{"id":5660,"date":"2010-07-02T15:47:12","date_gmt":"2010-07-02T15:47:12","guid":{"rendered":"https:\/\/zinavo-clientupdates.in\/vasim\/pragna\/?p=5660"},"modified":"2024-06-14T14:05:10","modified_gmt":"2024-06-14T14:05:10","slug":"sourcing-strategies-2-being-a-linked-in-recruiter","status":"publish","type":"post","link":"https:\/\/pragna.net\/old\/sourcing-strategies-2-being-a-linked-in-recruiter\/","title":{"rendered":"Sourcing Strategies #2: Being a Linked-in Recruiter"},"content":{"rendered":"<p data-adtags-visited=\"true\">It&#8217;s almost a month since my previous post. As part of ramping up our team, we have been training them about how to use the job boards effectively, it&#8217;s an art that takes some time to master. I keep saying, if you can locate the right candidate faster than others \u2013 relying on job boards is perfectly fine. But as you move from quick contract placements to Full-time (or <a href=\"https:\/\/pragna.net\/old\/solutions\/recruiting-solutions\/fte-solutions\/\">FTE<\/a>) positions, it becomes harder and harder to find good candidates on job boards.<\/p>\n<p data-adtags-visited=\"true\">That\u2019s where the next strategy of a good \u201c<strong>Linked-in Recruiter<\/strong>\u201d comes about. True Linked-in is pretty well known and many people use it; In fact, there are 65 million users (mostly professionals). However, a majority of them, say 80% may not be actively looking for a job, so to be effective at using it and tapping into it is an art as well. Here are some of the <strong>tips\u00a0<\/strong>to get better at using this resource.<\/p>\n<ul>\n<li><strong>Prepare your profile<\/strong>\u00a0\u2013 Create a good profile with nice picture, add a detailed description of your job role, skills, education information as well as some fun stuff like your favorite pastime or movie etc. Then make sure you describe your company and who you are recruiting for really well (should be a sales pitch for the company as well as positions you are recruiting for)<\/li>\n<li><strong>Build your network<\/strong> \u2013 Besides inviting your friends, colleagues, family into your network, feel free to invite these sales\/marketing professionals who have the large number of connections. These folks normally \u201caccept\u201d most requests on their way to reaching an astronomical number of (many have 5000 or more) connections. \u00a0After that, start joining associations related to your work \u2013 Examples could be Local \u201c<a href=\"https:\/\/www.linkedin.com\/feed\/update\/urn:li:ugcPost:7180984195928797184\/?lipi=urn%3Ali%3Apage%3Ad_flagship3_pulse_read%3BmqseulFDSuOc%2FXjjzJNUBg%3D%3D\" target=\"_blank\" rel=\"noopener\">Networking<\/a> Groups\u201d in each geographic area that you belong to \/ recruiting in \u2013 say Seattle area professionals or south Bay Area networking events etc. In addition, join groups related to specific disciplines you are recruiting in, for example \u2013 SharePoint users and developers, Ruby on Rails etc. Also add yourself to plenty of recruiting groups that are out there. Just search for \u201cGroups\u201d using keywords and the majority of them are easy to join and easily get accepted. Then start inviting some members to your network to build your network. It&#8217;s pretty easy through these mechanisms to add 500 or more people in a matter of days.<\/li>\n<li><strong>Share updates \/ tweets \u2013<\/strong> This helps to be on top of most user feeds. It is important to post to your network the current job opportunities you have and some interesting stories\/happenings from your daily life such as technology trends, funny stories about candidate conversations (minus the name of course), difficulty you are facing in certain types of positions etc. This helps to broadcast your updates to your network. In addition, you should be active in some of the groups you join \u2013 perfectly OK to ask dumb questions or add comments to ongoing threads. Another tactic is to add a bunch of LinkedIn Apps that capture some information like Trip It. All of these tactics will make you more visible.<\/li>\n<li><strong>\u00a0<\/strong><\/li>\n<li><strong>Identify Candidates\u00a0<\/strong>\u2013 Use fewer search terms than job boards, since it&#8217;s very unlikely candidates would put detailed skills and capabilities. Use \u201cimaginative\u201d search criteria I described in my earlier post such as using competing companies, university names, ethnicity\/language, location etc. to target\/limit your results. Then select the right candidates to contact by reading people profiles to identify good match \u2013 this is similar to looking at the resume in a job board except that you will focus more on their current\/past job details, most importantly the companies they have worked for, how long have they worked etc. Look through their \u201csettings\u201d to see if they&#8217;re seeing job opportunities.<\/li>\n<li><strong>First \u201ccold\u201d contact<\/strong> \u2013 Once you select a candidate to contact, a significant majority can be directly contacted by choosing them as a \u201cFriend\u201d. Now the trick is to write a good compelling message to them \u2013 It will help if the message is unique and targeted \u2013 for example, relating how the job opportunity is a logical extension to their careers or the job gives them higher degree of responsibility etc. Write a compelling message that highlight the company, career level, job type and how it matches their interest. Ask them to \u201cadd you to the network if they are interested, and to pls ignore the message if it does not interest them\u201d. So that way, LinkedIn does not penalize you for adding a bunch of unsolicited requests.<\/li>\n<\/ul>\n<p data-adtags-visited=\"true\">Finally, be patient and diligent in your follow-ups. Do not take \u201cLack of response\u201d personally and continue to chip away \u2013 remember, you are targeting the 10-20% of jobseekers within the vast user base. Also, two things that determine your response rate are (a) careful selection of right candidates to contact, which is even more important than the job boards and (b) compelling message that you include in your introduction.<\/p>\n<p data-adtags-visited=\"true\">P.S: Linked-in is way, way ahead of others, to be fair there is also similar sites like Zoom info, hi5, Spoke, Plaxo, Partner Up and others.<\/p>\n<p data-adtags-visited=\"true\">For more about Recruitment updates follow our<a href=\"https:\/\/pragna.net\/old\/blog-page\/insights\/\">\u00a0Insights<\/a>\u00a0for more info\u00a0<a href=\"https:\/\/pragna.net\/old\/contact\/\">Contact Pragna Solutions<\/a>\u00a0for your all\u00a0<a href=\"https:\/\/pragna.net\/old\/\">RPO Recruiting<\/a>\u00a0and\u00a0<a href=\"https:\/\/pragna.net\/old\/offshore-recruiting-101-top-strategies\/\">Offshore Recruiting<\/a>\u00a0Solutions.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>It&#8217;s almost a month since my previous post. As part of ramping up our team, we have been training them about how to use the job boards effectively, it&#8217;s an art that takes some time to master. I keep saying, if you can locate the right candidate faster than others \u2013 relying on job boards [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":4726,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[64,102],"tags":[],"class_list":["post-5660","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","category-talent-acquisition"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Finding the Right Candidates: Essential Hiring Tips | Pragna Global RPO Company<\/title>\n<meta name=\"description\" content=\"Discover effective strategies for finding the right candidates. 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