Recruiters and HR leaders are fighting to create the most effective three-pronged approach when searching for talent that matters to their business' bottom line. Attracting talent at the right time & place is a challenge we're still working to nail in place. We have our ideal candidate personas, now we must decide when, how and where to connect with candidates who will impact your brand outcomes and goals.
CheckIn lets you capture leads at events instantly and manage them in LinkedIn Recruiter, so you never miss a lead again!
We released 3 new CheckIn enhancements that let you find and qualify your leads faster:
- New CheckIn Questions let you ask candidates qualifying questions such as GPA, preferred office location, work status and more
- CheckIn Search Filters let you instantly hone in on the right candidates based on their answers to your CheckIn questions and immediately qualify
- CheckIn "Overview" gives you a snapshot of your CheckIn form so you save time from reviewing the details screen-by-screen in the edit flow
Scroll through this infographic to learn why talent leaves, and how your company can prevent employees from turning in their two-weeks notice. Also download the tipsheet: https://lnkd.in/3TipsRetention and check out our blog for the latest recruiting and HR trends: http://talent.linkedin.com/blog
Send InMails that yield higher response rates with this free ebook highlighting key strategies for crafting effective InMails.
See how one InMail can make in impact: http://linkd.in/GIsubO
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Finding that quality candidate can sometimes feel like searching for a needle in a haystack. How do you get more of the right people to see your jobs?
With over 433 million members, LinkedIn presents a wealth of opportunity for recruitment consultants and agencies to successfully attract and place those top candidates using LinkedIn Job tools.
You'll get practical advice on:
+ Current talent trends impacting search and staffing companies
+ How to use LinkedIn Jobs to get the right people to see your open roles
+ How to drive results to increase placements and your bottom line
To hear more from some of Talent Acquisitions most innovative minds, check out LinkedIn Talent Connect: http://bit.ly/2avi53N
Dream or Reality? The Implementation of Recruitment 3.0 & 4.0: Inside the Aut...LinkedIn Europe
In the summer of 2011, Matthew Jeffery of Autodesk published two recruitment articles: "A Vision for the Future of Recruitment: Recruitment 3.0," and "Recruitment 4.0: Crowdsourcing; Gamification; Recruitment as a Profit Centre” and, “the Death of Recruitment Agencies." Their impact is still being felt throughout the industry today. A year later, what's the story? How much has been implemented by Autodesk? What has worked? What could not be implemented? And what is pure theory and will never see the light of day?
In this keynote, Jeffery will reveal the inside story. Hear about Autodesk’s use of social media, the cutting edge mobile recruitment app, new corporate careers website and disruptive recruitment marketing practices...hear the highs and the lows...the mistakes and the glory. Expect key learning’s and takeaways in a very honest, no holds barred session.
In addition, Jeffery will share an exclusive look at the conclusion of their research: "What is Recruitment 5.0: The Final Chapter of Recruitment" and conference attendees will be the first to receive a copy of this ground-breaking report.
When it comes to investing in diversity, 71% of talent professionals
report that achieving gender parity* at their company is a
top priority.1 And while there is a long way to go to get there, a
thoughtful, data-driven recruiting strategy can help you make
meaningful gains toward that goal.
To understand how gender impacts the candidate journey, we
analyzed LinkedIn data on billions of interactions between
companies and candidates from job applications to recruiter
outreach and hires. The results show that while women and men
explore opportunities similarly, there’s a clear gap in how they apply
to jobs — and in how companies recruit them.
The good news is that this data is actionable. This report will help
you improve every step of the job seeker journey on LinkedIn, from
how you position your employer brand and interact with candidates,
to benchmarking your gender diversity hiring goals against your
industry. Your push for #BalanceForBetter can start today.
The Age of Socially Engaged Leadership -- Breakout Session at Talent Connect ...LinkedIn Talent Solutions
The age of socially engaged leadership. Nayomi Alexander, Senior Customer Success Consultant, LinkedIn. Daniel Sanders, Solutions Consultant, Talent Branding (APAC), LinkedIn
Today's high performing leaders are embracing social media to develop connections and build deeper engagement with their customers, employees and peers. Replete with examples of ‘social executives’, you will hear about fundamental changes in the ways that businesses interact with individuals in the social era to unlock organisational benefits. You’ll learn how to educate your executive leadership on all things social, further engaging them in building out their professional brands on LinkedIn, and in turn fueling your organisation’s overall success in attracting and engaging talent.
Learn more about Talent Connect Sydney: http://linkd.in/1E9S7cN
CheckIn lets you capture leads at events instantly and manage them in LinkedIn Recruiter, so you never miss a lead again!
We released 3 new CheckIn enhancements that let you find and qualify your leads faster:
- New CheckIn Questions let you ask candidates qualifying questions such as GPA, preferred office location, work status and more
- CheckIn Search Filters let you instantly hone in on the right candidates based on their answers to your CheckIn questions and immediately qualify
- CheckIn "Overview" gives you a snapshot of your CheckIn form so you save time from reviewing the details screen-by-screen in the edit flow
Scroll through this infographic to learn why talent leaves, and how your company can prevent employees from turning in their two-weeks notice. Also download the tipsheet: https://lnkd.in/3TipsRetention and check out our blog for the latest recruiting and HR trends: http://talent.linkedin.com/blog
Send InMails that yield higher response rates with this free ebook highlighting key strategies for crafting effective InMails.
See how one InMail can make in impact: http://linkd.in/GIsubO
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Finding that quality candidate can sometimes feel like searching for a needle in a haystack. How do you get more of the right people to see your jobs?
With over 433 million members, LinkedIn presents a wealth of opportunity for recruitment consultants and agencies to successfully attract and place those top candidates using LinkedIn Job tools.
