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Creative Recruitment Strategies Used by Innovative Companies : Challenges and Contests

April 27, 2014 / by Agnes Obuchowska

Creative Recruitment Strategies

The majority of CEOs believe that creativity is the key to success in today’s complex business environment, according to the “2010 IBM Global Chief Human Resource Officer Study”. Unfortunately, 35 percent of 38,000 employers surveyed worldwide report having difficulty finding qualified candidates to fill open positions, which is hindering their growth.

This problem could be solved if employers used different recruitment strategies that did not place excessive emphasis on the candidates’ specific experience, according to an article published recently on Forbes.com. Many innovative companies also look beyond traditional resumes and cover letters and find creative talent by conducting various types of job competitions. Tech companies are leading the way but other industries such as marketing, banking, hospitality and many others are also taking advantage of this type of recruitment. Job competitions not only allow the recruiter to easily filter out unqualified and unmotivated applicants but also identify the talent that might have been missed by purely looking at candidate’s resume. This in turn leads to more satisfied workers and a lower turnover of employees.

Described below are five examples of how different types of contests and challenges can be used to find creative talent.

1. Hackethons

Hackathons are competitions in which mainly programmers but also designers, data scientists and others collaborate intensely on projects which are meant to quickly develop new software and also to locate new areas for innovation. During hackethons, which can last from several hours to several days, contestants compete for a cash prize but also more importantly for a job offer. Hackethons are becoming increasingly more widespread and many companies such as Facebook send recruiters to such events to quickly recruit creative talent. Many companies, such as Facebook and Google, also conduct internal hackethons. For example, Facebook’s like button, video, chat and Timeline were developed during such hackethons.

2. Challenges and Puzzles

Some companies use a challenge-based approach to recruiting which allows them to find and hire individuals based on their skills, curiosity, creativity and ability to solve specific problems. Google is one such company that implements challenges in different ways into their hiring process. For example, it runs an annual “Google Code Jam” in which professional and student programmers from around the world compete to solve difficult algorithmic puzzles in a fixed amount of time. The grand prize for the contest is $15,000 and a chance to work at Google.

In 2004 Google also ran a billboard ad that required the solvers to first solve a mathematical problem for which the answer was a url of their recruitment website. This allowed them to narrow down the applicants to only those who had a passion and ability to solve difficult problems. It was also a clever way of marketing their brand.

Google Recruitment Ad


Recently the British intelligence agency GCHQ was looking to recruit talented cyber experts and created an online competition to find and solve 5 codes they had hidden around the web. The puzzle begins on the agency’s website announcing the competition. Deciphering the first code lead to a url of another webpage with a file available for download. The file contained an encryption key which after being decoded (using decoding tools available online) contained another web address. The following web pages contained encryption keys which could be decoded using various tools available online. Challenge 4 contained an image file which contained hidden code. Decoding each of the 5 hidden codes resulted in a one word answer that had to be entered into a form on the original webpage. After all the steps are completed correctly the candidate can enter his/her contact information if he/she wishes to be considered for a job.

Cicada 3301 is an anonymous organization that in the last three years has posted complex cryptographic puzzles. The wildly popular puzzles are considered to be the hardest puzzles on the internet and it’s suspected that the purpose of the puzzles is to recruit capable cryptoanalysts from the public.

3. Job Contests

Some companies test candidates’ creativity, skills and wit and also how they will fit into their company’s culture by asking them to submit videos, write marketing blogs or by conducting onsite events. For example, a marketing company Metric Marketing recently needed to fill two online marketing and blogging positions and asked applicants to submit a video or a blog entry and to create buzz for their submissions.

4. Gaming

Gamification is the process of employing game mechanics to non-game activities, such as recruitment. Gaming tools can be very useful in the recruitment process as they increase engagement by being fun and by tapping into people’s competitive nature and desire to be challenged.

One such assessment platform is provided by Connect Cubed. This platform uses gaming to provide a match between the job requirements of a position and the personality and smarts of the candidate such as spatial reasoning and working memory. This tool is used to find the best candidates before they are invited to interviews, helping employers find the best match for their position.

Another example of how gamification can be used in recruitment is a Facebook game developed by a global pharmaceutical company Boehringer Ingelheim called Syrum. In this game players are tasked with running a pharmaceutical lab and with the development of drugs to prevent various diseases.

5. Crowdsourcing competitions

Thompson Reuters recently ran internal employee crowdsourcing competitions to find engineering talent that could solve well formulated engineering challenges. The aim of Thomson Reuters crowdsourcing competitions was to break down department silos which can tie engineering talent to a single department and instead identify talent from across all ranks and departments. For example, the winning solver of one such competition was found two or three cubicles away from the team that normally works on the task.

Another way of running employee crowdsourcing competitions is by using a crowdsourcing intermediary. At WEBI we use crowdsourcing as a tool to help companies recruit or form collaborations with creative individuals. By combining crowdsourcing with the traditional resume submissions we have created a recruitment strategy that allows companies to find creative individuals from diverse backgrounds who can offer fresh perspective on their challenges. At WEBI we offer all our services risk-free. That is, there is no cost to our clients if they are not satisfied with the submitted solutions.

  • Comments
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  1. May 15, 2014 at 5:08 pmMarkus Lemmens  Reply

    Dear Agnes,
    excellent piece. Great. I enjoyed the reading very much!

    I give you a call Monday for an update. Are you free? All other improvements at WEBI are very well done too. Thank you.

    Best, Markus

  2. May 16, 2014 at 11:46 pmAgnes Obuchowska  Reply

    Dear Markus,
    Thank you very much; I'm glad you enjoyed reading the post. Monday sounds great. I'm looking forward to hearing from you.


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