More than half of hiring decision-makers have recruited job candidates outside formal work environments, according to a new report from resume template service Zety.
The Off-The-Clock Recruiting Report found that 52 per cent of hiring leaders have approached potential candidates in everyday settings, while 59 per cent said they feel very comfortable doing so. Common locations included restaurants, grocery stores and airports.
“The most successful hires often happen when a candidate isn’t even trying to sell themselves,” said Jasmine Escalera, career expert at Zety. “In a formal setting, you’re constantly filtering your personality to fit a job description, but a spontaneous conversation at a gym or a wedding reveals the traits that actually matter: curiosity, empathy, and genuine communication. These informal moments allow a hiring manager to see your potential through your actions rather than just your claims.”
The report said hiring leaders are turning to unconventional environments as traditional channels become saturated. Without resumes or formal interviews, real-world behaviour and casual conversation become the main signals of potential, according to the report.
Where hiring leaders find candidates
Social media outside of LinkedIn topped the list of informal recruiting venues, followed by social events such as parties and weddings. Bars, restaurants and coffee shops also ranked among the top locations.
The report listed the share of hiring leaders who said they recruit in each setting:
- Social media (excluding LinkedIn): 68 per cent
- Social events: 55 per cent
- Bars, restaurants or coffee shops: 42 per cent
- Grocery stores or retail spaces: 32 per cent
- Gyms or fitness classes: 30 per cent
- Airports or public transit: 20 per cent
- Concerts or festivals: 17 per cent
- Dating apps or profiles: 10 per cent
What makes a candidate stand out
Communication style and personality were the traits most likely to catch a hiring leader’s attention in casual settings, the report said.
Seventy-seven per cent of respondents pointed to how a person communicates or presents themselves, including demeanour and professionalism. Personality, attitude and interpersonal skills were cited by 65 per cent, while 52 per cent said they look for problem-solving or leadership behaviour.
Industry-related conversation or expertise was named by 49 per cent, mutual connections or referrals by 36 per cent, and a person’s current job or employer coming up naturally by 28 per cent.
Effectiveness and risks
Most hiring leaders said informal recruiting produces results. The report found 84 per cent consider off-the-clock encounters effective at yielding strong candidates compared with formal channels. Thirty-one per cent called the approach very effective, while 53 per cent said it occasionally yields good candidates. Only two per cent said informal recruiting is usually unhelpful.
The same share — 84 per cent — said they have followed up with someone they met outside of work about a job opportunity for themselves.
Still, most respondents said the practice carries some level of risk. Forty-one per cent described informal recruiting as somewhat risky, while 30 per cent called it slightly risky. Fourteen per cent said it was very risky because professional boundaries can easily be crossed, and 15 per cent said it was not risky.
Forty-two per cent said they would feel totally comfortable if a job seeker approached them in a non-formal setting.
Methodology
The findings are based on a survey of 1,001 hiring decision-makers in the United States, conducted by Zety using Pollfish on Feb. 23, 2026, and released April 28, 2026. Respondents included recruiters, human resources professionals and managers involved in evaluating or selecting candidates. The sample was composed of eight per cent Gen Z, 36 per cent millennial, 44 per cent Gen X and 12 per cent baby boomer respondents.
