The world as we know it, has been constantly changing and evolving in every sphere of life. Intelligence lies in the ability to adapt to change. In a similar vein, we have observed myriad of ways in which sourcing of resumes done by recruiters has developed over time.
I recently stumbled upon a YouTube video which had some profound wisdom shared by the sourcing guru, Glen Cathey. He spoke about how recruiters can upskill themselves in passive candidate recruiting.
We all know that looking for passive candidates is not all plain sailing. This is why, to be exceptionally good at searching is worth a king’s ransom and leveraging tools like LinkedIn is capturing the market undoubtedly.
As per Glen, recruiting will be extremely data driven in the next 5 to 10 years and the need of hour for companies is to embrace data as a strategic asset in talent acquisition to generate insights and predicting things favorable for organizations. Needless to mention, ML is also playing a pivotal role in this area in the current times.
LinkedIn- A Mighty Sourcing Tool
Imagine today, nearly 95% of recruiters use LinkedIn as a major tool to seek top talent.
“LinkedIn is no longer an online resume. It’s your digital reputation.” This is what Jill Rowley, a social selling evangelist has to say about the efficacy of LinkedIn in today’s tech savvy world.
Therefore, the ability of a recruiter to source candidates from different channels is not only essential but imperative
Here are some timeless sourcing hacks which can be used effectively on LinkedIn-
1) Grow your Network
Did you know LinkedIn has 467 million members across 148 different industries and includes over 100,000 recruiters? Come to think of the significance, a vast network can really go a long way in deciding the fate of hiring suitable talent for your firm. We are definitely not suggesting you accept every invite you receive but to make you aware of the advantages of having a large network on LinkedIn. Bigger your network, better are your chances to reach out to candidates and even to request for referrals from them.
2) Use InMail wisely
Investing time and effort in drafting a great message for your candidates will make sure the right ones fall into your lap. An InMail is your first touch- the ultimate tool to drawing your candidate’s attention with an aim to secure an interview with him/ her.
You may take insights from the candidate’s profile when crafting that perfect call for attention-message to hook those potential candidates, you are aspiring for.
Another thing to take into consideration here is to avoid information overload. Bringing in too much too soon on the table can trim the chances of candidate responses.
3) Engaging candidates
“With more and more people being present online in many positions the real challenge is the engagement with the candidates- and the end result depends more on your selling than searching skills. What you have to realize however, that the way you search and who you search for impacts the difficulty of the sales efforts you have to make”
Authenticity is the key here. When you are selling a role to a candidate, it’s important how you feel about it. Proximity is critical to have results. When you keep candidates engaged in this way, they would in turn return your compliment and help you with your search for a potential candidate.
4) Search the right way
Every search on LinkedIn begins with 300 million candidates. You just have to narrow it down to the right ones.
Type in the right keywords and master the Boolean search to generate more precise results. Ensure, you are mindful of using AND, OR and the NOT in the searches. Another simple yet profound feature is the “saved search”, let the hard work you’ve done in past pay you off now.
5) Data driven recruitment
Information retrieval skills are really important considering the vast amount of data we have on sites like LinkedIn or any other social networking site these days.
This data should be considered as a strategic asset in talent acquisition which can help recruiters gain insights and analyze data in order to make better decisions in terms of acquiring the right talent.
It’s time recruiters strategize and streamline recruitment goals that are aligned to business objectives in ways that are beyond traditional recruiting.
6) Join groups on LinkedIn
Being part of a group helps bring like minded people under the same roof. You never know, you might end up finding group members who possess experiences, interests and backgrounds that you would be seeking. Not only this, the participants of a particular group may know of potential candidates which you might be longing for
Nevertheless, these were few of the ways LinkedIn could be used effectively to source potential candidates.
Challenges are many and so are the tools to combat them. It is time to adopt better ways to recruit talent as the world of recruiting is quite dynamic. Irina Shamaeva says, “a true sourcer needs to be open-minded, resourceful and creative. While some sites and tools may seem to cover the “wrong” territory, many can be used quite productively if you give them a chance and dig a little deeper.”
Essence of great recruiting is to fish where the fish are.
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