DIFFERENT AND EFFECTIVE WAYS OF RECRUITING
STEPS TO GET REFERRALS FROM LINKEDIN
STEPS AND PLAN FOR RECRUITMENT USING SOCIAL MEDIA
RECRUITMENT POSTS
ARTICLE LINK: https://medium.com/@maryam.sajid00/recruitment-articles-and-posts-1dbedbd7b7b0
Recruitment methods are continuously developing, and the Internet has altered the scene substantially in recent years. In these slides, I shared a summary of the most frequently used staff recruiting strategies and the way to get referrals
The digital revolution has transformed the process of recruitment, albeit it has only been a decade since the move away from its conventional ways to modern, innovative and exciting new techniques.
Here we look at the various effective ways of recruitment, how to get referrals from LinkedIn and how to write a hiring alert for open positions for any company.
Thank you,
Sukanya Roy
Recruitment methods are continuously developing, and the Internet has altered the scene substantially in recent years. In these slides, I shared a summary of the most frequently used staff recruiting strategies and the way to get referrals
The digital revolution has transformed the process of recruitment, albeit it has only been a decade since the move away from its conventional ways to modern, innovative and exciting new techniques.
Here we look at the various effective ways of recruitment, how to get referrals from LinkedIn and how to write a hiring alert for open positions for any company.
Thank you,
Sukanya Roy
To celebrate LinkedIn's 10th anniversary and 10 years of remarkable transformation in the recruitment industry, we asked 12 industry thought leaders to share their opinions about what the next 10 years might bring for talent acquisition.
Features talent acquisition experts from Red Hat, SAP, Unilever, L'Oreal, Opower, Rapid7, First Citizens Bank, Bernard Hodes, LinkedIn, Tenfold Social, Adler Group, and PNNL.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Recruiting and hiring processes have been altered greatly and credit goes to technology, which continues to evolve in response to the shifting popularity of different online platforms.
Conclusion -:
We have now learnt basics of recruitment and its types, other then that we also learnt how to get referrals and do’s and dont’s of the same and how to write a hiring alert for open positions at a certain company.
All the best..
-Sahil Kumar Singh
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.
Sankar Venkatraman, Product Marketing expert for LinkedIn Talent Solutions, will go over each stage in a candidate journey and reveal specific touchpoints where effective recruitment campaigns will work.
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. Contact us to learn more. bit.ly/contacttalentsolutions
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
Free vs. Paid Recruiting Tools on LinkedInLinkedIn
Crash course on how you can use LinkedIn for recruiting, sales and marketing. This webcast, we'll give you practical advice on how to use our tools to recruit even more effectively.
You'll learn how to:
Search using the LinkedIn Recruiter platform – a powerful tool that helps you quickly find the right candidate
Promote your job openings to 433+ million professionals on the LinkedIn platform - even on a small budget
Market at scale to effectively source new clients and grow your business
With over 24 million members in India and over 300 million members worldwide, LinkedIn presents a wealth of opportunities to Talent Acquisition leaders and professionals looking to hire top talent for their organizations. This presentation covers how LinkedIn Talent Solutions can help you and your organization source the right talent and build your employer brand.
Listen to the webcast: http://bit.ly/1gpu9UN
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Learn about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Modern Marketing & Recruitment: Best Practices for Talent Acquisition Leaders...LinkedIn Talent Solutions
Marketing and recruitment join forces as Linda Descano, Head of Content & Social at Citi, and Kim Jokisch, Director of Employment Branding & Media at Red Hat, share how talent acquisition leaders can apply core marketing and content best practices to recruitment.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Trends in Recruiting and HR: Think Outside of the Proverbial Box: Harness the...Aggregage
If 2020 has shown us anything, it is that change can happen quickly and at any time. As the events of social injustice have served as a catalyst for many organizations to refocus on D&I recruitment strategy, it’s important to take a step back and think outside of the proverbial “come work for us because diversity is important right now” box. While there are proven best practices, lasting and impactful results are achieved through differentiation, authenticity, and creativity. Join Gabriel Hitt as he discusses how you can build an effective D&I recruitment strategy by harnessing the power of data and keeping the interests of your audience at heart.
Learn how Hi-Tech Robotic Systemz, an Indian robotics company, came up with three unique social recruiting strategies to attract the right kind of talent; ultimately reducing their hiring costs by almost 50%.
