![]() You need a home base on LinkedIn first and foremost if you’re going to use the platform for recruiting. The differentiation is in the details here, so in this step and the next, we’re covering the bulk of the work. I can’t stress enough: In today’s busy job market, the simplest thing you can do to differentiate your brand is to do your research. If not, now is the time to start building it! Step 1: Build Your Company’s LinkedIn Presence Ideally, you already have a solid online presence and regular practice of sharing content and staying engaged with followers. Good recruiting is all in the legwork that comes before actually posting jobs and reaching out to people. The good news is, details as small as the correct spelling of a candidate’s name make all the difference-trust me on that one.īut it still takes time and effort to build the kind of presence on LinkedIn that stands out. Most recruiters these days use LinkedIn to source potential candidates, so the challenging part is cutting through the noise and positioning yourself as the employer of choice in your field. The Difficult Parts of Recruiting on LinkedIn Its dedicated recruiting tools, LinkedIn Recruiter and Talent Hub, offer multiple avenues to qualified candidates, and once you find them, it’s easy to verify and track candidates and monitor your progress. LinkedIn makes this easy by providing direct access to a job-ready talent pool of millions of people and the data you need to increase your chances of success. All you have to do is spend a little extra time harnessing this information the right way. These days, with technology armed with AI and other tools, it’s easier than ever to find information on potential job candidates.
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