. This time, it clicked immediately.
Because we already had notes and interview feedback, we were able to move quickly without cutting corners. Within a few days, we had him in front of the client, and he ended up getting hired. The whole experience reminded me that not every successful hire starts with a new search — sometimes, it's about keeping strong leads warm and knowing when to reconnect. This kind of long-term approach is one of the biggest advantages we've built up over years in this field.
Embrace Evergreen Recruiting for Unexpected Gems
One of the most effective—and surprisingly unconventional—strategies we've used is evergreen recruiting: keeping roles open and visible even when we're not actively hiring. Most companies only post jobs when there's a clear vacancy. We flipped that script.
We had a case where we kept a "now hiring" application link live for a role we technically had no immediate need for—and someone applied who turned out to be a game-changer. We ended up making room for them because they were just that good. That never would have happened if we were only hiring reactively.
What made it so effective was the mindset shift: recruiting isn't just about filling today's gaps—it's about planting seeds. By always keeping the door open, we created opportunities for great hires to find us, not the other way around. It also helped us build early rapport with candidates before the hiring "need" was urgent, which made it easier to close them when the time came.
At StaffedUp, we've built our entire platform around this philosophy. We enable businesses to run lean, proactive hiring systems where engagement is automated, pipelines stay warm, and top candidates never fall through the cracks—even if the role isn't open yet. It's one of the best ways to stay ahead in high-turnover industries—and one of the most overlooked.
Create Real-World Challenges for Innovative Hires
One of my most unexpected recruiting wins came from our college internship program—but not in the traditional way most companies approach it. Instead of just posting on job boards, we created what I call "logistics challenges" where students had to solve real 3PL problems we were facing.
The standout case was when we needed someone with strong analytical skills to improve our warehouse slotting efficiency. Rather than conducting standard interviews, we invited finalists to spend a day observing our operations and then present their improvement plan. One student, despite having zero logistics experience, completely redesigned our picking routes using principles he learned from competitive video gaming—where efficiency and pathing are crucial. His fresh perspective cut our pick times by 17%.
What made this approach effective was threefold: First, it tested real-world problem-solving rather than theoretical knowledge. Second, it revealed who was genuinely passionate about logistics challenges versus just looking for any job. Third, it allowed candidates with non-traditional backgrounds to demonstrate transferable skills.
This experience taught me that sometimes the best logistics minds come from completely unrelated fields. We've since expanded this challenge-based recruiting to other roles, and it's become our secret weapon for finding innovative thinkers. The student who impressed us? He's now our Director of Optimization and has implemented changes that saved our clients millions in fulfillment costs.
Host Virtual Roundtables to Reveal True Potential
One unconventional recruiting strategy that worked surprisingly well for me was hosting a casual, invite-only virtual roundtable instead of a traditional interview. We brought together a small group of candidates and current team members to discuss industry trends and challenges in an informal setting.
This approach revealed a lot more about candidates' communication skills, problem-solving abilities, and cultural fit than a typical one-on-one interview could. It also made candidates feel more comfortable, which encouraged genuine conversations and allowed their personalities to shine through.
What made this so effective was the opportunity to see how people interacted in a group, collaborated spontaneously, and shared ideas - qualities that were crucial for the role but hard to assess in standard interviews. Plus, it gave candidates a real sense of the team dynamic before joining, which helped us make better, more confident hires.
