The war of the ideal candidate's attention is felt between companies. The latter are fighting for recruit the rare pearl. Having competent and efficient collaborators within his team means ensuring the good development of his company. đ
But where dEasily enliven these famous rare pearls - What? And how to bypass the competitors to recruit them first? These are the questions you need to ask yourself. And it's going well, we're sharing all of you strings to recruit them faster than your competitors.
LinkedIn, the essential tool of a good recruiter
Are you planning to recruit super talent without going through LinkedIn? You're making a mistake. LinkedIn is the main professional network where you are sure to find reliable candidates responding to the profile you are looking for. Thus, the first step is to create an account on LinkedIn. (Are you already there? Good! đ
LinkedIn serves you both as a channel of communication to spread your offer and talent niche to source the best profiles. The platform still welcomes more than 800 million professionals from many countries. đ
The sourcing phase is an important step in a recruitment process. LinkedIn complements the advantages of jobboarding platforms. The platform is the address to consult absolutely to meet serious candidates and easily trace their path without contacting them. That said, you're gonna need a good one. digital recruitment action plan to make it happen.
Find the ideal candidate free of charge
When you post an offer on a jobboard, you have to wait for the candidates to contact you and send you their applications. You can then be contacted by all those who have seen the ad, even those who do not exactly match the profile but who try their luck. đ€·
You will then be overwhelmed with files that are not necessarily relevant and devote a lot of time to decorating them. đ (and that's where you're going to make a difference)
On LinkedIn, the ideal profiles are within your reach. You can spot yourself (before your competitors) potential candidates who will be able to carry out the assigned missions properly.
By browsing an individual's LinkedIn profile, you will find all the information about his or her journey.
- What are his degrees?
- What were his former positions?
- What are his areas of choice?
- Who recommends it? etc.
It is also possible to identify passive applicants, approach to do when you're looking for specific profiles and are rarely available.
A passive candidate is a candidate already in office but remains open to other proposals. Just activate the machine to flatter them. And it'll take you a lot of work. đ
Get trained at Social Recruiting!
Recruiting on social networks requires certain capabilities. If you want to make sure you find the best profile, you need everything first to understand the steps by which the candidate passes to seek a job. You must be present throughout these steps.
Don't forget care your employer brand. It is through the latter that the candidates will judge the seriousness and reputation of your company. You have to build your employer brand to attract the best candidates. They must be convinced by your company. đ
To do this, you need to put in place the right strategy to get closer to the candidate. Comment on your posts, post posts, etc. It is essential to implement a set of techniques that can be used to animate and encourage interactions on LinkedIn. đŁïž
The best way to mastering Social Recruiting is to train your HR team in the different practices that work. For example, to effectively "source" candidates, your HR team needs to know how to exploit the search engine on LinkedIn. When she does, she can easily find the talent for the position she is looking for. đ
Ready to cross the line? Discover our training in Social Recruiting: https://www.elorezo.com/recruter-avec-linkedin