Describe some of your creative recruitment strategies your company utilizes.
We prioritize staff experience by creating a supportive and engaging work environment, highlighted in our social media posts about current openings. We also host Career Exploration events for local high school seniors to introduce them to the renewable energy industry. Additionally, we attend career fairs and recruitment events on campuses of the schools we sponsor, including the University of Wisconsin–Madison, Creighton University, and others. Our efforts are complemented by incentives for staff who recruit new hires, as well as scholarships, like our annual Clean Energy Scholarship that we award to deserving students.
What positive impact has this had on your recruitment pipeline and hiring?
Our innovative recruitment strategies have significantly bolstered our hiring pipeline, contributing to Everlight Solar’s rapid growth and success. Ranked number 632 on the 2023 Inc. 5000 list of fastest-growing private companies, we have seen a substantial increase in the quality and quantity of applicants. These efforts have also led to us winning the Comparably award for Best Career Growth in both 2023 and 2024, highlighting our commitment to nurturing and advancing our team members’ careers.
Check out Everlight Solar’s careers page here!
Describe some of your creative recruitment strategies your company utilizes.
For us, recruitment isn’t just about filling seats; it’s about connecting passionate people who will thrive and make a lasting impact. We provide potential candidates with an insider view of our culture through online company profiles and our Instagram @lifeatwellhub, showcasing real team stories and our daily energy.
We also run creative social media campaigns and have a strong employee referral program, including tech “Hireathons” where we collaborate with tech teams to source top talent.
In addition to traditional talent pools, we use an internal lead sharing channel for passing on candidates who might fit other roles, and share Silver Medalists—top candidates from previous processes—with other relevant teams for potential fits. This is a great way to maximize opportunities for candidates and give them the most thorough consideration we can.
Throughout the process, we care about transparency, offering clear communication at every step along with engaging candidate packages offering insights into our business, teams, programs, and the way we work.
What positive impact has this had on your recruitment pipeline and hiring?
Our efforts are making a real difference, helping us bring in a wider, more diverse pool of candidates who are genuinely passionate about wellbeing and are eager to create meaningful change.
The visibility from our branding and social media presence has attracted talent that feel a true connection with our mission, leading to more engaged applicants and maximizing culture-fit. Our referral programs and creative campaigns have consistently resulted in attracting A-players who seamlessly integrate into our teams.
We’re also proud of the positive feedback we receive on our recruitment assets and resources that we provide along the entire process, which candidates find really valuable and informative. This approach has helped us bring on board talented individuals who are excited to join us in making every company a wellness company.
Check out Wellhub’s careers page here!
Describe some of your creative recruitment strategies your company utilizes.
At Informatica, our commitment to creative and innovative recruitment strategies is integral in building a robust employer brand that reflects our team’s values and culture. By creating inclusive job descriptions with DataPeople and providing non-biased interview training, we attract a diverse range of qualified candidates and can sustain a top-tier talent pool. We also leverage Informatica powered AI for efficient candidate screening, enhancing the overall candidate experience. Furthermore, we boost our visibility and connection with potential candidates through personalized recruiter branding on social media, detailed departmental career pages and a monthly career newsletter, to name a few of the ways we engage with our efforts. This approach has proven to effectively attract candidates as it helps build a strong employer brand and connects our teams with candidates who share our company’s ‘DATA’ values.
What positive impact has this had on your recruitment pipeline and hiring?
The creative and innovative recruitment strategies at Informatica have positively enhanced our recruitment pipeline and hiring in many ways. Our inclusive job descriptions and non-bias interview training have helped to double our diversity metrics and the quality of our candidate pool. In 2024, we have had the highest ratio for gender hiring in the past three years which we are incredibly proud of. Additionally, using AI for candidate screening has streamlined our hiring process as it has led to faster and more efficient decision-making. These efforts have helped create a best-in-class candidate experience. Lastly, by providing detailed insights into team dynamics through departmental career pages and showcasing our company culture on social media, we’ve attracted a higher volume of qualified candidates who algin with our values. Overall, these strategies have enhanced our employer brand, increased candidate engagement and strengthened our company culture, helping us attract accomplished and diverse talent to Informatica.
Check out Informatica’s careers page here!
Describe some of your creative recruitment strategies your company utilizes.
At New Breed, we’re all about creative and strategic recruitment. We build authentic relationships with candidates, ensuring they feel valued throughout our process from application to offer. Our robust internship program is thoughtfully designed to deliver impactful experiences and a strong career foundation, attracting top students and new graduates. We also go beyond traditional job channels, exploring niche job boards and vibrant communities to uncover exceptional talent.
What positive impact has this had on your recruitment pipeline and hiring?
By adopting a personalized approach, we not only enrich our team but also help individuals find roles where they can truly thrive. This strategy has brought diverse perspectives and talents into our organization, creating a more dynamic and collaborative work environment. Overall, it has made our recruitment efforts more efficient and effective, resulting in strong, mutually beneficial matches.
Check out New Breed’s careers page here!
Describe some of your creative recruitment strategies your company utilizes.
At Elsevier, we focus on creating a candidate-centric experience through a variety of innovative tools and platforms. Our Role Mapper program helps ensure role clarity and consistency across the business and enables the debiasing of roles with intelligent job design. Initiatives like myGwork support our commitment to diversity and inclusion by connecting us with LGBTIQ+ professionals.
We also strongly emphasize candidate engagement, using LinkedIn’s quick-apply options to streamline the hiring process, and our robust referral program allows us to tap into the networks of our own employees.
Together, these strategies help us remain competitive and accessible in a fast-moving recruitment landscape.
What positive impact has this had on your recruitment pipeline and hiring?
These strategies have significantly increased candidate engagement, leading to a more diverse and qualified pool of applicants. By simplifying the application process and fostering inclusivity, we have seen a rise in application numbers and better candidate retention throughout the hiring stages. Additionally, our referral program has proven to be a strong source of high-quality talent, with referral hires demonstrating higher retention rates.
Overall, these efforts have strengthened our talent pipeline, allowing us to more effectively meet the business’s growing demands.
Check out Elsevier’s careers page here!
Describe some of your creative recruitment strategies your company utilizes.
We love getting creative with how we connect with talent! From targeted outreach and employee referrals to sharing our culture through social media, we make sure candidates get a real sense of who we are. For leadership positions, we include a personalized pitch deck in the outreach message as an opportunity to tell a compelling story about Vista and the team’s journey, achievements, and future aspirations. We also host fun recruitment events such as diversity source-a-thons, where we help fellow recruiters to boost their pipeline with more diverse candidates, or open career days at our customer CARE sites.
What positive impact has this had on your recruitment pipeline and hiring?
These approaches have really helped us widen our candidate pool and attract great talent faster. In this competitive job market, our pitch decks really set us apart and we’ve re-engaged top talent and achieved great response rates by demonstrating our commitment to hiring. Plus, our personalized touch has made for a smoother, more positive hiring experience, leading to stronger teams and better retention. Overall, our efforts have streamlined our hiring process, and we’ve seen a boost in diversity and candidates who are not just skilled but also aligned with Vista’s values.