You'll get practical advice on:
+ Current talent trends impacting search and staffing companies
+ How to use LinkedIn Jobs to get the right people to see your open roles
+ How to drive results to increase placements and your bottom line
To hear more from some of Talent Acquisitions most innovative minds, check out LinkedIn Talent Connect: http://bit.ly/2avi53N
Dream or Reality? The Implementation of Recruitment 3.0 & 4.0: Inside the Aut...LinkedIn Europe
In the summer of 2011, Matthew Jeffery of Autodesk published two recruitment articles: "A Vision for the Future of Recruitment: Recruitment 3.0," and "Recruitment 4.0: Crowdsourcing; Gamification; Recruitment as a Profit Centre” and, “the Death of Recruitment Agencies." Their impact is still being felt throughout the industry today. A year later, what's the story? How much has been implemented by Autodesk? What has worked? What could not be implemented? And what is pure theory and will never see the light of day?
In this keynote, Jeffery will reveal the inside story. Hear about Autodesk’s use of social media, the cutting edge mobile recruitment app, new corporate careers website and disruptive recruitment marketing practices...hear the highs and the lows...the mistakes and the glory. Expect key learning’s and takeaways in a very honest, no holds barred session.
In addition, Jeffery will share an exclusive look at the conclusion of their research: "What is Recruitment 5.0: The Final Chapter of Recruitment" and conference attendees will be the first to receive a copy of this ground-breaking report.
When it comes to investing in diversity, 71% of talent professionals
report that achieving gender parity* at their company is a
top priority.1 And while there is a long way to go to get there, a
thoughtful, data-driven recruiting strategy can help you make
meaningful gains toward that goal.
To understand how gender impacts the candidate journey, we
analyzed LinkedIn data on billions of interactions between
companies and candidates from job applications to recruiter
outreach and hires. The results show that while women and men
explore opportunities similarly, there’s a clear gap in how they apply
to jobs — and in how companies recruit them.
The good news is that this data is actionable. This report will help
you improve every step of the job seeker journey on LinkedIn, from
how you position your employer brand and interact with candidates,
to benchmarking your gender diversity hiring goals against your
industry. Your push for #BalanceForBetter can start today.
The Age of Socially Engaged Leadership -- Breakout Session at Talent Connect ...LinkedIn Talent Solutions
The age of socially engaged leadership. Nayomi Alexander, Senior Customer Success Consultant, LinkedIn. Daniel Sanders, Solutions Consultant, Talent Branding (APAC), LinkedIn
Today's high performing leaders are embracing social media to develop connections and build deeper engagement with their customers, employees and peers. Replete with examples of ‘social executives’, you will hear about fundamental changes in the ways that businesses interact with individuals in the social era to unlock organisational benefits. You’ll learn how to educate your executive leadership on all things social, further engaging them in building out their professional brands on LinkedIn, and in turn fueling your organisation’s overall success in attracting and engaging talent.
Learn more about Talent Connect Sydney: http://linkd.in/1E9S7cN
If you’re a HR leader, aspiring HR leader, line manager or social recruiting evangelist, this e-book takes you through the process of being a stellar talent finder on LinkedIn. What’s more? You can also learn from 8 Indian rockstar recruiters on how they deliver on key recruiting metrics using social recruiting.
If you haven’t taken the ‘Rockstar Recruiter Meter’ quiz in this e-book...Get cracking now!
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
The Age of Socially Engaged Leadership -- Breakout Session Talent Connect Syd...LinkedIn Talent Solutions
The age of socially engaged leadership. Nayomi Alexander, Senior Customer Success Consultant, LinkedIn. Daniel Sanders, Solutions Consultant, Talent Branding (APAC),
LinkedIn
Today's high performing leaders are embracing social media to develop connections and build deeper engagement with their customers, employees and peers. Replete with examples of ‘social executives’, you will hear about fundamental changes in the ways that businesses interact with individuals in the social era to unlock organisational benefits. You’ll learn how to educate your executive leadership on all things social, further engaging them in building out their professional brands on LinkedIn, and in turn fueling your organisation’s overall success in attracting and engaging talent.
Learn more about Talent Connect Sydney: http://linkd.in/1E9S7cN
This curriculum explores the concept of a professional brand and introduces young people to the many resources available on LinkedIn, including mentors, jobs and internship opportunities.
A strong, unique talent brand is crucial to consistently making high-quality hires. But how can your company be sure its talent brand is performing? This presentation, created by LinkedIn Talent Brand Consultant, Stephanie Kender, will teach you how to measure the ROI of your company’s talent brand using key metrics such as social follower quality, talent response rate, and applicant quality. With this knowledge, you’ll be able to quantify the success of your company’s talent brand and understand how to make it more effective.
Learn more about our solutions: http://bit.ly/2hNXom4
Explore the latest talent insights from and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
Learn how to get the most out of their free LinkedIn account, and how to use our paid recruiting tools to become a hiring ninja!
This crash course will walk you through the full suit of LinkedIn hiring tools you can use to quickly find quality candidates for your open roles. You'll learn how to overcome top hiring challenges most department managers face and how you can make the most out of your existing LinkedIn account. Become a pro at using LinkedIn and learn about all of the available hiring and recruiting features available to you.
We’ll uncover how to:
1. Master LinkedIn’s free and paid marketing features to promote your company and attract top talent
2. Use the most effective tools to find highly qualified candidates for your open jobs
3. Build your own personal brand as a credible hiring manager
4. Plus more!
Learn more: https://lnkd.in/gNGGrEW
State and federal government employees will retire in droves over the next few years, including many of the more than 30% of federal workers eligible for retirement in 2017. This comes as millennials are poised to represent half of the workforce by 2020. In response, the public sector needs to competitively attract, engage, and retain millennials now more than ever.
The slides explore:
- The 3 things every worker wants, but millennials won’t work without.
- Interview questions to distinguish enlightened job candidates from entitled applicants.
- Why overemphasizing job competencies chills morale, and what to focus on instead.
- How 5 minutes of good coaching every day dramatically improves retention.
Learn more at: https://lnkd.in/g6cBRJB
How to Build Your Government Agency's Brand and Attract Top Talent [webcast]LinkedIn Talent Solutions
According to LinkedIn's 2014 Talent Trends report, the #1 thing that candidates rank as the most important factor when considering a new job is the company's reputation as a great place to work.
This presentation takes you through how you can attract top talent by building awareness of your employer brand. Through real-world examples, you'll learn about the basics of establishing your agency's brand on LinkedIn along with more advanced and powerful features.
