LinkedIn Recruiter provides recruiters with tools to efficiently search for and contact passive candidates beyond their network on LinkedIn. Key features include unlimited access to candidate profiles, advanced search filters, 50 monthly messages to candidates, search alerts to find new candidates, project management folders to organize searches, and collaboration tools for recruiters to work as a team. Recruiters also receive support from account managers and training to optimize use of the platform.
LinkedIn Recruiter provides recruiters with tools to efficiently find and contact passive candidates beyond their network, including:
- Searching the full LinkedIn profile database and seeing additional candidate details.
- Setting up search alerts to automatically find new candidates matching their criteria.
- Contacting qualified candidates directly with 50 InMails per month that can be used like replies if unanswered within 7 days.
- Managing recruiting pipelines with project folders, notes, and activity history sharing with team members.
LinkedIn Recruiter provides recruiting solutions and tools to help recruiters find and contact qualified candidates more efficiently than other methods. Key features include unlimited access to candidate profiles, advanced search capabilities, the ability to directly contact candidates, tools to manage recruiting pipelines and collaborate with team members, and support from LinkedIn experts.
The document summarizes LinkedIn Recruiter Professional Services which allows recruiters to more efficiently find and engage passive candidates on LinkedIn. Key features include seeing expanded profiles, conducting advanced searches with filters, directly contacting candidates with InMail messages, managing candidates and searches with folders, and collaborating with teammates. The service also retains activity history and provides support from account managers.
Recruiter Professional Services from LinkedIn allows recruiters to more efficiently source and engage passive candidates. It provides advanced search tools, expanded profile access, direct outreach through InMail, and collaboration tools for recruiters and their teams. Recruiters can save searches and profiles, set reminders, and view activity histories to better manage candidates and projects. Customer support and training is also provided to help recruiters maximize use of LinkedIn recruiting solutions.
Adding fun activities at work can motivate employees. Employers are promoting team building events and activities where staff can contribute ideas. These events help employees regenerate and perform better. Corporate trainers are also incorporating more fun and adventurous activities into training programs to make learning more engaging for trainees. The goal is to impart business skills while keeping activities informal and enjoyable for participants.
This document provides instructions for using the Knowdell Career Values Card Sort, a tool to help users clarify their career values and determine how well potential career options match those values. The directions guide users to: 1) sort cards listing career values into priority columns, 2) note their top 8 values on a Summary Sheet, and 3) use that sheet to assess how different career options fit with their important values. Comparing these ratings reveals which options are best aligned or misaligned with the user's career priorities.
Kishurim IESF is a global executive search, recruitment, and talent management firm with over 130 offices in 40 countries worldwide, offering services like executive search, resourcing, talent pooling, and market intelligence to help companies find executives and managers internationally. The company was founded in 1989 and joined the International Executive Search Federation in 2010, becoming the largest executive search group globally through its network and local expertise. Kishurim IESF prides itself on its global reach through local knowledge and innovative solutions to meet clients' talent needs anywhere in the world.
SBR provides recruitment services for engineering positions across various industries such as aerospace, automotive, rail, and more. They work closely with clients to understand job requirements and company culture in order to source qualified candidates for both permanent and contract roles. SBR treats all recruitment needs as critical and ensures candidates are delivered on time and within budget.
LinkedIn Recruiter provides recruiters with tools to efficiently find and contact passive candidates beyond their network, including:
- Searching the full LinkedIn profile database and seeing additional candidate details.
- Setting up search alerts to automatically find new candidates matching their criteria.
- Contacting qualified candidates directly with 50 InMails per month that can be used like replies if unanswered within 7 days.
- Managing recruiting pipelines with project folders, notes, and activity history sharing with team members.
LinkedIn Recruiter provides recruiting solutions and tools to help recruiters find and contact qualified candidates more efficiently than other methods. Key features include unlimited access to candidate profiles, advanced search capabilities, the ability to directly contact candidates, tools to manage recruiting pipelines and collaborate with team members, and support from LinkedIn experts.
