Category: Sourcing

LinkedIn’s New Look: Brand Pages Follow the Candidate Experience Trend

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The focus on the candidate experience has been one of the defining changes for our industry over the past couple years. How a candidate feels about their recruitment experience can often be the key determination in whether or not they choose to accept a job offer. And often times their experience gets out to other candidates through social media and has a profound impact on an employment brand. With that in mind, good recruiters know that personalization is key. Having an open, two way dialogue with a prospect and a tailored message will always yield better results. Recruiters have been tailoring the application experience by building job-type specific career pages with tailored information, and by using a candidate's historical data to deliver appropriate content and even match past applicants with new jobs.

As recruiters, social media has played an increasingly large role in the candidate experience, and LinkedIn is arguably the most popular channel for recruiting. Recently the Company announced plans for a major overhaul to the layout of one of their main features, corporate brand pages. We were pleased to see that the new look of the brand pages are geared towards improving the end user's experience – a change driven by many of the same factors as candidate experience....  read more

Using Pinterest to Boost Social Recruiting

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A lot of ink has been spilled explaining the virtues of social recruiting. This is for good reason. Social recruiting is a key strategy for any modern recruiter. Without a presence on social media, you’re missing a huge opportunity to find and engage with a whole new set of candidates. As a recruiter, Twitter, Facebook and LinkedIn are all excellent tools that should already be in your arsenal. However, if you’re looking to push your social recruiting efforts forward, reach candidates faster and in a less costly way to maintain an upper hand on the competition, it’s important to experiment with new channels that have a mass user base. Pinterest is one to consider.

Pinterest is the third most popular social network. If you’re unfamiliar, essentially Pinterest is an online photoboard where you “pin” pictures of your favorite things (furniture, recipes, cat pictures, etc.) to a set of personalized boards, and then share what you’ve created with friends. Pinterest’s application for recruiting may not be as obvious LinkedIn, but that doesn’t necessarily make it less effective so we’ve outlined some simple steps to kick-start your recruiting efforts on Pinterest....  read more

Optimizing Your Career Site with the Candidate Experience in Mind

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Swedish recruitment market research firm PotentialPark’s annual survey, confirmed a trend that has quickly crept up on the recruiting industry: candidate experience. Although this survey, in particular, is from the perspective of recent graduates and college students the same holds true for most job applicants. They want tailored and digestible information, quick answers about available jobs, insight into the employer and brand culture and multiple channels to communicate.

The survey found that 86 percent of young job seekers make use of company career sites, more than half (56 percent) expect to find a company on Facebook, and 69 percent expect you to be on LinkedIn. What we must consider, as recruiters, is that hiring professionals from a range of ages, skill sets and geographic locations can only be achieved by a targeted and positive candidate experience....  read more

Reaching Passive Talent Effectively

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In a recent infographic produced by LinkedIn, the company took a look at the fundamental difference between active and passive candidates. “Passive job seekers” make up an estimated 79% of the world’s working professionals. Obviously, talent acquisition pros can’t source effectively without finding a way to reach this huge portion of the workforce.

The good news is, there’s a clear way “in” with passive candidates, as they’re more likely than active job seekers to be attracted to challenging work, and the opportunity to make an impact. The bad news is, they’re a much tougher sell than active seekers. Passive candidates require a completely different recruiting strategy than many talent acquisition pros are accustomed to....  read more

Seven Step RPO is part of the Motion Recruitment Partners LLC family of innovative recruitment companies