How to Recruit Candidates using LinkedIn?

The quality of a company’s workforce can make or break its reputation, and success rate in the market. It is, consequently, very important to pay attention to the recruitment process, so you can filter out the ideal candidates from the barrage of applicants, and convert them into ideal employees. Finding candidates who match up to your requirements might pose a problem, but it is easily solved in this age of social media. More and more companies are using social media platforms such as Facebook, Twitter, etc. to source candidates, and LinkedIn by far shows the most satisfactory results amongst these. LinkedIn also provides a more viable alternative to traditional recruiting sites such as Monster.com by combating the problem of quantity vs. quality.

When used correctly and strategically, LinkedIn can prove to be a powerful platform that helps companies narrow down on candidates with specific and coveted skill-sets, and build a competent and successful workforce. Here are a few tips on how to recruit candidates using LinkedIn:

Put in Work and Creativity into Building the Company Profile

Put in thought and effort into making your company profile on LinkedIn. This is the page that should give all potential candidates an overview of your company and what you expect from your employees. The profile should have regular uploads of blog posts, relevant videos and photos, job postings, employee testimonials, and links to your website and other social media platforms. Make sure your profile is not only attractive to job aspirants, but can also hook in their attention enough to convert them into applicants.

Make use of Network for Candidate Sourcing

LinkedIn connections are a great database to source your candidates from, and it also gives you a greater deal of control in the hiring process. In case you find your established network a bit too vast, you can effectively narrow it down using a few search tricks. For instance, instead of searching for job-related keywords, you can make use of the advanced search options and browse by industry, education, location, or even work history. Make use of the ‘tag’ feature to categorize connections based on your criteria, and view this list at one go. A paid subscription on LinkedIn will, however, provide you with more advanced search options to streamline your sourcing experience. You can also tap into your existing employee’s networks for further options of candidates who might have similar skill-sets and other requisites.

Consider Investing in a Premium Version for a Quarter

Consider upgrading to a paid version of LinkedIn. While the free version is itself a very powerful platform with a plethora of recruitment tools, the upgrades offer a more personalized and expanded toolkit that will give you greater control over your recruitment process. The LinkedIn Recruiter service is a very convenient tool, available upon upgrading, that helps you fine-tune your searches to a greater extent, and provides advanced analytics to gauge the success of your campaigns, create mass mails, etc. Though paying a fee for using the premium services might put-off some people, consider that investing (perhaps only for a quarter) will actually cut down on the cost of hiring a recruitment agency and give you a much greater deal control of and efficiency.

5 Tips to Boost your Candidate Sourcing Strategies

Candidate Sourcing refers to the recruitment strategy of actively scouting and engaging qualified talent, with an aim of converting them into applicants when positions in your company are vacant. To attract the best talent in your field and get ahead in the competitive job market of today, the company needs to put itself out there. Candidate Sourcing is of value to not only upcoming companies who may not have much brand recognition, but also larger establishments. It widens an enterprise’s recruitment horizon, making the process much more efficient and attracting applicants in bulk from which they can have the pick of the lot.

Here are 5 tips that will help you boost your Candidate Sourcing strategy and make the most of it:

Make Your Job Posting Easy to Find

Ensure that the job description you put out is easy to understand, and lucrative enough to attract the attention of potential applicants. Your job postings should be easy to find on job boards and forums. An Applicant Tracking System (ATS) that is compatible with these job boards can make the sourcing process easier for you by uploading the applicant resumes automatically and compiling them for easy sorting.

Be in Cahoots with your Hiring Manager

Make sure to be on the same page as your hiring manager from the very onset of the recruitment process. Clearly define what your criteria for a good prospective employee is, to make sure the candidate sourcing is done along those lines. A kickoff meeting is indispensable for the same. Discuss the job role, your ideal candidature, review the talent pool. Make sure the communication lines between you and the hiring department are open even after the initial meeting, and revert with constant feedback to make the candidate sourcing procedure efficient.