The document summarizes LinkedIn Recruiter Professional Services which allows recruiters to more efficiently find and engage passive candidates on LinkedIn. Key features include seeing expanded profiles, conducting advanced searches with filters, directly contacting candidates with InMail messages, managing candidates and searches with folders, and collaborating with teammates. The service also retains activity history and provides support from account managers.
Recruiter Professional Services from LinkedIn allows recruiters to more efficiently source and engage passive candidates. It provides advanced search tools, expanded profile access, direct outreach through InMail, and collaboration tools for recruiters and their teams. Recruiters can save searches and profiles, set reminders, and view activity histories to better manage candidates and projects. Customer support and training is also provided to help recruiters maximize use of LinkedIn recruiting solutions.
Adding fun activities at work can motivate employees. Employers are promoting team building events and activities where staff can contribute ideas. These events help employees regenerate and perform better. Corporate trainers are also incorporating more fun and adventurous activities into training programs to make learning more engaging for trainees. The goal is to impart business skills while keeping activities informal and enjoyable for participants.
This document provides instructions for using the Knowdell Career Values Card Sort, a tool to help users clarify their career values and determine how well potential career options match those values. The directions guide users to: 1) sort cards listing career values into priority columns, 2) note their top 8 values on a Summary Sheet, and 3) use that sheet to assess how different career options fit with their important values. Comparing these ratings reveals which options are best aligned or misaligned with the user's career priorities.
Kishurim IESF is a global executive search, recruitment, and talent management firm with over 130 offices in 40 countries worldwide, offering services like executive search, resourcing, talent pooling, and market intelligence to help companies find executives and managers internationally. The company was founded in 1989 and joined the International Executive Search Federation in 2010, becoming the largest executive search group globally through its network and local expertise. Kishurim IESF prides itself on its global reach through local knowledge and innovative solutions to meet clients' talent needs anywhere in the world.
SBR provides recruitment services for engineering positions across various industries such as aerospace, automotive, rail, and more. They work closely with clients to understand job requirements and company culture in order to source qualified candidates for both permanent and contract roles. SBR treats all recruitment needs as critical and ensures candidates are delivered on time and within budget.
Consulting Point is an executive search and selection firm focused on recruiting for Business Information Management (BIM) roles across EMEA. They have extensive experience recruiting for consulting firms and end users. Their BIM team recruits for roles in business intelligence, enterprise content management, and customer relationship management using various techniques like databases, networking, and headhunting. Consulting Point offers contingency recruitment on a no-fee basis until a candidate is hired as well as retained search and temporary contracting services. They have a large network of over 45,000 BIM candidates and 3000 consultants on LinkedIn.
This document discusses a webinar on India's infrastructure strategy presented by Zenesys. It covers:
1. Lessons learned on rising costs and a talent shortage in India. Metro cities are driving up salaries and real estate prices.
2. Infrastructure investment opportunities totaling $657 billion through 2012 in sectors like power, roads, and ports. Specific projects are mentioned.
3. Challenges for foreign partners in India like changes to bidding processes, political influence, and ensuring clear roles for central and state governments. Partner roles are outlined to address these issues.
This document provides information about a workshop on basic interviewing skills and development to be held on November 13, 2012. The workshop aims to teach managers how to properly screen candidates, ask the right questions during interviews, and evaluate interviews more objectively in order to make better hiring decisions. It will cover topics such as defining job fit, scanning resumes, using aptitude tests, preparing for and conducting interviews, and important dos and don'ts. The facilitator, Patricia Pascua, is an experienced HR practitioner and trainer with over 15 years of experience in recruitment and training.
