Goodnews: You need not swim through the Pacific to find your perfect candidates. You have the LinkedIn boolean search.
However, it’s not enough to just juggle the ANDs and ORs within LinkedIn, that’s probably what every other recruiter is doing, right?. With a little finesse, you could steer through millions of candidates, and land on the top of your perfect (and narrowed down) candidates list before your competitors get there.
Read more at: https://www.freshworks.com/hrms/sourcing-candidates/how-to-find-candidates-on-linkedin-with-boolean-search-blog/
Social media. What can we say about it that you don’t already know right?
Updating status, uploading pictures and videos, Like, Comment, Share, etc.
I am sure all these ran through your mind in a flash just as you read the words “Social Media”.
But, how would you feel if we told you that social media is a dormant goldmine of candidates which is just sitting out there waiting for it to be tapped in. Don’t be too shocked yet, we are here to help you in understanding online recruitment better.
Read more at: https://evalground.com/blog/social-media-recruiting-tips-to-enhance-your-hiring/
From the first phone screen to the last in-person interview, recruiters know what to expect when it comes to engaging with top talent (as well as the when, where and how). With that familiar foundation to build upon, the only piece left is optimization.
But now with the world of work in a state of change, expectations for when, where and how recruiters connect with candidates is evolving rapidly. All-remote interviews and distributed hiring are now the new normal, and may be for some time to come.
Read more at: https://www.greenhouse.io/blog/3-challenges-remote-interviews-solve
Although certainly in the spotlight since the rise of COVID-19, the need for a successful work-from-home strategy has been on the horizon for years – both out of logistical necessity and employee preference. When managed correctly, remote workers are more productive than their “in office” counterparts while also reporting higher levels of job satisfaction. It’s the ultimate win-win.
Read more at: https://recruitingblogs.com/profiles/blogs/hr-tools-for-a-successful-work-from-home-strategy
Who would have ever predicted I would be writing a blog as if we were in post-apocalypse times.
I write this as I am on day 3 of a precautionary 14-day self-isolation as I was fortunate enough to be enjoying the delights of the Amalfi coast when the country was put into obligatory lockdown, instigated by the Italian authorities; no cases of the Covid-19 virus in the region but all the restaurants, hotels, shops and public areas were being closed instantly.
Read more at: https://theundercoverrecruiter.com/self-isolating-as-a-recruiter/
As we look back at 2019 and buckle up for 2020, there’s one thing we can all agree on: Recruiting is on fire. And there’s proof too: LinkedIn data shows demand for recruiting professionals has jumped by 63% since 2016.
That’s because finding and engaging talent has only gotten harder. With low unemployment rates, talent professionals are essential for winning over candidates. But not just any candidates — you’re being tasked with hiring people with the right soft skills as well as those that can bring diverse perspectives.
Read more at: https://business.linkedin.com/talent-solutions/blog/recruiting-tips/2019/most-popular-linkedin-recruiting-stories-2019
Technology has always played a role in the recruitment process, but more recent advances in artificial intelligence (AI) and machine learning have catapulted it to the lead item in the agenda of every chief human resource officer.
From talent engagement to employer branding and candidate assessment, a recent JazzHR study revealed that six in ten SMEs now employ some form of recruitment-specific software, while 25 per cent use AI in their workforce plans.
Read more at: https://www.businesspost.ie/world-at-work/remaining-human-in-an-ai-recruitment-environment-5f2eb7cc
You put up a post on LinkedIn and ask your fellow colleagues to share it. Nobody bothers, right? Meanwhile, you see your competitors face blasted all over social media with tons of engagement, and you’re wondering “what the hell am I doing wrong?!”
I’m here to be the voice of reason you need to tell you that you’re probably getting a few things wrong.
Knowing and understanding where you’re going wrong is one thing, and I can shout about it all day. Actually doing something about it is where you’ll start to notice a difference.
Read more at: https://recruitmentjuice.com/blog/recruiters-heres-why-youre-getting-zero-engagement-on-social-media/
59% of job seekers use social media platforms to find recruitment opportunities, according to Talent-Works International Statistics. The reasons behind this trend lie in the way the digital market works. Every corporate business runs by a rule in this digital age. In most cases, it has to do with growing your digital presence. This includes having a clean professional social media presence from which people can refer to. This especially helps when you need to recruit highly qualified senior employees who add value to what you have already built.
Read more at: https://recruitmentjuice.com/blog/social-media-a-safe-haven-for-recruitment-processes/
Wikipedia describes social proof as: “A psychological phenomenon wherein people copy the actions of others in an attempt to reflect correct behavior for a given situation.”
Robert Cialdini, the Professor of Psychology & Marketing who coined the term, goes on to say that social proof “is driven by the assumption that the surrounding people possess more knowledge about the current situation”.
Read more at: https://theundercoverrecruiter.com/what-is-social-proof/