Learn more about our solutions here: http://bit.ly/2bPsQiO
LinkedIn For Good presents a training for workforce development and refugee-serving organizations who want to incorporate LinkedIn 101 into their existing training programs. Use this presentation to train your staff on how to talk about LinkedIn to newcomer populations.
Winning in 2015: Be Ahead of Talent Trends | Talent Connect San Francisco 2014LinkedIn Talent Solutions
Based on LinkedIn's authoritative ‘Recruiting Trends’ surveys and data, learn how how candidates and companies are evolving, to help you get ahead in your annual planning.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
LinkedIn recruiters are taught to tell the company's story by following this framework:
- Sharing the mission, vision, and purpose of LinkedIn
- Explaining how the company is fulfilling that purpose
- Talking about the opportunities that lie ahead
- Illustrating the company’s unique culture and values through personal stories and examples
Learn more about why storytelling is a powerful (yet often ignored) skill for recruiters: https://lnkd.in/gZG-Q46
Two LinkedIn Career Pages experts will walk you through the newest and most exciting features of LinkedIn Career Pages—providing you a deeper look into how the features work and tips on how you can build a page that attracts the talent you’re looking for.
To learn more about the next generation of LinkedIn Career Pages: http://bit.ly/2cIrR5x
Learn how to get the most out of their free LinkedIn account, and how to use our paid recruiting tools to become a hiring guru.
Uncover how to:
- Master LinkedIn’s free and paid marketing features to promote your company and attract top talent
- Use the most effective tools to find highly qualified candidates for your open jobs
- Build your own personal brand as a trusted recruiter and hiring manager
- Get these strategies and tools to take your hiring to the next level!
Learn more: https://lnkd.in/gNGGrEW
This year’s results delve into how recruiters are
leveraging social recruiting in addition to whether or
not they are using it. Much like marketers, recruiters
use social networks as part of a multi-channel strategy
to find leads and nurture them to hire. Just as the days
of “rented attention” and “one size fits all” campaigns
are over in the marketing and advertising worlds,
recruiters now focus on building their own talent pool
and appealing to candidates’ individual preferences.
Boomer employment re entry path 2021 reviewed and updated 8.16.2021Joe Slade
Age bias is rampant throughout the hiring process. Recruitment process outsourcing (RPO) recruiters need a new paradigm and path to create measurably better hires by focusing on talent recruitment and the elimination of age and inclusion biases through the entire pipeline – from job description to applicant tracking software (ATS) usage to onboarding and team development.
If you’re a HR leader, aspiring HR leader, line manager or social recruiting evangelist, this e-book takes you through the process of being a stellar talent finder on LinkedIn. What’s more? You can also learn from 8 Indian rockstar recruiters on how they deliver on key recruiting metrics using social recruiting.
If you haven’t taken the ‘Rockstar Recruiter Meter’ quiz in this e-book...Get cracking now!
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
The Age of Socially Engaged Leadership -- Breakout Session Talent Connect Syd...LinkedIn Talent Solutions
The age of socially engaged leadership. Nayomi Alexander, Senior Customer Success Consultant, LinkedIn. Daniel Sanders, Solutions Consultant, Talent Branding (APAC),
LinkedIn
Today's high performing leaders are embracing social media to develop connections and build deeper engagement with their customers, employees and peers. Replete with examples of ‘social executives’, you will hear about fundamental changes in the ways that businesses interact with individuals in the social era to unlock organisational benefits. You’ll learn how to educate your executive leadership on all things social, further engaging them in building out their professional brands on LinkedIn, and in turn fueling your organisation’s overall success in attracting and engaging talent.
Learn more about Talent Connect Sydney: http://linkd.in/1E9S7cN
This curriculum explores the concept of a professional brand and introduces young people to the many resources available on LinkedIn, including mentors, jobs and internship opportunities.
A strong, unique talent brand is crucial to consistently making high-quality hires. But how can your company be sure its talent brand is performing? This presentation, created by LinkedIn Talent Brand Consultant, Stephanie Kender, will teach you how to measure the ROI of your company’s talent brand using key metrics such as social follower quality, talent response rate, and applicant quality. With this knowledge, you’ll be able to quantify the success of your company’s talent brand and understand how to make it more effective.
Learn more about our solutions: http://bit.ly/2hNXom4
Explore the latest talent insights from and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
Learn how to get the most out of their free LinkedIn account, and how to use our paid recruiting tools to become a hiring ninja!
This crash course will walk you through the full suit of LinkedIn hiring tools you can use to quickly find quality candidates for your open roles. You'll learn how to overcome top hiring challenges most department managers face and how you can make the most out of your existing LinkedIn account. Become a pro at using LinkedIn and learn about all of the available hiring and recruiting features available to you.
We’ll uncover how to:
1. Master LinkedIn’s free and paid marketing features to promote your company and attract top talent
2. Use the most effective tools to find highly qualified candidates for your open jobs
3. Build your own personal brand as a credible hiring manager
4. Plus more!
Learn more: https://lnkd.in/gNGGrEW
State and federal government employees will retire in droves over the next few years, including many of the more than 30% of federal workers eligible for retirement in 2017. This comes as millennials are poised to represent half of the workforce by 2020. In response, the public sector needs to competitively attract, engage, and retain millennials now more than ever.
The slides explore:
- The 3 things every worker wants, but millennials won’t work without.
- Interview questions to distinguish enlightened job candidates from entitled applicants.
- Why overemphasizing job competencies chills morale, and what to focus on instead.
- How 5 minutes of good coaching every day dramatically improves retention.
Learn more at: https://lnkd.in/g6cBRJB
How to Build Your Government Agency's Brand and Attract Top Talent [webcast]LinkedIn Talent Solutions
According to LinkedIn's 2014 Talent Trends report, the #1 thing that candidates rank as the most important factor when considering a new job is the company's reputation as a great place to work.
This presentation takes you through how you can attract top talent by building awareness of your employer brand. Through real-world examples, you'll learn about the basics of establishing your agency's brand on LinkedIn along with more advanced and powerful features.