Find more stories here: lnkd.in/ltsindia
Recruiting and hiring processes have been altered greatly and credit goes to technology, which continues to evolve in response to the shifting popularity of different online platforms.
Conclusion -:
We have now learnt basics of recruitment and its types, other then that we also learnt how to get referrals and do’s and dont’s of the same and how to write a hiring alert for open positions at a certain company.
All the best..
Akshita Choubey
To celebrate LinkedIn's 10th anniversary and 10 years of remarkable transformation in the recruitment industry, we asked 12 industry thought leaders to share their opinions about what the next 10 years might bring for talent acquisition.
Features talent acquisition experts from Red Hat, SAP, Unilever, L'Oreal, Opower, Rapid7, First Citizens Bank, Bernard Hodes, LinkedIn, Tenfold Social, Adler Group, and PNNL.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
Tweet with us: http://bit.ly/HireOnLinkedIn
Recruiting and hiring processes have been altered greatly and credit goes to technology, which continues to evolve in response to the shifting popularity of different online platforms.
Conclusion -:
We have now learnt basics of recruitment and its types, other then that we also learnt how to get referrals and do’s and dont’s of the same and how to write a hiring alert for open positions at a certain company.
All the best..
-Sahil Kumar Singh
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.
Sankar Venkatraman, Product Marketing expert for LinkedIn Talent Solutions, will go over each stage in a candidate journey and reveal specific touchpoints where effective recruitment campaigns will work.
LinkedIn Talent Solutions offers a full suite of tools to help you find, attract, and hire top candidates. Contact us to learn more. bit.ly/contacttalentsolutions
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
Free vs. Paid Recruiting Tools on LinkedInLinkedIn
Crash course on how you can use LinkedIn for recruiting, sales and marketing. This webcast, we'll give you practical advice on how to use our tools to recruit even more effectively.
You'll learn how to:
Search using the LinkedIn Recruiter platform – a powerful tool that helps you quickly find the right candidate
Promote your job openings to 433+ million professionals on the LinkedIn platform - even on a small budget
Market at scale to effectively source new clients and grow your business
With over 24 million members in India and over 300 million members worldwide, LinkedIn presents a wealth of opportunities to Talent Acquisition leaders and professionals looking to hire top talent for their organizations. This presentation covers how LinkedIn Talent Solutions can help you and your organization source the right talent and build your employer brand.
Listen to the webcast: http://bit.ly/1gpu9UN
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Learn about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Follow the LinkedIn company page: http://linkd.in/1f39JyH
Tweet with us: http://bit.ly/HireOnLinkedIn
Modern Marketing & Recruitment: Best Practices for Talent Acquisition Leaders...LinkedIn Talent Solutions
Marketing and recruitment join forces as Linda Descano, Head of Content & Social at Citi, and Kim Jokisch, Director of Employment Branding & Media at Red Hat, share how talent acquisition leaders can apply core marketing and content best practices to recruitment.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Trends in Recruiting and HR: Think Outside of the Proverbial Box: Harness the...Aggregage
If 2020 has shown us anything, it is that change can happen quickly and at any time. As the events of social injustice have served as a catalyst for many organizations to refocus on D&I recruitment strategy, it’s important to take a step back and think outside of the proverbial “come work for us because diversity is important right now” box. While there are proven best practices, lasting and impactful results are achieved through differentiation, authenticity, and creativity. Join Gabriel Hitt as he discusses how you can build an effective D&I recruitment strategy by harnessing the power of data and keeping the interests of your audience at heart.
Learn how Hi-Tech Robotic Systemz, an Indian robotics company, came up with three unique social recruiting strategies to attract the right kind of talent; ultimately reducing their hiring costs by almost 50%.
Find more stories here: lnkd.in/ltsindia
Recruiting and hiring processes have been altered greatly and credit goes to technology, which continues to evolve in response to the shifting popularity of different online platforms.
Conclusion -:
We have now learnt basics of recruitment and its types, other then that we also learnt how to get referrals and do’s and dont’s of the same and how to write a hiring alert for open positions at a certain company.
All the best..
Akshita Choubey
This my work regarding my Talent Acquisition at The Spark Foundation. In this Presentation, i have covered the following Topics.
1.Different & Effective ways of Recruitment.