Ceo Talent Search Pvt Ltd Presentation (2)guestb28258
CEO TalentSearch is an integrated HR services provider with 4 verticals and offices in India and overseas. It was established in 2001 as a talent search entity under CEO Group, which was founded in 1999. CEO TalentSearch has over 100 professionals and more than 100 clients spread across 8 countries. It offers position-based recruitment and mass recruitment through its Way2Jobz initiative, which uses scientific screening tools. Some of its major clients that it has placed candidates for include Best & Crompton, EID Parry, India Cements, L&T, and PepsiCo.
Ceo Talent Search Pvt Ltd..Presentationshashinair05
CEO TalentSearch is an integrated HR services provider with 4 verticals and offices in India and overseas. It was established in 2001 as a talent search entity under the CEO Group, which was founded in 1999. CEO TalentSearch has over 100 clients across 8 countries and a team of over 100 professionals. It offers position-based recruitment and mass recruitment through its Way2Jobz initiative, using various talent sourcing methods and screening tools. Some of its major clients that it has placed candidates for include Best & Crompton, EID Parry, L&T, PepsiCo and others.
For all your Professional Presentations, new Templates, Training Manuals, InDesign Publishing, Annuals Reports and 2007 Microsoft Training - Contact Worker Ant on 011 7820323
An RPO provider helped a financial services firm hire 3,600 people in 5 months by screening 18,000 candidates. RPO allows companies to outsource recruiting tasks like this one to free up HR executives for strategic work. RPO is growing due to labor shortages, complex hiring needs, and an evolving HR role focused more on strategy. RPO providers can expand candidate pools, shorten hiring cycles, and reduce costs through dedicated recruiting teams tailored to each company's needs.
The document advertises an upcoming conference called the "Relationship Awareness Conference 2009" that focuses on maximizing training from an SDI (Situational Diagnostic Inventory) and creating lasting behavior change. The conference will take place October 14-16, 2009 in Carlsbad, California and include sessions on topics like manufacturing an SDI culture, effective organizational change through relationship awareness, and training leaders. Pre-conference workshops will also be offered on SDI qualification, certification, and licensing classes on related subjects.
[Challenge:Future] Demand Supply model for youth unemploymentChallenge:Future
Project Name :Demand Supply model for youth unemployment
Team Name : RajaRani
Country : India
School : Indian Institute of Technology, Roorkee
The team proposes a demand-supply model to address youth unemployment among married couples like Raja and Rani in India. They identify issues like a mismatch between skills and job requirements, lack of local job opportunities, and social barriers facing women. Their solution focuses on (1) encouraging local entrepreneurship to create jobs, (2) reforming education to better align skills with industry needs, and (3) promoting gender equality and job security for women. The long-term goal is to balance the supply of skilled workers and demand for jobs to achieve sustainable employment.
LinkedIn Recruiter allows staffing agencies to:
- Search the full LinkedIn network beyond their direct connections to find qualified candidates.
- Contact candidates directly with 50 InMail messages per month.
- Track recruiting activities and candidate information within projects and maintain data across team changes.
- Organize candidates into a pipeline to track status through the recruiting process.
LinkedIn Recruiter allows staffing agencies to:
- Search the full LinkedIn network beyond their direct connections to find qualified candidates.
- Contact candidates directly with 50 InMail messages per month.
- Track recruiting activities and candidate information across team members.
- Organize candidates into project folders and monitor their progress through the hiring process.
LinkedIn Recruiter allows companies to search LinkedIn's database of profiles to source and engage passive candidates. Key features include seeing full names and profiles beyond a user's network, advanced search filters, direct messaging of candidates, and tracking candidate engagement and team activities. The tool aims to help recruiters find and contact qualified candidates faster and more cost-effectively than other methods.
LinkedIn Recruiter, Career Pages, Jobs Network, and Recruitment Ads help companies find and engage talent on LinkedIn. Recruiter allows searching profiles beyond a user's network to find qualified candidates. Career Pages help companies showcase their brand and opportunities. Jobs Network posts jobs to LinkedIn to reach both active and passive candidates. Recruitment Ads help companies engage candidates and build talent pipelines.