Make the most of Social Media

Make the best use of social media platforms for scouting passive candidates, nurturing them, and eventually converting into job applicants. This category of possible candidates may not have impressive profiles on job boards, but they are much more active on social media platforms such as Facebook, LinkedIn, Twitter, or even Instagram. You can streamline your searches based on keywords, skill-set, location, industry, etc., and you might be surprised to stumble across some very high-quality talent.
Along with scouting for talent, you should also post the job profiles on the company’s social media pages. Engage with potential candidates via the messaging system and answer any queries they may have. This will build a rapport and help in supplication conversions.

Use Semantic Search

A semantic search strategy helps you find candidates who might have otherwise escaped your notice owing to unusual or highly specific job titles. Semantic searches not only look for your specified job titles, but also related titles and synonyms. Ideally, a semantic search should scan for skill keywords, variations of title, and generic misspells. They can also find specific combinations of words or phrases in a sentence that may reveal the skill-set you are looking for in a candidate. Boolean search strings are usually the go-to option for conducting semantic searches, but certain ATS available can also make this task easier.

Compile Referrals

Referrals are a great way of sourcing candidates. You can compile referrals from existing employees, other recruiters, and even recent candidates who may refer to their peers. You can find both passive and active candidates through referrals, and statistically this strategy has been known to fetch some of the best candidates.

Top Staffing And Recruitment Trends For 2020

The year 2020 marks not only the start of a new year, but also the start of a whole new decade, and the spirit of revival and freshness is apparent not only in the internal strategies but also in the anticipation of fresh additions to the workforce. A young workforce who can breathe innovation into an enterprise is crucial to remain relevant and succeed in today’s competitive arena. Therefore, staffing and recruitment becomes a very important area that requires strategizing and creativity to attract and induct the ideal aspirants.

Here are a few staffing and recruitments trends that will come in handy in 2020 to keep you updated on the mostly candidate-driven workforce:

Employer Branding

Employer Branding is an important recruitment trend for 2020 since by promoting a company in the best light, it will attract more, and better qualified, candidates. By building up the company’s employer branding, it will be more attractive to job aspirants.

Social Recruiting

More and more companies are using social media as a major tool in their recruitment process in 2020. Social Recruiting, as this strategy is known as, does not only include putting up job postings on platforms such as Facebook, LinkedIn, job forums, and the like, but also the use of social media platforms to actively search for candidates, and attempt to convert them into potential employees.

Recruitment Marketing

Recruitment Marketing, which allows recruiters to attract the best job candidates and turn them into applicants, is a major trend for 2020. Not only does Recruitment Marketing help attract talent, it also ensures that companies stay up-to-date with the latest recruiting practices and helps them overcome any staffing hurdles.

Inbound Recruiting

The Inbound Recruiting strategy is one where recruiters encourage a continuous inflow of potential qualified candidates, regardless of whether the enterprise has open positions at the time. This engages the candidates and also creates a bank of applicants that may be converted whenever a position opens up. This makes the recruitment process a lot more efficient and streamlined for the long-term.

Talent Pools

Talent Pools are a big area of focus for recruiters in 2020. These are essentially a detailed database of candidate profiles, including applicants and sourced or referred candidates. A high-quality and large talent pool will ensure that a recruiter can fill up any vacancies in the company swiftly and efficiently.

Candidate Experience

In 2020, Candidate Experience is much more in focus. Employers and recruiters have realized the importance of ensuring the candidate’s experience during the entire recruitment process is positive, as these nuances often spread around by word of mouth. A candidate with a negative experience may very often warn other applicants from applying at a company, and effectively reduce the inflow of applications.

Recruitment Automation Tools

The use of Recruitment Automation Tools, that is, software that automates the recruitment procedure, is big amongst the recruitment trends of 2020. Tools such as Applicant Tracking System and Recruitment Marketing Software, and top-notch novel software that offer 2-in-1 automation tools, help in attracting, engaging, and converting job aspirants into applicants and prospective employees are covered in today’s competitive market where time is of the essence.