Learn more about our solutions here: http://bit.ly/2bPsQiO
LinkedIn For Good presents a training for workforce development and refugee-serving organizations who want to incorporate LinkedIn 101 into their existing training programs. Use this presentation to train your staff on how to talk about LinkedIn to newcomer populations.
Winning in 2015: Be Ahead of Talent Trends | Talent Connect San Francisco 2014LinkedIn Talent Solutions
Based on LinkedIn's authoritative ‘Recruiting Trends’ surveys and data, learn how how candidates and companies are evolving, to help you get ahead in your annual planning.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
LinkedIn recruiters are taught to tell the company's story by following this framework:
- Sharing the mission, vision, and purpose of LinkedIn
- Explaining how the company is fulfilling that purpose
- Talking about the opportunities that lie ahead
- Illustrating the company’s unique culture and values through personal stories and examples
Learn more about why storytelling is a powerful (yet often ignored) skill for recruiters: https://lnkd.in/gZG-Q46
Two LinkedIn Career Pages experts will walk you through the newest and most exciting features of LinkedIn Career Pages—providing you a deeper look into how the features work and tips on how you can build a page that attracts the talent you’re looking for.
To learn more about the next generation of LinkedIn Career Pages: http://bit.ly/2cIrR5x
Learn how to get the most out of their free LinkedIn account, and how to use our paid recruiting tools to become a hiring guru.
Uncover how to:
- Master LinkedIn’s free and paid marketing features to promote your company and attract top talent
- Use the most effective tools to find highly qualified candidates for your open jobs
- Build your own personal brand as a trusted recruiter and hiring manager
- Get these strategies and tools to take your hiring to the next level!
Learn more: https://lnkd.in/gNGGrEW
This year’s results delve into how recruiters are
leveraging social recruiting in addition to whether or
not they are using it. Much like marketers, recruiters
use social networks as part of a multi-channel strategy
to find leads and nurture them to hire. Just as the days
of “rented attention” and “one size fits all” campaigns
are over in the marketing and advertising worlds,
recruiters now focus on building their own talent pool
and appealing to candidates’ individual preferences.
Boomer employment re entry path 2021 reviewed and updated 8.16.2021Joe Slade
Age bias is rampant throughout the hiring process. Recruitment process outsourcing (RPO) recruiters need a new paradigm and path to create measurably better hires by focusing on talent recruitment and the elimination of age and inclusion biases through the entire pipeline – from job description to applicant tracking software (ATS) usage to onboarding and team development.
What Women Want... EB Strategies to Attract WomenShaunda Zilich
A study done by FairyGodBoss.com revealed how women differ from men in what they want in the workplace. I presented with FGB on the findings and how GE looked at this through our Millie campaign in 2017.
In this presentation I have explained about how the students can overcome the job search struggles and what are the things the students need to improve to get a good job and career and also how to fulfill the industries expectations.
How to Use LinkedIn as a College Student - Get Jobs and Internships FastJosh Hill
Learn how to use LinkedIn as a Student (and as a professional) to increase visibility, credibility, and calls from recruiters. Shape your profile to get that interview, internship, and more by following a few simple steps.
Mini workshop delivered at the WorkBC Vancouver south office to Case Managers and Facilitators to discuss ways to coach clients on LinkedIn and social media
Sharpen your social media skills: Fuel a successful job search onlineJennifer Brabson
Fuel Your Job Search with Twitter, LinkedIn & Facebook
Using social Media to find your next job is a great place to start! creating a personal brand that will be found and respected online is the way to start.
This presentation was created for Career Fest, a week of events for USC students centered on topics related to the career development process. It covers the value of creating a LinkedIn profile, the steps to achieving an "All-Star Profile," the tips and tricks for networking on LinkedIn, and an overview of how students can publish articles via LinkedIn Pulse.
Sharpen your social media skills: Fuel a successful job search onlineAdecco Staffing, USA
If you think that social media is just for keeping in touch with friends and family, you need to think again. Today, 92 percent of employers and hiring managers use social media to recruit and screen candidates. So, if you are searching for a job, you need to sharpen your social skills.
Our upcoming webinar can help. We’ll give you an inside look at how recruiters use social media and give you the advice you need to position yourself as the perfect candidate.
Topic:
Sharpen your social skills: Fuel a successful job search online
During this webinar, we will cover the following:
Striking a balance between your personal and professional presence
Facebook, Linkedin & Twitter - Networking tips and apps
Recent changes in social media that will affect your job search
How employers are using social media to find and evaluate you
Aired:
Thursday, May 30, 2:00pm EDT
Register now
Presented by:
Jen Brabson, Digital Marketing Manager at Adecco Staffing
Jen has more than eight years of experience in social media and digital and traditional marketing. Her expertise includes business-to-business, business-to-customer and personal brand development. She is a nationally recognized social branding and career coach. You can find Jen on Twitter @jenniferbrabson
Oakland University Student to Professional 2012Patrick Reyes
On September 29, I was given the opportunity to speak to current students about networking in the 21st century. Being able to connect the online and offline to make real life connections with people allow for great things to happen.
"The opportunities that you have in front of you are endless…seize the opportunity by just having a conversation with someone."
Clever Hacks for Hiring – June 2016 LondonLever Inc.
Valuable recruiting tips on the topics of how to write reachouts well; how to create a human candidate experience; and how to punch above your weight in employer branding, courtesy of Talentful, Lost My Name and Lever.
Learn how to source like a boss and win in recruiting PLUS be more productive than you ever thought possible. Test and use these tools to decipher what is the best use of your time and money. Ask questions if you need help @marieburns
Explore how talent acquisition, HR, and learning and development teams can help create a more equitable and inclusive workplace for Black employees. Learn best practices for hiring, supporting, and developing Black professionals and discover unique insights on fostering inclusivity and belonging.
As our world evolves in response to recent challenges, recruiting will evolve along with it. In this virtual event, learn why talent development and diversity are coming to the forefront-and how your team can successfully adapt to the changing talent landscape.
