Talent Acquisition
How can you effectively engage passive candidates on LinkedIn?
Engaging passive candidates on LinkedIn requires strategic packaging of opportunities that meet their specific needs. Focus on three key areas: competitive salary, clear promotion pathways, and improved working conditions. When reaching out, personalize communications by understanding what motivates them - like shorter commutes or flexible schedules. Rather than simply stating job titles, highlight the unique selling points of positions and demonstrate how they represent meaningful improvements over their current situation. By addressing at least one of these three key factors effectively, you'll significantly increase your chances of converting passive candidates into interested applicants.
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Kadz Money
07:24 - 09:45
How can recruiters effectively target passive candidates on LinkedIn?
Passive candidates—those who are employed and not actively job-seeking—are crucial to thorough recruiting. While these individuals aren't desperately looking, many remain open to opportunities if approached properly. Good recruiters should spend equal time targeting passive candidates as they do active job seekers. Effective targeting requires advance planning rather than spontaneous efforts. Recruiters should develop a strategic approach to engage passive candidates over time, ensuring they'll be available when needed. When messaging these candidates, remember most will be receptive to hearing about potential opportunities even if they're currently employed. The effort invested in focusing on candidates not actively on the job market will serve recruiters well, as this approach often leads to higher quality talent acquisition.
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4 Corner Resources
04:16 - 07:31
Why is leveraging analytics important in recruitment?
Leveraging analytics is crucial in recruitment as it enables decision-makers to measure impact and understand what strategies are effective. As one expert notes, "If you can't measure it, you can't manage it," which applies doubly to recruiting. By analyzing data and reviewing reports, recruiters can track performance and make more informed decisions going forward. In today's data age, utilizing analytics allows recruitment professionals to focus resources on successful approaches while eliminating ineffective practices. This data-driven approach forms a key step in optimizing the entire recruiting process and improving hiring outcomes.
Watch clip answer (00:43m)4 Corner Resources
05:50 - 06:34
How can recruiters use advanced search techniques to find candidates on LinkedIn beyond traditional methods?
Recruiters can expand their search capabilities by utilizing LinkedIn's Services tab, which many people overlook, to find candidates listing specific services rather than just searching the People category. Additionally, Google Advanced Search provides a powerful alternative where recruiters can enter keywords likely to appear on candidates' profiles, specify locations, and limit results to LinkedIn.com domains. This method offers unlimited searches and has helped recruiters discover candidates they couldn't find through LinkedIn's native search tools. These advanced techniques can be particularly valuable when traditional referrals or LinkedIn searches have been exhausted.
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Sue Ellson
17:59 - 19:16
What are the main functions of LinkedIn Recruiter for finding top talent?
LinkedIn Recruiter offers three primary functions: candidate search, outreach/engagement tools, and team collaboration capabilities. The platform's standout search features allow users to access talent beyond third-degree connections (unlike LinkedIn Recruiter Lite) and utilize over 40 candidate filters with Boolean operators to narrow searches. The AI-based Spotlights feature prioritizes relevant candidates by recommending skills, locations, and companies most likely to engage with your business. Additionally, Skill Assessments help verify candidates' proficiencies through online tests, adding credibility to their claimed expertise.
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Wiza
00:30 - 03:53
Who owns employer branding in a company?
There's no definitive owner of employer branding within a company - it's shaped by everything the organization does. While some come from marketing backgrounds and others from recruiting, the ideal approach is placing them where they can build relationships across departments. Employer branding needs to speak about and for every part of the company, yet the employer brander has zero direct power, only influence. Their effectiveness comes through building relationships with teams throughout the organization, allowing them to connect various company activities to a cohesive employer brand story.
Watch clip answer (07:12m)
Michelle J Raymond - B2B GROWTH CO
22:57 - 30:09