LinkedIn Recruiter Professional Services provides recruitment agencies and staffing firms with enhanced access and tools to find, engage, and manage candidates and clients outside their extended LinkedIn networks. Key benefits include 30 out-of-network unlocks per month, advanced search filters, direct InMail messaging to contacts, talent management features like saved searches and profile tagging, team collaboration tools, and analytics reporting. The services aim to help recruiters more efficiently source, qualify, and place candidates or find new clients.
PeopleSoft Profile Management 9.1 allows companies to:
1) Define standard job profiles that describe required qualifications, skills, and competencies for each role.
2) Create individual employee profiles that summarize their qualifications and skills.
3) Analyze gaps between employee and job profiles to identify training needs and make informed staffing decisions.
The document provides a checklist for companies to prepare their talent lead management process for using LinkedIn Talent Pipeline. It includes steps to gather existing talent leads, identify sources of leads, decide on a status tracking system, and create relevant tags to classify candidates. Suggested default settings for sources, statuses and tags are also provided to help companies customize their own settings in the Talent Pipeline tool.
- Company Name, City, State - Dates (Month Year - Month Year)
- Bullet point responsibilities and achievements
- Use powerful action verbs like: managed, developed, analyzed, etc.
- Quantify achievements whenever possible
- Highlight transferable skills
- Omit irrelevant details
- Keep each position to 1/2 page maximum
Professional associates are responsible for developing or using knowledge to help an
organization grow. For example, a professional associate may be someone who engages in
tasks such as planning, acquiring, searching, analyzing, creating, organizing, storing,
programming, distributing, marketing, managing or otherwise contributing to the transformation
and understanding of information. Other roles in this category include internal and external
consultants and specialists who manage activities or projects in an endeavor to make
knowledge productive, rather than managing people in the traditional hierarchical sense. These
individuals work in a performance-oriented organization and may manage small specialized
teams. Examples of professional associates include engineers, accountants, architects, facilities
managers, auditors, purchasing managers, software engineers, financial advisors, computer
programmers, counselors, lawyers, scientists, merchandise buyers, brand/product managers,
marketing managers, project managers and numerous types of analysts and specialists.
This document provides information about smart recruitment services from Appointments Personnel. It highlights the benefits of using a recruitment agency such as saving time spent screening candidates, attracting top candidates, and receiving a fee refund if a new hire doesn't work out within 100 days. The agency offers services like skills testing, profiling, training resources, and an online employer zone. Testimonials from clients praise the agency for consistently finding the right candidates. The value of smart recruitment is emphasized as hiring the wrong person can be costly. Contact details are provided to follow up about the services.
Consulting Point is an executive search and selection firm focused on recruiting for Business Information Management (BIM) roles across EMEA. They have extensive experience recruiting for consulting firms and end users. Their BIM team recruits for roles in business intelligence, enterprise content management, and customer relationship management using various techniques like databases, networking, and headhunting. Consulting Point offers contingency recruitment on a no-fee basis until a candidate is hired as well as retained search and temporary contracting services. They have a large network of over 45,000 BIM candidates and 3000 consultants on LinkedIn.
This document discusses a webinar on India's infrastructure strategy presented by Zenesys. It covers:
1. Lessons learned on rising costs and a talent shortage in India. Metro cities are driving up salaries and real estate prices.
2. Infrastructure investment opportunities totaling $657 billion through 2012 in sectors like power, roads, and ports. Specific projects are mentioned.
3. Challenges for foreign partners in India like changes to bidding processes, political influence, and ensuring clear roles for central and state governments. Partner roles are outlined to address these issues.
This document provides information about a workshop on basic interviewing skills and development to be held on November 13, 2012. The workshop aims to teach managers how to properly screen candidates, ask the right questions during interviews, and evaluate interviews more objectively in order to make better hiring decisions. It will cover topics such as defining job fit, scanning resumes, using aptitude tests, preparing for and conducting interviews, and important dos and don'ts. The facilitator, Patricia Pascua, is an experienced HR practitioner and trainer with over 15 years of experience in recruitment and training.
