It’s widely known that the average response rate to LinkedIn InMail’s are no way near as high as recruiters would like them to be. First of all, would you reply to your own InMail, especially if it’s a generic email about a job in your industry? The InMail has to be one of the most abused forms of email communication out there. In theory, it’s a nice idea as it democratizes working. You can send an InMail to pretty much anyone on LinkedIn. In practice, it’s led to the temptation to spam a lot of candidates in the hope that some will reply or be interested in hearing about any other opportunities you may have.
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Keeping in contact with applicants is an important part of the recruitment process that often gets ignored. It isn’t just important to let your successful candidates know they’re invited for an initial interview, or that have been offered a job but it’s also vital to inform unsuccessful applicants. In order to fully explain how and why to tell someone that they were unsuccessful, first’s lets evaluate the place of communication in the recruitment drive.
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Career orientated goals come in all shapes and sizes. So, before you write down your career goals, be crystal clear in your mind about what you’re trying to achieve.
What are you looking for in your career? Is it to become a manager or would you like to start your own business? As a rule of thumb, you should certainly aim to progress in your academic field.
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Whilst talking with over a dozen top recruiting managers, it’s safe to say that corporate recruiting is one of the hottest topics at the moment. Targeting the right candidates is becoming quicker by the day, thanks to the vast array of digital marketing tools. Below are 3 of the biggest factors we’ve identified from these talks, highlighting some of the emerging start-ups in the space.
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If you were to measure every single metric to establish whether your recruitment activities were effective or not, you would end up spending the majority of your time measuring statistics instead of actually filling jobs!
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Treat your job description as much more than just a laundry list of duties and responsibilities. Make sure your job description is well written and gives the reader a real sense of the priorities involved. It should provide a very clear picture of what the candidate is expected to do and is also a great tool for measuring performance as well as being a vital reference in the event of disputes. Therefore, the more accurate you can make the job description, the more useful it will become in the future as you’ll receive the right type of applicants.
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When it comes to recruitment, some suggest that you haven’t found the ideal candidate until they sign on the dotted line. Other add that you haven’t made a successful hire until they actually turn up on the first day of work. However, seasoned recruiters know that you’ve only filled a vacancy when they do all of the above and make a positive impact at the company in the first couple of months.
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Looking to grow your business, but not entirely sure if taking on graduates rather than experienced employees is the best recruitment tactic?
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Why are many recruiters only calling candidates with opportunities as and when they have a position to fill? Why are so many “talent acquisition specialists” failing to nurture candidate relationships or showcase real value to their existing candidate network?
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If your database of candidates are in the market for exciting new opportunities, your branding campaigns need to work harder to attract the right attention of a proactive, more astute talent pool. In this day and age, job hunters are increasingly basing their decision to change roles after analysing online research, blog interactions and company reviews. Have a read below and think about whether you are doing any of the following. If not, it’s relatively straightforward to start making these changes.
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