Next up, check your current profile to make sure everything is up-to-date, including your current job title. Having a fully filled out profile helps with recruitment efforts, especially if you’re using the network to make new connections. If things have changed or there are major updates at the company, then it’s time to refresh your LinkedIn Page. It never hurts to check your company page every now and then to make sure it’s still communicating what you want. How do you want your company to look to potential new hires? While it varies from industry to industry, most would agree that you want to present a professional page that clearly communicates your company’s values, interests and information. Here are a few tips for you to up your recruitment game. Recruiters, both fresh and seasoned, can always use a refresh on their LinkedIn recruiting strategy. It’s also one of the few places where you can repeatedly post about your job search or career wins without annoying your followers.ĭespite the shift in usage, it’s still a major network for finding new jobs and job candidates. While it used to be primarily used for recruitment, it’s also now used for sharing content and maintaining professional relationships. “LinkedIn and Modern Recruiting (B)” goes into more detail about LinkedIn’s data-driven approach, new recruitment innovations, and diversity scorecard.Īlso see HR41(B): LinkedIn and Modern Recruiting (B).At 706+ million users in 200+ countries, LinkedIn is one of the most used social media platforms for making connections. These opportunities included personal advancement through a smooth path to change jobs within LinkedIn if they wished, as well as formal and informal programs designed for employees to pursue their passions-and share their experiences. The case also discusses LinkedIn’s employee value proposition, focusing on the extraordinary opportunities employees were given for “transformation” once they joined the LinkedIn team. For external hires, the company focused heavily on recruiting passive candidates-people were who already gainfully employed and not necessarily looking for a new job. LinkedIn made internal hiring a priority. Those techniques included: 1) replacing cold calling potential candidates with finding “warm connections” to them through their LinkedIn networks 2) using a data-driven approach to identify the best candidates to pursue and 3) developing personalized online relationships with top candidates. The case explains specific techniques that LinkedIn’s recruiting team of over 100 people used to attract talented candidates for positions in engineering, sales, and other departments. Nevertheless, as it rapidly scaled, the challenge was making sure the company could compete with other tech firms to attract enough highly skilled engineers. LinkedIn had done well so far in bringing in top talent. At the same time, the company was creating new recruiting models that put it at the forefront of modern recruiting. This case discusses LinkedIn’s hiring approach and details how the company used its own online recruiting products, such as LinkedIn Talent Solutions, to attract and retain talent. In 2015, LinkedIn, the world’s largest professional network, was experiencing explosive growth, and it needed to hire the very best people quickly to support and fuel that growth.
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