Join talent leaders from LinkedIn, ViacomCBS, Arm, and Infosys for a discussion on how hiring teams can prepare for the future of recruiting.
You'll learn:
• How to drive internal mobility by partnering with learning and development
• Why candidates' transferable skills and potential will matter more than their hard skills
• What it takes to support your organization in building a diverse workforce
Explore the latest talent insights and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
Explore the latest talent insights and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
As companies commit to improving diversity within their workforces, talent teams and business leaders are being called upon to turn commitments into actions — whether actively hiring or pipelining for the future. Join us for a discussion with industry experts from Netflix and Whirlpool to learn how to build a more inclusive talent pipeline and bolster diversity, inclusion, and belonging.
Insights on Talent Management from Europe, the Middle East and Latin AmericaLinkedIn Talent Solutions
Discover actionable insights on emerging hiring trends in EMEA and Latin America, innovative product updates, and timely tips to help you adapt to today’s recruiting landscape and plan for what’s to come.
Whether you're actively hiring or pipelining for the future, explore:
· Global and regional hiring trends, powered by LinkedIn data
· New product updates designed to deliver an improved candidate experience
· Tips and best practices from LinkedIn insights and talent industry experts
Discover actionable insights on emerging Asia Pacific hiring trends, innovative product updates, and timely tips to help you adapt to today’s recruiting landscape and plan for what’s to come.
Whether you're actively hiring or pipelining for the future, explore:
· Global and regional hiring trends, powered by LinkedIn data
· New product updates designed to deliver an improved candidate experience
· Tips and best practices from LinkedIn insights and talent industry experts
Discover actionable insights on emerging North American hiring trends, innovative product updates, and timely tips to help you adapt to today’s recruiting landscape and plan for what’s to come.
Whether you're actively hiring or pipelining for the future, explore:
· Global and regional hiring trends, powered by LinkedIn data
· New product updates designed to deliver an improved candidate experience
· Tips and best practices from LinkedIn insights and talent industry experts
Join us for a live session packed with valuable TA insights designed to help you stay informed, connected, and productive during these uncertain times. Hear from LinkedIn’s Chief Economist on the latest economic outlook and hiring trends. Get best practices for navigating this new world of work from fellow TA leaders, and preview LinkedIn’s newest product updates.
Presenters:
• Sankar Venkatraman, Global Product Evangelist, LinkedIn
• Karin Kimbrough, Chief Economist, LinkedIn
• Melissa Thompson, SVP, Talent Acquisition, Nielsen
• Brendan Browne, VP, Global Talent Acquisition, LinkedIn
As more companies are impacted by an unprecedented global health issue, teams are learning how to quickly manage evolving priorities.
Hiring freezes, layoffs, and budget shifts are creating new challenges—but there are also new opportunities on the horizon. Companies can now focus on equipping employees with new skills to succeed in a primarily remote environment.
Join us for a special discussion on how to develop the skills your team will need to be ready for the future of work.
Navigate this new work-from-home world by:
· Finding out which three skills are becoming more important
· Getting tips to foster engagement and productivity
· Learning the technology that can help you, your team, and employees succeed
Tune in and experience LinkedIn Talent Hub in action! During the course of the webinar, you’ll learn about how and why LinkedIn Talent Hub was developed and how Talent Hub can help with common hiring problems.
LinkedIn's Future of Recruiting report features 7 predictions on how the world of recruiting will change, actionable tips on each prediction, original LinkedIn data insights, and illuminating advice from thought leaders around the world.
This edition of the Quarterly Product Release Webinar explores LinkedIn Talent Insights Integration, Talent Hub, and Social Profiles, now in Recruiter.
Presenters:
Delisha Yang, Senior Customer Success Manager
Allison Macur, Senior Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
Get an in-depth look at all the new features rolling out this quarter.
New Features: Learn about the most exciting features released this quarter, designed to help you get work done faster and deliver more intelligent results.
Live Demos: Get an in-product demonstration of the updates with our product experts.
Presenters:
Maridawn Lamb, Customer Success Manager
Brad McIntyre, Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
In this edition of the Quarterly Product Release Webinar, LinkedIn's product experts give you an in-depth look at the New Recruiter & Jobs.
Presenters:
Shawn Mealy, Senior Customer Success Manager
Anusha Bagchi, Senior Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
Jonathan Pohl, Senior Product Manager
In this edition of the Quarterly Product Release Webinar, LinkedIn's product experts give you an in-depth look at the New Recruiter & Jobs.
Presenters:
Shawn Mealy, Senior Customer Success Manager
Anusha Bagchi, Senior Customer Success Manager
Sankar Venkatraman, Global Product Evangelist
Jonathan Pohl, Senior Product Manager
Aashman Foundation Summer Internship .docxAmanHamza4
The internship opportunity I had with “Aasmaan Foundation” was a great chance for learning and professional development. Therefore, I consider myself a very lucky individual as I was provided with an opportunity to be a part of it. I am also grateful for having a chance to meet so many wonderful people and professionals who led me though this internship period.
I am using this opportunity to express my deepest gratitude and special thanks to “Munish Pundir” “Director “who despite being extraordinarily busy with “her/his” duties, took time out to hear, guide, and keep me on the correct path and allowing me to carry out my internship at their esteemed organization.
I further want to thank Prof. Shikha Gera, who helped me to better understand concepts of professionalism and become a better person and employee in my life.
I would also like to thank my parents and friends who helped me a lot during my life and this internship period. I perceive this opportunity as a big milestone in my career development. I will strive to use gained skills and knowledge in the best possible way, and I will continue to work on their improvement, to attain desired career objectives. Hope to continue cooperation with all of you in the future.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
10. It should
include:
1. A picture to keep in your mind’s eye.
2. What they do and how long they’ve been doing it.
3.
What parts of their work they enjoy (and which
parts they hate)
4. What keeps them up at night
5. Career Goals
6. Motivating factors
7. Where they might go online
8. How long they stay in one place
11. ALEX: Ideal Employer
• What is she looking for in
an employer?
• What kind of work/life balance benefits
her the best?
• What is she currently doing and for
how long has she been doing it?
• What parts of her work does she
enjoy?
