In many ways, today’s job market is more competitive and challenging than it has ever been. Prospective employees are facing more competition to land the most desirable roles, while employers are sometimes struggling to find the right talent to fill their open positions.
All of this means that employers, hiring managers, and recruiters are continuously exploring new methods of recruiting. One innovative approach we’ve heard a lot about recently is known as “open recruitment.” But what is open recruitment, how does it work, and what potential benefits (and pitfalls) can it offer?
What is open recruitment?
Open recruitment, at its core, is simple: it is based on hiring candidates solely on a “first come, first served” basis. In other words, the first candidate who meets the basic job requirements and has the right to work in the UK is offered the position, without the need for traditional job interviews or an extensive screening process.
One of the most notable examples of open recruitment in the UK has been pioneered by cosmetics chain The Body Shop. The company states:
“Open Hiring means that the first candidate to apply gets the next available opportunity across entry-level positions, at our stores and distribution centre. When a hiring manager is recruiting, they select the first candidate on the list (in order of application date) for an in-person chat. During the chat, candidates are informed of open positions, company history, and roles and responsibilities. From there, interested candidates are asked three simple questions to confirm they are eligible and physically able to fulfil the requirements of the role. Starting in 2021, The Body Shop has taken purposeful action to attract and accommodate candidates that may face barriers to employment.”
While this approach may seem unconventional, it also comes with numerous benefits and has proven to be an effective way to attract enthusiastic and motivated employees and to mitigate various barriers to hiring.
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What are the benefits of open recruitment?
Embracing open recruitment can offer various benefits to organisations that are looking to streamline their hiring processes, attract the best talent, and embrace a more inclusive and equitable way of recruiting.
Some of the key benefits of open recruitment include:
A faster hiring process
By eliminating lengthy candidate screening processes and traditional job interviews, open recruitment allows you to fill open positions more quickly and efficiently.
A more diverse array of applicants
Open recruitment tends to attract a wider range of candidates than traditional hiring processes, including applicants who may feel excluded by other methods of recruitment. This allows you to tap into a more diverse pool of talent and fosters a more diverse and inclusive workforce.
Increased employee engagement post-hiring
Candidates who land a job through open recruitment tend to be highly engaged and motivated as they are eager to seize the opportunity that has been presented to them and make the most of it.
More cost-effective hiring
Open recruitment can be a cost-effective way to fill open positions as it eliminates the need for additional expenses such as recruitment agencies, online screening tools, or staff time to handle extensive interview processes.
Stronger brand reputation
Adopting open recruitment practices can enhance your organisation’s reputation as an inclusive and progressive employer, which can help to attract the best talent since you will be known as a great company to work for.
What are open recruitment days and how do they work?
While The Body Shop’s approach to open recruitment may seem extreme to some, its success also shows the potential benefits of adopting a more open and inclusive hiring process. But if hiring solely on a first come, first served basis is not practical or feasible for your organisation, there are still ways to incorporate elements of it into your hiring practices.
One great way to do this is to host open recruitment days or events, where candidates are invited to attend and apply for available positions without the need for an application form, online or phone screening, or traditional interview.
Open recruitment days provide an opportunity for employers and hiring managers to interact directly with potential job candidates in an informal and inclusive setting. Candidates are invited to attend without needing to make an appointment. These events give them the opportunity to learn more about the company and its culture and to apply for available job positions.
Some open recruitment days might also offer job seekers on-the-spot interviews or assessments, allowing the organisation to identify suitable candidates and make job offers more quickly and efficiently.
By hosting open recruitment days for your organisation, you can attract a diverse pool of candidates who may not have considered applying for a job with you through traditional channels. This can help to reach individuals from diverse backgrounds and with an array of experiences and skill sets, enriching your talent pool and creating a more diverse workforce.
If your positions are work-from-home friendly or remote, you can also hold open recruitment days online.
Are there any drawbacks to open recruitment?
While open recruitment offers many benefits, there are also some potential drawbacks to consider. For example:
Overwhelming number of applicants
If you practise open recruitment without limiting the number of applicants, you may end up with more applicants or participants than you can handle. This can be hugely time-and-resource intensive and can slow down the recruitment process instead of speeding it up.
Quality of applicants
Open recruitment can attract some great applicants, but you may also need to sort through many who are not well-suited to the role or do not meet the essential requirements.
Lack of diversity
While open recruitment can often help to promote diversity and inclusion, it also comes with the risk that certain groups may be under-represented or overlooked. You can mitigate this issue by being strategic about where and how you advertise your open recruitment drives.
Limited screening opportunities
Open recruitment limits your opportunities for thorough screening and assessment of candidates. While this can be a positive aspect of open recruitment, it also increases the risk of missing a red flag or problem with a candidate.
Potential for bias
In open recruitment scenarios where decisions are made very quickly, there is a risk of unconscious bias influencing on-the-spot hiring decisions.
Risk of a negative candidate experience
Job seekers who participate in open recruitment drives have a broad range of experiences, both positive and negative. Poorly managed or disorganised open recruitment processes can result in a negative candidate experience, damaging your brand reputation.
Is open recruitment right for your organisation?
While open recruitment may seem unconventional at first, it offers numerous benefits for companies that are willing to embrace innovation and try something new. Open recruitment, if you do it right, widens your talent pool, streamlines your hiring process, and boosts your brand reputation.
We can’t tell you if open recruitment is right for you, but we do believe that more employers could benefit from being open to taking a different approach. So why not shake things up and give it a go?
