1/10/2024 0 Comments Find candidates on linkedin![]() ![]() ![]() Some recruiters put together a succinct and initially vague email that they’ll send across to such candidates, using it as bait to promote interest. Your talent-seeking mission has landed you onto the profile of a dream candidate that would fit your vacancy perfectly. Lastly we have the people tied up in jobs. They usually take less time to hire, are a better cultural fit, higher performers and stay longer. Whilst most freelance professionals enjoy being self-employed and are unlikely to consider working for somebody else again, some may need to consider full-time employment for financial reasons – so approaching these people is not a lost cause.Ībout 80% of recruiters say the best channel to recruit quality candidates is employee referrals. These people are worth a look as their experience could be relevant and the reason they are out of work at that moment shouldn’t put you off pursuing them.Īnother factor to consider (particularly in the copywriting / creative industry) is the potential of finding freelancers. There will be the odd few who aren’t, in which case they will usually list ‘seeking new opportunities’ in their job title section. 90% of these professionals are likely to already be in a role. The list that you’re left with might be highly specific to your needs, but the job isn’t finished just yet. Appealing to local talents will prevent such a hurdle from ever occurring. This is helpful as many studies have found that lengthy commutes can have an adverse effect on wellbeing and health. Whether you’re a single-site company or recruiting for multiple locations nationwide, this allows you to hone in on talent within a specified proximity to the business. Once you’ve done this, you can then narrow down your search even further by specifying a location. Whilst most freelance professionals enjoy being self-employed and are unlikely to consider working for somebody else again, some may need to consider full-time employment for financial reasons – so approaching these people is not a lost cause. Utilising these parameters will nullify the chances of you spending an afternoon aimlessly clicking through a cyberspace directory of hit and miss candidates. You can search for people by job title, location and even what company they work for. LinkedIn offers a really useful search tool that allows for refinement on multiple levels. I may sound like Captain Obvious here, but the key to finding the right candidate is in how you search for them. How can you separate the stinky sock jelly beans from the bubblegum bottles? The key is in the search How do you know which is the best? Some may look nice but actually taste like soap. You can see hundreds of delicious looking treats, but only choose one. Metaphorically speaking, LinkedIn to a recruiter is like a sweet shop to a kid. Even though contacting potential candidates (no matter where they are) has become easier, identifying the best candidates has become much harder. With the seemingly infinite growth of online social communities, access to relevant talent has never been so easy right? Kind of. Recruiting as a profession has evolved significantly over the last decade. This article will help to tackle such a problem, giving helpful tips on how to find that needle-in-a-haystack candidate. The very size of such a platform can also be a downfall though, as it can become hard to identify the highest quality professionals suited to your vacancies. ![]() With over 500 million users globally, LinkedIn offers a colossal online database of professionals looking to get noticed for their business acumen. If you’ve already read our article on the benefits of social media recruitment, then you will understand just how useful a tool like LinkedIn can be to recruiters. ![]()
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