How to Improve Your LinkedIn InMail Response Rate with 12 Customizable Examples

InMail should be the perfect way to contact candidates, shouldn’t it? You have all of the candidate’s information laid out before you and they have the ability to quickly see yours. It’s the career domain, so recruitment communication makes perfect sense, even between strangers. So why aren’t InMails more effective? InMail response rates of 15 to 20% can be normal (if not better than most). Despite their unimpressive results, it would be a waste to write off their capability. Recruiting trends are always shifting, so let’s consider the lowly LinkedIn InMail and how you can increase your response rates with them. […]

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Paid Vs. Free: Which LinkedIn Account is Right for You?

Reduced functionality and steep price increases have created expensive and/or time-consuming hurdles for those of you recruiting with a LinkedIn account. However, for those of you who still use LinkedIn or its paid Premium versions for social recruiting or discovering candidate data, it clearly continues to offer value when sourcing new talent. Reaping its benefits might not need to cost an arm and a leg though, let’s look at your options to determine the best account for your recruiting process. Compare the different LinkedIn accounts Depending on your most popular roles and your workflow, your only option may be a relatively more expensive […]

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Use Candidate Data to Personalize Outreach and Improve Sourcing Results

Candidate data is more abundant than ever. Big data in recruitment isn’t new, but candidates have more public information that’s spread across more platforms than they ever had in the past. The process of recruiting, and more specifically, the outreach stage of your sourcing cycle, has evolved to the point where personalized conversations are necessary to engage talented candidates. The only way to craft engaging candidate outreach is by first arming yourself with the proper data. Let’s look at candidate data, who has it and how you should use it in the increasingly competitive and convoluted field of recruiting. Candidates have […]

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Improve Your Sourcing Results by Refreshing Outdated Candidate Data

Candidate data is an essential part of the recruiting process these days. The industry abounds with it, but using it in meaningful ways can be particularly challenging. There’s big data, small data, outdated data and just about every other “you name it” data you can imagine. Plus, you probably don’t have access to teams of data scientists and engineers like major computing companies. So how can you improve your sourcing results by utilizing all of the candidate information that floats around your pipelines, applicant tracking systems, and the internet? Let’s dig into the data. Candidate data is always changing Over […]

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A Coach, a Doctor and the FBI Tell You How to Effectively Evaluate Candidates Faster

Evaluating candidates fairly during initial screenings is incredibly difficult. It can be hard to tell whether a candidate is nervous, inexperienced with interviews, or weaving a few white lies into their story. As a recruiter, it’s not just enough that you’re a Boolean master with infinite talent communities and the ability to read a resume in 3 seconds flat – you also have to be able to assess candidates with the acuity of a trained specialist. Here’s how you can evaluate candidates like a pro, without years of training (although, that would still help). Over the phone Assessing candidates during […]

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Avoid Recruiting Bias and Improve Your Social Recruiting Results Today

Social recruiting is ubiquitous today and it’s probably a large portion of your sourcing process. With all of that useful candidate data up front and readily available, it can be challenging to avoid false assumptions based on bias (which you may not even realize is influencing your choices). These assumptions can be costly. Don’t lose out on great talent due to unconscious recruiting bias or misconstrued information. Let’s walk through a simple and effective process for utilizing the wealth of information that can be found on social media without inadvertently making unfair assessments of candidates. Step 1: Create a rubric to […]

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Source More Qualified Candidates in Less Time from LinkedIn with Keyword Alternatives

It’s no secret that LinkedIn’s recent changes have left many recruiters scrambling to find new tools and sourcing strategies. If you’re one of these recruiters, you’re not alone. These changes (and the resulting loss of search functionality that came along with them) made a tough job even tougher. We can’t restore all of these tools and functions, but we can offer some tips to replicate the site’s most useful features. For your best results, you should embrace Boolean searches and the vast amounts of information they can parse in seconds. An important aspect of this task is finding new terms […]

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4 Actionable Time Saving Recruiting Tactics for Evaluating Candidate Profiles

With Boolean searches, job boards, talent communities, and the various other tools that you use to find candidates, sourcing is no longer the time-consuming task it used to be in the ways that it used to be. Millions of candidates are sitting right before you with profiles filled with experiences, keywords and qualifications. What has become more difficult though, is parsing through all of the candidate data that’s available to you. The majority of American adults use more than one social media platform and browsing candidates’ social profiles can quickly become a never-ending journey. Let’s explore 4 key steps that […]

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Use These 6 Resources in Your Recruiting Process to Find Qualified Candidates Faster

It’s no secret that social recruiting and recruitment marketing are popular, but implementing these strategies into an existing recruitment process can be a time-consuming effort (if not approached properly). When using social for work-related purposes, it’s all too easy to forget that you’re entering into an established online community that has it’s own nuances and expected guidelines. It’s not enough to simply post job ads or message potential candidates out of the blue – that defeats the purpose of a talent community. To use these sites effectively, you must create content to engage your candidates, show your industry knowledge to […]

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How to Fall in Love with Candidate Data

Collecting candidate data is one of the most difficult necessities of the recruiting process. We all need it to effectively contact candidates, but storing and keeping track of it can be a huge hassle. But today is all about love, so how can we learn to utilize and love good, usable candidate data? Start with your basics and build You’re armed with your list of keywords, the job description, and notes on the ideal candidate from your intake session with your hiring manager/client. What happens when you realize that your initial searches revealed candidates who are already in your ATS […]

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