2.How to get referrals from people on LinkedIn
3.Steps and Plans for Recruitment using Social media.
Read My articles on Medium:
Different & Effective ways of Recruitment: https://saikondasari.medium.com/diffe...
How to get referrals from people on LinkedIn & Social recruitment:
https://saikondasari.medium.com/how
Youtube : https://www.youtube.com/watch?v=6OZnetbK2iY
Best practices in recruitment that every company should followKannan G S
Finding great candidates has always been a major challenge. If you are an employer struggling to fill your open job positions with suitable candidates, you’ve come to the right place. Here we discuss about best practices in recruitment that will help you find great candidates easier and faster.
9 Passive Recruiting Strategies To Help Employers Land The Right CandidatesExela HR Solutions
This blog talks about the nine proven strategies for mastering the art of passive recruitment to acquire the top talent and remain competitive in today's world.
2. RECRUITMENT
The term “recruitment” refers to the
method of identifying and hiring the most
qualified candidate for employment in a
very timely and cost-effective manner.
Recruitment actively brings together the
people, that are qualified and searching for
jobs and therefore the organizations, which
are checking out prospective employees.
Recruiting has never been harder or
fascinating than it is right now. If you
would like to search out the most effective
candidates, you need to be creative and
employ new, innovative recruitment
strategies regularly.
3. DIFFERENT AND EFFECTIVE WAYS
OF RECRUITING
There are two ways of
recruitment:
Internal recruitment
External recruitment
4. INTERNAL RECRUITMENT
Internal recruitment refers to hiring employees within the organization
internally. Internal recruitment is a vital aspect of any organization
because it saves time, money, and resources as compared to external
recruitment. Mostly the following are included in it:
TRANSFERS:
The transfer involves the shifting of persons from present jobs to other
similar jobs. These do not involve any change in rank, responsibility, or
prestige. The number of persons does not increase with transfers.
PROMOTIONS:
Promotions refer to the shifting of persons to positions carrying better
prestige, higher responsibilities, and more pay. The higher positions
falling vacant could also be filled up from within the organization.
Promotion does not increase the number of persons within the
organization.
5. PRESENT EMPLOYEES:
The present employees of concern are informed about likely vacant positions. The employees
recommend their relations or persons intimately known to them. The present employees take full
responsibility for those recommended by them and ensure their proper behavior and performance.
REFERRALS:
One of the fastest-growing recruiting sources out there is employee referrals. Tapping into your
existing workforce to induce new talent is a smart strategy. Consider offering referral incentives,
like bonuses.
FORMER EMPLOYEES:
Some organizations provide for an option of re-joining their ex-employees. They even consider the
retired employees who are willing to provide their full-time or part-time services to the
organization.
LAY-OFF:
It refers to the temporary separation of the employee from an employer on the initiative of the latter.
In most cases, the lay-off takes place because of a lack of labor. Thus by recalling the laid-off
employees, the vacant positions could also be filled up.
6. EXTERNAL RECRUITMENT
External recruitment is when the organization looks to fill the vacancy of
any suitable applicant outside the organization. All organizations have to
use external sources for recruitment to higher positions when existing
employees are not suitable. Following are the various external sources
through which the organization acquire new resources:
ADVERTISEMENTS:
The organization advertises the job openings within the newspaper, media,
company’s bulletin, social networking sites (Facebook, Linked In, and
Twitter), job portals, etc.
E-RECRUITMENT:
The organization uses web-based software as a source of recruitment
involving electronic screening of candidates, online skill tests, online profile
checks, and interviews on video conferencing.
7. CAMPUS RECRUITMENT:
The organization collaborates with the academic institutes and colleges to
hire their students for the available job vacancies, by conducting the
recruitment process within the respective college campus.
INTERNSHIPS AND JOB FAIRS:
Job fairs and campus drives will be handy for some companies. Internships
are often useful for some companies, an organization can hire a pool of
interns then select the top ten or top twenty best interns and offer them
permanent jobs, this process can generate qualified, tried, and tested
candidates.
RECRUITMENT AGENCIES:
Many organizations hire recruitment agencies to hire candidates for his or
her organizations. Recruitment agencies have expertise in recruiting. Hiring
recruitment agencies save time for the company and that they can work on
other things rather than worrying about recruitment. A good recruitment
agency is motivated has recruitment skills and experience and may access a
large network of potential candidates.