• What keeps her up at night?
• What parts of her work does she hate?
12. ALEX: Beyond Work
• What gets her out of bed in the morning
• Who are her heroes?
• What are her immediate needs?
• Where does she hangout online?
• How long does she stay in one place?
• What challenges stem from
her upbringing?
• What are her hobbies and interests?
13. ALEX: Objections
• What are her long term professional
and personal goals?
• What objections may they have to
working in your industry or company?
• What life-stage are they currently in?
• What milestones have they met or what
milestones do they expect in
their future?
15. Several places within LinkedIn wherein to connect:
• Joining groups
• Really personalizing your company page
• Keeping your content up to date
16. One of the most
effective ways to recruit
great candidates
LinkedIn
17. • You can pick and choose which
keywords will maximize diversity
sourcing efforts.
• Establish contact with school
campus groups such as sororities,
organizations and clubs that
embody or promote diversity.
19. 76%
• While 76% of women are on
facebook, company
recruitment still needs to
account for the 66% of men
who use the platform.
FACEBOOK’S CORE PERSONIFICATION
20. 22%
• On the other hand, more men
(22%) use Twitter than women
(15%) even though it used to be
a fairly balanced platform.
• A key indicator that recruiters
have to adjust their recruitment
habits as the sources evolve.
FACEBOOK’S CORE PERSONIFICATION
21. 83%
• Job seekers prefer Facebook with
83% of them looking at Facebook for
jobs while only 36% search on
LinkedIn.
FACEBOOK’S CORE PERSONIFICATION
22.
23. Get the right job
What you can tell from Github:
• How often and on which days they
contribute
• Where they’re from
• Their picture and name give you
insight into whether they’re more
project-oriented.
• What kind of issues they’ve posted
and code they’ve pushed.
• If other developers think they’re any
good
• What languages they’re most skilled
in.
37. An outgoing CMO or VP of
Marketing and Brand, you
might stumble across my
profile
EXAMPLE
38. • I keep up my LI profile for a reason so I
might be open to new opps.
• My accomplishments are myriad and I
want everyone to know it.
• I have a lot of connections.
• I accept a good chunk of connections (so
your odds are good).
• I expect you to do your homework (which is
why my contact info is at the bottom).
• I write for LinkedIn and other publications
(you can read my writing if you really want
to get fancy).
• I want to be contacted VIA EMAIL!
39. “So you can source my phone number if you want
but calling me will only serve to irritate me…”
M A R E N H O G A N
47. “Nothing turns off an executive more than being
recruited en masse for a junior level role, or a
prolific art director being offered a graphic designer
role…”
M A R E N H O G A N
51. “Well I can’t do that in my job ads
because of company policy…”
52. Just as I throw away the envelope in my mailbox
addressed to resident…
53. • Things they are interested in!
• The fact that they might be looking
for a change/more money/position
bump/chance to learn new skills
• Places they like to go
• Their work and/or projects
• Their dog/favorite comic/obsession
with Firefly/Red Bull addiction
Things you can
reference if you
want people to
respond to you.
54. DO NOT MENTION
Their family What They
Look Like
How long you’ve been
following their work
62. R E M E M B E R T H I S
You’re trying to attract and
connect with PEOPLE.
63. R E M E M B E R T H I S
When you decide to connect
with people, you cannot lose.
Editor's Notes
Set-Up
Science is effing crazy. Apparently, we can now genetically engineer certain diseases out of existence in embryos. This past July, scientists were successful in manipulating over 60 genetic traits in humans. After fixing disease, we’ll probably move on to more fun ways of designing ourselves, so in the not-so-distant future, we will most likely be a race of perfect supermodels that live to be 200. Sweet.
Make a designer baby.
Thesis:Now, what if you could ENGINEER your ideal candidate?You can.By creating a candidate persona – a fictional representation of your ideal hire for a specific role…based on real info.And I can tell you from experience, if you can build her, you can find her.Let’s call her…Alex.
Silly me I forgot to introduce myself
Something is missing. We’re at the lowest unemployment rates this country has seen in recent history, so we’re obviously doing something right. So what’s MISSING?
We come to conferences like this one and try to get inside the minds of candidates. We spout statistics about active candidates and passive candidates. You’ll probably learn how to source LinkedIn and a thousand other professional networks, using Boolean or semantic or unicorn dust or whatever.
We’re still fighting to connect when searching for talent that matters to their business' bottom line.
Today, you’ll learn where, how and when to connect with candidates from a distinctly HUMAN perspective. Why? Because all the tools in the world can’t help you hire if you’re tone-deaf about people.
Before we start, take your toughest req and build a brief persona for the HUMAN you’re looking for. It should include:
A picture to keep in your mind’s eye.
What they do and how long they’ve been doing it.
What parts of their work they enjoy (and which parts they hate)
What keeps them up at night
Career goals
Motivating factors
Where they might go online
How long they stay in one place
Facebook’s core personification is an 18-29 year old woman with some college experience.
Facebook’s core personification is an 18-29 year old woman with some college experience.
Facebook’s core personification is an 18-29 year old woman with some college experience.
The WHERE
Of course, there is the biggest mammer-jammer of them all, LinkedIn right? I mean that’s why we’re all here.
But there are several places within LinkedIn wherein to connect. For example, did you know that answering candidate questions within LinkedIn can increase your exposure to qualified candidates? Joining groups, really personalizing your company page, and keeping your content up to date are all ways to make the most of your LinkedIn membership.
You can pick and choose which keywords will maximize diversity sourcing efforts. Build them into your recruiter search strings to narrow down which kind of applicants you want to connect with. For example, if you want to attract female candidates, add professional women’s organizations and schools to your keyword search like “American Business Women’s Association.” To find minority candidates you could add, “LGBT in higher ed,” or, “Blacks in higher ed,” and so on.
Establish contact with school campus groups such as sororities, organizations and clubs that embody or promote diversity. You can try directly recruiting individuals, offering your company to assist with school initiatives, or simply to gain exposure and influence to a diverse audience.