Ceo Talent Search Pvt Ltd Presentation (2)guestb28258
CEO TalentSearch is an integrated HR services provider with 4 verticals and offices in India and overseas. It was established in 2001 as a talent search entity under CEO Group, which was founded in 1999. CEO TalentSearch has over 100 professionals and more than 100 clients spread across 8 countries. It offers position-based recruitment and mass recruitment through its Way2Jobz initiative, which uses scientific screening tools. Some of its major clients that it has placed candidates for include Best & Crompton, EID Parry, India Cements, L&T, and PepsiCo.
Ceo Talent Search Pvt Ltd..Presentationshashinair05
CEO TalentSearch is an integrated HR services provider with 4 verticals and offices in India and overseas. It was established in 2001 as a talent search entity under the CEO Group, which was founded in 1999. CEO TalentSearch has over 100 clients across 8 countries and a team of over 100 professionals. It offers position-based recruitment and mass recruitment through its Way2Jobz initiative, using various talent sourcing methods and screening tools. Some of its major clients that it has placed candidates for include Best & Crompton, EID Parry, L&T, PepsiCo and others.
For all your Professional Presentations, new Templates, Training Manuals, InDesign Publishing, Annuals Reports and 2007 Microsoft Training - Contact Worker Ant on 011 7820323
An RPO provider helped a financial services firm hire 3,600 people in 5 months by screening 18,000 candidates. RPO allows companies to outsource recruiting tasks like this one to free up HR executives for strategic work. RPO is growing due to labor shortages, complex hiring needs, and an evolving HR role focused more on strategy. RPO providers can expand candidate pools, shorten hiring cycles, and reduce costs through dedicated recruiting teams tailored to each company's needs.
The document advertises an upcoming conference called the "Relationship Awareness Conference 2009" that focuses on maximizing training from an SDI (Situational Diagnostic Inventory) and creating lasting behavior change. The conference will take place October 14-16, 2009 in Carlsbad, California and include sessions on topics like manufacturing an SDI culture, effective organizational change through relationship awareness, and training leaders. Pre-conference workshops will also be offered on SDI qualification, certification, and licensing classes on related subjects.
[Challenge:Future] Demand Supply model for youth unemploymentChallenge:Future
Project Name :Demand Supply model for youth unemployment
Team Name : RajaRani
Country : India
School : Indian Institute of Technology, Roorkee
The team proposes a demand-supply model to address youth unemployment among married couples like Raja and Rani in India. They identify issues like a mismatch between skills and job requirements, lack of local job opportunities, and social barriers facing women. Their solution focuses on (1) encouraging local entrepreneurship to create jobs, (2) reforming education to better align skills with industry needs, and (3) promoting gender equality and job security for women. The long-term goal is to balance the supply of skilled workers and demand for jobs to achieve sustainable employment.
LinkedIn Recruiter allows staffing agencies to:
- Search the full LinkedIn network beyond their direct connections to find qualified candidates.
- Contact candidates directly with 50 InMail messages per month.
- Track recruiting activities and candidate information within projects and maintain data across team changes.
- Organize candidates into a pipeline to track status through the recruiting process.
LinkedIn Recruiter allows staffing agencies to:
- Search the full LinkedIn network beyond their direct connections to find qualified candidates.
- Contact candidates directly with 50 InMail messages per month.
- Track recruiting activities and candidate information across team members.
- Organize candidates into project folders and monitor their progress through the hiring process.
LinkedIn Recruiter allows companies to search LinkedIn's database of profiles to source and engage passive candidates. Key features include seeing full names and profiles beyond a user's network, advanced search filters, direct messaging of candidates, and tracking candidate engagement and team activities. The tool aims to help recruiters find and contact qualified candidates faster and more cost-effectively than other methods.