8. RECOMMENDATION:
The present employees know both the company and therefore the
candidate is usually recommended. Hence, some companies
encourage their existing employees to help them in getting
applications from persons who are known to them.
In certain cases, rewards can also be given if the company
selects candidates recommended by them. If recommendation
leads to favoritism, it will impair the morale of employees.
WEB PUBLISHING:
These days the internet has become an important medium for
recruitment. Special websites are created for recruitment through
the internet. The applicants get information through them about
the vacant posts and required qualifications. People having the
required qualifications can get in touch with the company
needing their services.
9. STEPS TO GET REFERRALS FROM
LINKEDIN
Expand your network and connect with as many people as
you can.
Find the best-suited person.
Send the right formal message.
Keep the message informative — send your message with
the right ID and URL of the opening (from the company
career page, LinkedIn, etc.)
Create a template. Following a proper template of the
referral message including your skills and relevant
experience.
Be genuine with words.
Follow Up.
10. FEW ADDITIONAL STEPS
Check out profiles of people who are working at your preferred domain of interest.
Prefer and approach people that are working within the same domain of interest as
yours. For example, if you are a data science analyst, it is advisable to ask on data
science analyst to refer you for the available vacant positions. They will judge you
based on your resume and skills.
LinkedIn allows you to send messages to a particular limit. Prefer people that are
active on LinkedIn within the past month. Here, being active means a like/comment
or shares.
Try that your message is concise and appealing, this increases the possibilities of
getting a reply. The referrer may even suggest some improvements or provide some
valuable feedback.
Moreover, that is all we need to get successful referrals from LinkedIn.
11. STEPS AND PLAN FOR RECRUITMENT
USING SOCIAL MEDIA
Recruiting has drastically changed in the past decade. Businesses
are rapidly growing their workforce in an increasingly competitive
landscape.
The job market is changing. Not only are companies looking for
new skill sets and abilities, but the way that companies find their
ideal candidates has been turned on its head also.
Social recruiting refers to the method of recruiting candidates
through social media platforms, like LinkedIn, Facebook, and
Twitter, and other websites, including online forums, job boards,
and blogs.
12. 1.PLAN AND DESCRIBE YOUR
SCOPE IN DETAIL:
To avoid one of the most common mistakes committed by
online recruiters, it is crucial to plan your recruitment
process well and have your company description properly
displayed.
If you are just posting a job advert without describing it
well, most candidates might not even bother reading it.
Make sure that you plan well on social media sites to use
and employ some strategies to form the advert to reach as
many people as possible. For example, you will sponsor
your advert and set your preferred target candidates.
13. 2. PROPERLY DEFINE YOUR
TARGET AUDIENCE:
Another common mistake when posting a job
on social media is not stating the target
audience including their academic
qualifications, required experiences, and
more.
Defining your target audience properly gives
you an opportunity to eliminate unnecessary
applicants and a chance to choose from the
candidates you want.
This makes your selection process easier
rather than having many candidates that are
not qualified.
14. 3.CAST A WIDER NET WITH MANY
SOCIAL MEDIA SITES:
Researches have revealed that most employers
only use common sites like LinkedIn and
Facebook.
There are many sites where you will reach all of
your potential candidates easily. It is a fact that
not all candidates are on one site and this
explains why you should make use of as many
sites as possible.
This increases your chances of selecting the right
candidate suitable for your job description.
15. 4.AVOID LENGTHY APPLICATIONS:
Most recruiters hiring online end up losing qualified candidates
because candidates do not complete lengthy applications.
It is highly recommended that you just make your online application
process simpler.
This provides many qualified candidates an opportunity to complete
their applications and you get the best applicants.
16. 5.DISPLAY THE BENEFITS OF WHY
THEY SHOULD JOIN YOUR FIRM:
As the desired destination for candidates,
recruiters need to convince them that they are
not going to grow only financially but also
professionally and socially.
Affirmation of this kind may encourage
many of the qualified candidates to apply and
you will end up choosing from the better pool
of candidates.
These benefits are easily conveyed via social
media channels to the right audience.
17. BENEFITS OF SOCIAL
RECRUITING
Increases job visibility
Higher quality candidates
Better employer brand awareness
Reduce cost of hire
Opens the door to engagement
Allows you to target your vacancies more
Screen your candidates
Shortens hiring time