However, my clients in manufacturing and retail say they need other places to supplement what they’re doing for more management level positions. And of course, any good recruiter fishes from more than one pool.
While 76% of women are on facebook, company recruitment still needs to account for the 66% of men who use the platform.
On the other hand, more men (22%) use Twitter than women (15%) even though it used to be a fairly balanced platform. A key indicator that recruiters have to adjust their recruitment habits as the sources evolve.
On the other hand, more men (22%) use Twitter than women (15%) even though it used to be a fairly balanced platform. A key indicator that recruiters have to adjust their recruitment habits as the sources evolve.
Primary: These are the networks from which we all pull. Job boards, professional networks, even social media like Facebook and Twitter. There are at least ten sessions to tell you how to recruit here, so I will skip the lecture.
Secondary: Next up are more niched networks and social media platforms. For example, using Quora, Reddit, Behance, CodePen and StackOverflow. Make sure to get a complete picture of the requirement from the hiring manager before jumping in, especially in a technical field you might be less than familiar with.
What you can tell from Github:
(grab a visual profile for this/screenshot) :
How often and on which days they contribute
Where they’re from
Their picture and name give you insight into whether they’re more project-oriented. A company name generally means they’re loyal to their company.
What kind of issues they’ve posted and code they’ve pushed.
If other developers think they’re any good
What languages they’re most skilled in.
This might actually feel a bit old school. But these days I find myself advocating more for groups, organizations, meetups, employee referral. Basically traditional methods that have fallen by the wayside (to our detriment I believe). Yup, I’m talking hiring events, lunch n’ learns, clubs, organizations. Did you know you have to be neither black nor an accountant to join National Association of Black Accountants? Did you know you can encourage your employees to bring their friends to a hiring happy hour?
This might actually feel a bit old school. But these days I find myself advocating more for groups, organizations, meetups, employee referral. Basically traditional methods that have fallen by the wayside (to our detriment I believe). Yup, I’m talking hiring events, lunch n’ learns, clubs, organizations. Did you know you have to be neither black nor an accountant to join National Association of Black Accountants? Did you know you can encourage your employees to bring their friends to a hiring happy hour?
A friend asked me two years ago to speak at his marketing class. I went, I sweated and stuttered through 30 agonizing minutes, accidentally said “circle-jerk”, felt bad, said shit and got a parking ticket. That resulted in three hires, all are still with our company!
When you connect with a candidate is as important as the why and how. In fact, making sure your when is accurate can be the difference between an annoying recruiter and a trusted talent advisor. So what do we know about the talent market in general?
We know job seeking behavior (the active kind) spikes on Mondays and again on Fridays. We can safely assume that people are disengaged with their current jobs, if they are job hunting on these days.
This is why many recruitment marketing firms and technologies are recommending something usually reserved for marketers: retargeting. So what can this do for you?
Simple: Put a pixel on your job site that follows the user around the internet. If you have a huge ad budget this is relatively easy. If you don’t, you can upload CSVs to Facebook and LinkedIn to create lookalike audiences. Perhaps you have an amazing culture and want people just like the ones you have already. Welp, simply upload your people and see how quickly the job spreads. You also need to use the timing functions available in Google AdWords, and the other ad options I mentioned. Stretch your budget further by only exercising your ads at peak job seeking times and then retargeting throughout the week.
There’s another aspect of WHEN, which is before, during and after the interview. If you want to truly connect with candidates, here are some crucial steps to add into your recruiting lifecycle.
BEFORE: Create a template using a service like MixMax (or if it’s in your ATS already) that goes beyond the typical response to apply. Instead of: Thank you for your application, we’ll respond within 4-6 weeks if you’re a fit BS try:
Thank you for taking time out of your day to apply at our amazing company. We’re hoping (like you are) that you’ll be a perfect fit and we’re committed to letting you know either way. Please stay tuned (we’ll probably email) for a couple of weeks while we try to make a match.
Can’t wait? Here’s a little more about the culture at ACME corp and the values that are important to us. Follow us on Twitter...etc...etc
DURING: Give them the information they need to be successful. I honestly have no idea why TPRs do this and corporate recruiters rarely do, especially those in hard to recruit for areas. During the interview process (which averages out at about 23-47 days so there’s definitely time), send questions they’ll need to know the answers to, information about your area (if recruiting out of the area) and unspoken or unwritten rules.
For example, when interviewing people for my company, I always give them a little insight around signing onto the intranet and email systems we use. Our CTO always feels they’re unlikely to work out if they cannot manage it in one go. He’s right but also my goal is not to trip up these candidates but to set them up for success.
There are myriad ways to do this: templates that lead them to a video the hiring manager created, an FAQs page that spells out the interview process, blog posts that delineate what kinds of people are successful in your company.
AFTER: Make time to call. I read an article about two years ago from a recruiter who blocked off an hour on Tuesdays and Fridays to call candidates; Tuesdays were for letting candidates down easy and giving them feedback, while Fridays were for giving updates to candidates who were still in the pipeline so they wouldn’t spend their weekend worrying. I LOVE this idea and once you block off your calendar to do something like this (maybe not for every candidate if you’re in high volume recruiting, perhaps just phone or in-person interviews receive a call), you’ll be less likely to forget.
ALWAYS: Respond. Are you constantly responding to reviews, candidate feedback requests and hiring manager questions? If not, you may want to consider how that is impacting your role. While your entire day can’t be taken up playing the defense, 62% of jobseekers say their perception of a company improves when they see the employer respond to reviews. If you don’t define the role with your hiring managers, how can you show your prospects what their goals will look like? Ensure you put aside time weekly to respond to questions and reviews.
The HOW
Okay so that’s how you reach them but that’s not really connecting is it? Ask a phone sourcer and they’ll tell you to get past the gatekeeper at their work. Ask someone well-versed in deep web sourcing and they might tell you to approach them via the network on which you found them (unless it’s super creepy). Ask me? It’s paying attention!
For instance, if you were looking for an outgoing CMO or VP of Marketing and Brand, you might stumble across my profile You’ll see I’ve hooked up slideshare, updated my accomplishments, post regularly and waaaaaaay down at the bottom I’ve included a little note that says: I don’t even know why you read all the way down here if you don’t want to talk to me along with my email address.