LinkedIn Recruiter, Career Pages, Jobs Network, and Recruitment Ads help companies find and engage talent on LinkedIn. Recruiter allows searching profiles beyond a user's network to find qualified candidates. Career Pages help companies showcase their brand and opportunities. Jobs Network posts jobs to LinkedIn to reach both active and passive candidates. Recruitment Ads help companies engage candidates and build talent pipelines.
LinkedIn Recruiter Professional Services provides recruitment agencies and staffing firms with enhanced access and tools to find, engage, and manage candidates and clients outside their extended LinkedIn networks. Key benefits include 30 out-of-network unlocks per month, advanced search filters, direct InMail messaging to contacts, talent management features like saved searches and profile tagging, team collaboration tools, and analytics reporting. The services aim to help recruiters more efficiently source, qualify, and place candidates or find new clients.
PeopleSoft Profile Management 9.1 allows companies to:
1) Define standard job profiles that describe required qualifications, skills, and competencies for each role.
2) Create individual employee profiles that summarize their qualifications and skills.
3) Analyze gaps between employee and job profiles to identify training needs and make informed staffing decisions.
The document provides a checklist for companies to prepare their talent lead management process for using LinkedIn Talent Pipeline. It includes steps to gather existing talent leads, identify sources of leads, decide on a status tracking system, and create relevant tags to classify candidates. Suggested default settings for sources, statuses and tags are also provided to help companies customize their own settings in the Talent Pipeline tool.
- Company Name, City, State - Dates (Month Year - Month Year)
- Bullet point responsibilities and achievements
- Use powerful action verbs like: managed, developed, analyzed, etc.
- Quantify achievements whenever possible
- Highlight transferable skills
- Omit irrelevant details
- Keep each position to 1/2 page maximum
Professional associates are responsible for developing or using knowledge to help an
organization grow. For example, a professional associate may be someone who engages in
tasks such as planning, acquiring, searching, analyzing, creating, organizing, storing,
programming, distributing, marketing, managing or otherwise contributing to the transformation
and understanding of information. Other roles in this category include internal and external
consultants and specialists who manage activities or projects in an endeavor to make
knowledge productive, rather than managing people in the traditional hierarchical sense. These
individuals work in a performance-oriented organization and may manage small specialized
teams. Examples of professional associates include engineers, accountants, architects, facilities
managers, auditors, purchasing managers, software engineers, financial advisors, computer
programmers, counselors, lawyers, scientists, merchandise buyers, brand/product managers,
marketing managers, project managers and numerous types of analysts and specialists.
This document provides information about smart recruitment services from Appointments Personnel. It highlights the benefits of using a recruitment agency such as saving time spent screening candidates, attracting top candidates, and receiving a fee refund if a new hire doesn't work out within 100 days. The agency offers services like skills testing, profiling, training resources, and an online employer zone. Testimonials from clients praise the agency for consistently finding the right candidates. The value of smart recruitment is emphasized as hiring the wrong person can be costly. Contact details are provided to follow up about the services.
The ProfileXT assessment measures how well a job candidate fits specific job roles based on 20 performance indicators. It evaluates a candidate's thinking style, behavioral traits, interests, and match to a job. The assessment is customizable to different companies, positions, managers, and locations. It provides objective insights into candidates to help with hiring, promotion, and organizational decisions. The assessment is administered online and instantly scores candidates, allowing managers easy access to results to assist in selection and onboarding.
Monster.com has become the fastest growing job portal in the Philippines and Southeast Asia. In 2011, Monster's database in the Philippines grew from 250,000 to 700,000 profiles. Most profiles are bachelors degree holders and have 0-3 years of experience. Monster heavily invests in technology and innovation to provide the best job searching and recruitment experience for both employers and job seekers.
Organizational Excellence Through an Effective Competency FrameworkRajesh Naik
The document discusses the design and implementation of an effective competency framework for an organization. It defines competency as the underlying characteristics of an individual that are related to superior job performance. It then outlines the key elements of designing a competency framework, including identifying job clusters, roles, competencies, and proficiency levels. It also discusses how a competency framework can be used in human resource functions like hiring, performance management, and training. Finally, it notes the framework needs to be regularly refined as competencies may change over time.
