Dealing with a poor performer in any company is bound to take more time to complete any task and reduce the overall average efficiency of the system, but this won’t be the problem with a well-performing candidate. This is why hiring the right people in any field is emphasized so much. When you get the right candidate for yourself, you can keep the goal in your mind without having to worry about someone else’s lack of experience or lack of knowledge in the field assigned to them. A recruiter should look for a candidate who excels academically and possesses excellent interpersonal skills that would help the company they work in grow even more.
The whole hiring process is time-consuming and requires a lot of effort, but hiring the right people with the right candidate assessment skills can help build your hiring manager’s trust in your recruitment agency. LinkedIn is the best platform to go on a job search or build a professional profile and develop one’s relationships with people. This article has been written to help make the process of finding and recruiting the best people in every field easier.
1. By Using Applicant Tracking Systems (ATS)
This is the most important step out of all of them because this will help you perform several of the steps mentioned below. Seek help from people and companies that utilise an Applicant Tracking System to help your hiring process become much smoother than before. But how do ATS’ work? An ATS simplifies a company’s recruiting process by more than 50%! It helps with resume parsing, reduces time spent on tasks and helps you hire the top candidates for your hiring manager.
2. Build A Good Profile
Good profiles will leave a strong impression on any candidate so the first step for any recruitment process is to do that. Be thorough when it comes to updating statuses and job openings. In the beginning, you will have to personally invite people to visit your profile or to follow or to connect with you but once you gain a good number of followers, it will happen organically.
3. Develop & Build Connections
It really depends on how good you are at communicating with people when it comes to building connections, which is the easiest way to source quality candidates. By doing so, you get to keep up with their interests and achievements. While this may not be the most straightforward method for many recruiters, as Jim Stengel has said, “If you want to understand how a lion hunts, don’t go to the zoo. Go to the jungle.” An excellent suggestion would be building a persona similar to that of a candidate you are looking for and getting connected to people in the same field to have an honest opinion. If they seem suitable, you can approach them through the company profile.
4. Stay Active
Finding a suitable candidate and then hiring them are two different steps. Staying active and in touch with the potential candidates you have connected to is necessary to build a sense of genuine trust and bond. You can do this by congratulating them on their job updates or any achievement they just posted about. You can also engage with them on seemingly less formal posts, such as something related to their hobbies or birthdays.
5. Advertising The Job
If you want to build a reputation for yourself and your brand then you must know that it is not something that can happen overnight but good advertisement will cover up a lot of the otherwise long and tedious journey for you. Focus on your target audience and evolve slowly from there. Always keep in mind that a brand is no longer what you tell the consumer, it is what consumers tell each other. Therefore, work on building a good brand through advertisements and connections.
6. Join Active Groups
This is the easiest and fastest way to get into recruiting people straight off the bat. Join groups on LinkedIn that may be interesting to your target candidates, stay active, and constantly lookout. Keep in mind that relying only on this step is not okay because you’re choosing a more accessible and safer method, and often a reliance on trends can lead to oblivion.
7. LinkedIn Searches
What better way to go through the recruitment process than using the best feature that LinkedIn has provided us with? Type in the job title you are looking for in the search bar, adjust the filter according to it and get started. You will find some candidates immediately, and then you can screen and verify them. In this step, my most important advice is to remember to modify the keywords you type in from time to time.
8. Utilising LinkedIn Features Like InMails
Most people check their social media accounts first thing in the morning. Data collected by LinkedIn shows that InMails sent between 9:00 a.m. and 10:00 a.m. on weekdays have the highest response rate while those sent on weekends are 16% less likely to receive a response. So make sure to drop in an InMail first thing in the morning and not on weekends. Your InMails should be short and preferably under 100 words. The subject line should grab one’s attention, and you can do this by starting your InMail while addressing the candidate by their first name. Also, remember to avoid extremely formal templates to build a better and lasting connection.
9. Value Of An Employee’s Referral
The best way to know any company and how they function is through their employees, which is why it’s essential to build connections with the company’s employees that has assigned you the task of recruiting people for them. Look for candidates referred by them and if you find them appropriate for the role, then go ahead and hire.
10. Value Of A Candidate’s Referral
‘Birds of a feather flock together, so a good candidate will know other suitable candidates. References of candidates already chosen for a particular position should be prioritized. Don’t overly depend on these and continue to look at such candidates from an unbiased perspective.
Quality candidate sourcing will help you develop your agency’s name and the company that has entrusted you with the job. Let us know in the comments below if these are some of the steps you’re following! Good luck with your sourcing!