So what can you tell about me from these things?
(Ask Audience)
I keep up my LI profile for a reason so I might be open to new opps.
My accomplishments are myriad and I want everyone to know it.
I have a lot of connections.
I accept a good chunk of connections (so your odds are good).
I expect you to do your homework (which is why my contact info is at the bottom).
I write for LinkedIn and other publications (you can read my writing if you really want to get fancy).
I want to be contacted VIA EMAIL!
So you can source my phone number if you want but calling me will only serve to irritate me and inure me to your offer. Not a good thing
However, you might be trying to hire my accountant Nate. Based on his candidate persona and the lack of detail in his LinkedIn profile, I can safely assume he’s less of an internet person than most. I can also see he’s been at his current firm for four years and at his old one 17 years before that. This indicates to me, he’s unlikely to move but if I still want to reach him, his home phone will be the best way to do so. Why? He’s less likely to use email in general and he’s very unlikely to use his office phone to get an offer at work.
Recent LI research shows that candidates are especially flattered when the hiring manager reaches out, 56% say so.
Don’t approach unless you’ve built a candidate persona. This is true even with high volume recruiting.
Find ONE way to personalize. It can be a speaking gig, an article, a cool upload on CodePen or a great answer on Quora. More traditional in scope? Maybe they were featured in your local business journal or you saw they were a member of a certain club, organization or fraternity.
Lead with what’s important to them. Your candidate persona should tell you this. It falls under the heading of “What is keeping them up at night?” Are they desperate for more money because they’re about to have their third child or do they need a more flexible schedule to take care of an ailing parent? Do they enjoy a really casual work environment or do they feel strongly about a suit and tie kind of place?
It’s Not About YOU. If I could teach the world to sing this, I would. Most recruiting emails or phone calls start with my name, my company, my job, I’m recruiting for, I’m looking for...See how that’s a turn off? Instead focus on why they are the perfect fit. Oh, and you damn well better make sure they are the perfect fit.
Nothing turns off an executive more than being recruited en masse for a junior level role, or a prolific art director being offered a graphic designer role. It takes literally one look at someone’s profile or a quick Google search of their name to determine where they are in their career.
Confront Your Bias. Job applicants with white names needed to send about 10 resumes to get one callback; those with African-American names needed to send around 15 resumes to get one callback. If you automatically rule someone out based on age, gender, race or any other ridiculous thing...stop it. You’re affecting your own talent pool and hurting your company (not to mention being kind of a dick).
Check Your Tone. Are you approaching a woman? According to a recent study on how vocabulary affects diversity in recruiting, masculinely-worded online job ads were less than half as appealing to female participants as femininely-worded ads. The same study revealed that ads for stereotypically male-occupied jobs, are made up almost entirely (about 99%) of masculine words. If you’re a company that wants to reach more female candidates, try using words like cooperative, honest, loyal and understanding in your job postings and avoid phrases like “requirements” which can drive away women that don’t meet them 100%. Avoid masculine words like competitive, confident, and outspoken.
Visual Matters. One of our clients is recruiting in Omaha, NE and Des Moines, IA for highly technical roles. That’s not easy! So we mix in a lot of visual content for the jobs AND the locations. This shows we’re no slouch in the tech department and also showcases the locations we’re asking these people to move to. It’s a win/win. Also, people basically look at things for like 8 seconds now. Visual lends itself well to that.
So often after I speak, people come up to me and say, “Well I can’t do that in my job ads because of company policy”. Well, is company policy preventing you from writing an email that includes a funnier, better more attractive version of the job ad they pumped out in 1997? This is the one part of the process you control implicitly. Use that power to truly connect with candidates.
Do you have time to respond to every half-assed request you get over LI or even email or Facebook? I know what my answer is. I definitely do NOT. So why do we expect candidates to respond to our boilerplate messaging that we blast without a second thought to who they are, what they do, where they live or how much they'd like to be making?
Yeah that’s why you’re not getting responses. It’s not because of the talent wars, and it’s not because your company isn’t paying enough. It’s because you don’t personalize your message. Just as I throw away the envelope in my mailbox addressed to resident, candidates don’t care about you if you don’t take the time to care about them.
Things you can reference if you want people to respond to you.
Things they are interested in!
The fact that they might be looking for a change/more money/position bump/chance to learn new skills
Places they like to go
Their work and/or projects
Their dog/favorite comic/obsession with Firefly/Red Bull addiction
Let’s Get Engaged
Let’s face it. As recruiters, sourcers and marketers, we’ve made social a really crowded place, full of overused platitudes “Congrats!” and “HBD” ring a bell?
In order to reach candidates we have to take a beat, put ourselves in their shoes and then prove that our job is the best job, our company is the best company and our experience will be the best experience. Getting “engagement” should be a little like getting “engaged” or at least it should feel like it is. So...whaaddya say?
The Hidden Engagement:
Just open the ring box and don’t say a word. Hold back some information so they might be compelled to reach back out to fill in the missing details.
You. Complete. Me.
Is this about the job or the candidate? If you answered the former you are incorrect! Show them what they can bring and put them in the role with your words.
I get lost in your eyes proposal…
Wouldn’t work very well if you got the color of his or her eyes wrong. Make sure to get the details about their background and work correct. And try not talking in generalities so they know you’re sincere.
The Roxanne Engagement
Don’t use someone else’s words to communicate. Above all be yourself! Jargon, slang and BS job titles do not make a candidate swoon...nor did they ever.
You. Complete. Me.
Is this about the job or the candidate? If you answered the former you are incorrect! Show them what they can bring and put them in the role with your words.
The “As You Wish” Engagement
Sometimes the fewer words, the better. You can’t find out more about a candidate by yapping the entire time.
If you remember nothing else from this entire talk, remember this. You are not going after candidates, or jobseekers, or prospects...you’re trying to attract and connect with PEOPLE. Other PEOPLE just like you.
They have worries, concerns, dreams and desires just like you. You may not be able to guess the particulars, but when you decide to connect with people, you cannot lose.