LinkedIn Recruiter provides unlimited access to LinkedIn's database of over 332 million members, allowing recruiters to search for candidates beyond their network. It features advanced search filters to find qualified candidates faster. Recruiters can directly contact up to 150 candidates per month and send one-to-many messages to contact more candidates faster. Additional features include tracking candidate activity, managing recruiting projects and pipelines, and gaining insights into candidates' profiles and connections.
Resume writing and interveiwing skills hrdLoay Qabajeh
The document provides an overview of resume writing and interviewing skills. It discusses what a resume is, its purpose, and common sections like contact information, objective, work experience, and skills. It also covers cover letters, different resume formats, and effective interviewing techniques like being prepared, on time, speaking clearly, and showing enthusiasm. The document aims to help job seekers develop strong resumes and interviewing skills to successfully find employment.
Corporate Personnel & Associates is a certified small business based in Kansas City, Missouri that has been in the recruiting industry since 1981. They offer staffing services including direct placements, contract, and contract-for-hire staffing with over 100 years of combined experience. Their approach involves business analysis, needs assessment, thorough candidate screening, and continued client follow up to ensure long-term commitments. They have successfully placed candidates with reputable companies in various positions and locations.
Corporate Personnel & Associates is a certified small business based in Kansas City, Missouri that has been in the recruiting industry since 1981. They offer staffing services including direct placements, contract, and contract-for-hire staffing with over 100 years of combined experience. Their approach involves business analysis, needs assessment, thorough candidate screening, and continued client follow up to ensure long-term commitments. They have successfully placed candidates with reputable companies in various positions and locations.
This document summarizes the services provided by Assessment Edge, including occupational assessments for hiring, training, and management that are available in 32 languages across 122 countries. It describes how Assessment Edge's ProfileXT assessment measures job fit and can be used for employee selection, onboarding, management, and strategic workforce planning. The assessment evaluates thinking style, behaviors, interests, and match to specific jobs.
Corporate Personnel & Associates is a certified small business based in Kansas City, Missouri that has been in the recruiting industry since 1981. They offer staffing services including contract, contract-for-hire, and direct placements. Their approach involves business analysis, needs assessment, thorough screening, and ongoing consultant support. They have partnerships with reputable companies and can provide a wide range of IT contracting skills.
1. Recruiting Solutions
LinkedIn
Recruiter
Get VIP access to the
world’s best talent
Find and contact your ideal passive candidates faster and more
cost-effectively than ever
Get unlimited access to names and Manage your pipeline
full profiles* Use Project Folders to stay on top of each search.
Expand your reach far beyond your personal network Set reminders on profiles to follow up with
to search the widest, most qualified talent pool and candidates of interest.
get all details to better assess candidates.
Keep your team on the same page
Find the best, much faster Team members get visibility into their colleagues’
Ace even the toughest searches with the most projects, notes and communication history with
advanced search interface on LinkedIn, with candidates, avoiding duplication of effort.
exclusive refinement filters such as “years at
company” and more.
Maintain your sourcing activity
The sourcing activity and history of a seat holder
Contact candidates directly does not vanish when a recruiter leaves: just
Get 50 InMails® per month per seat to contact any re-assign it to another team member. We also
candidate you like in a trusted environment. We credit support your OFCCP compliance efforts.
InMails back to you, if unanswered within 7 days, and
roll them over if unused. Think of this as 50 replies
per month.
Get help from the experts
Your account manager and our training experts will
help you leverage LinkedIn to the fullest.
Boost your recruiting productivity
Up to 50 search alerts let you spot new talent
automatically. 1-to-Many InMails and saved templates
let you contact more candidates faster.
* Recruiter offers complete access to all confirmed profiles in the LinkedIn database.