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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