Source Faster on LinkedIn Without Spending Extra Money

Do you want to source faster? The price of great recruiting can be frustratingly high. Time is money after all and data tells us it takes 52 days to fill a position on average. So much can happen with good candidates in that amount of time. Counter offers can be made, competitors can lure talent away, email and phone numbers can change, and passive candidates may simply grow tired of a recruiting process that wasn’t a focus of theirs in the first place. So at the risk of sounding obvious, you need to spend less time on your average sourcing cycle. […]

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3 Recruiting Tips to Deal With LinkedIn Changes: Real-World Examples to Source Faster

LinkedIn continues to evolve and that change isn’t likely to stop soon (or ever). Each new update can bring raised prices and/or new frustrating learning curves with it. However, nobody is walking away from all of that unbelievably convenient and valuable candidate data just yet. Let’s investigate the steps that a few successful recruiters take to consistently deliver client-pleasing results while they recruit on LinkedIn (even with all of those changes). 3) Master Boolean to Uncover Ideal Candidates Faster Boolean should be your go-to swiss army knife, whether you’re on the prowl for a specific candidate or prospecting. To do […]

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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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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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Boolean Search Part 2: Sourcing Candidates with Better Strings (and Questions!)

Here we are again taking a look at the mighty Boolean search when it’s used for sourcing candidates in your recruiting process. We first visited this subject a few weeks ago and the topic really benefited our readers, so we decided to dive a little deeper this time. If you haven’t read Part 1 of our Boolean exploration, I invite you to do so here (note though, it’s not necessarily critical if you already understand Boolean basics). Let’s quickly cover the Boolean basics OK, so Boolean searches work thanks to their “operators,” which are: Quotations AND OR NOT Parenthesis So, […]

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Best Recruiting Strategies of the Week

This week’s roundup is full of tips and ideas that just make life a little easier for those in the talent acquisition field. From optimizing automation processes, to discovering novel approaches for candidate outreach, our LinkedIn authors have covered it all. Talent Acquisition Optimization: Automated Process or Automated Chaos? By Elaine Davidson While automation can be helpful, you must have an organized set of processes in place to ensure that the implementation phase will be as smooth and effective as possible. Davidson provides us with three key points to consider before moving forward and implementing a new automation process. Standardize – […]

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Congratulations Jobjet Users on More Jobs Closed and Shorter Closing Times!

We interrupt your busy day to send some serious recruiting love to all those Jobjet users out there. It’s been an exciting ride making this product into something that recruiters can use to make their lives easier. Whether they’re using our Chrome Extension to source passive candidates on LinkedIn or simply organizing their applicants in a tidy pipeline, our recruiters have been doing some great work. So first… Great job everyone! What does this great job mean exactly? We decided to crunch some numbers. We wanted to know exactly how well our recruiters were doing their jobs. Well, the answer was pretty darn […]

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