Using LinkedIn to Achieve More Effective Candidate Sourcing
by dhyun@affirma.com

Social media plays a pivotal role in our daily lives and candidate sourcing is now a major part of that function. Unlike other social media sites, LinkedIn is a place where professionals can gather to preview job candidates, update career progression, and fill job openings. There are many people who use LinkedIn effectively to make the right connections. Here are a few things to focus on to achieve more effective candidate sourcing.

woman standing below graphic art of employee candidate search bar

 

InMail Messaging

This approach is used to directly source candidates on LinkedIn. Most people will create a generic message and send out borderline spam. One way to see an immediate change in response is to add a personal touch. This extends beyond simply entering the candidate’s name. Try connecting the experiences you seek with qualities the candidate possesses. This helps personalize your message and it feels very authentic, as opposed to mass messages with little personalization.

 

 

                                            Seek Passive Candidates Too

Not all candidates are actively looking for a new job, but sometimes you may find a candidate that is well-suited for an opening you may have. This can be the result of keyword searches, connected networks, or referrals. If you find yourself in this situation, don’t be afraid to send them a message and engage – you may find that they are looking for a job that better suits their career ambitions.

 

                                                      Active Promotion

social media graphic showing interconnected candidate sourcingCareer sites don’t rely completely on organic job searches to fill roles. Advertised job postings are often taking the top few slots. This is an opportunity to gain more exposure for a job posting and fill roles even quicker while giving your company promotion space. The ultimate goal is for a return on investment (ROI), and sometimes a little investment can go a long way. You can also promote your company or open job position through relevant groups, like Recruitment Consultants and Staffing Professionals or The Recruiting Network.

 

Building Referrals

One of the biggest mistakes recruiters make is assuming that the conversation ends when someone clicks “not interested” in InMail. This is one of the best opportunities to connect with more potential candidates. When you receive the “not interested” response, try asking for a referral, because even if they are not suited for the position, someone they know may be. This is the beginning of building a relationship with all candidates that can create a positive experience and funnel more referrals your way.

Affirma is a staffing service company that can provide candidates for many of the hardest skillsets to find. Contact us today for a free consultation!

 

 

 

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