![]() LinkedIn makes this easy with a Pipeline feature called ‘Follow’. ![]() How would you keep in touch with them all? It’s physically impossible to be a LinkedIn Connection with every single candidate you think might be suitable for a job you may have at some time in the future. Your fellow team members can see notes made by you about a particular candidate and notes made by other team members pop up in your Activity feed, keeping you in touch with their activity, in case any of it is relevant to you. LinkedIn Pipeline allows networking between multiple recruiters across the same candidates. You are also able to conduct in-depth searches based on keywords, location, and other connections. Pipeline dynamically updates the profiles of candidates you have been in touch with and allows you to sort and organize all your candidates into files and folders. We’ll show you how to take advantage of the free features below, but first, let’s look at some of the most powerful features of Pipeline.īuilt specifically for the purpose of keeping in touch with inactive candidates, LinkedIn Pipeline is an add-on for LinkedIn Recruiter platform users allowing cross-management of all talent leads, both with LinkedIn profiles and without. We should probably mention LinkedIn Recruiter is an expensive option, at around $10K/seat. Post A Job 5 Ways to Use LinkedIn Recruiter To Build a Talent Pipeline Here’s how you can best harness LinkedIn features to connect with candidates and keep a constant flow of potential top talent swirling around on stand by for that next critical job opening. Candidate details quickly get out of date, people don’t bother to reply, and the sheer number of candidates to be nurtured puts this task into the Too Hard Basket. Before now, the pure logistics of maintaining this network was incredibly time-consuming. You might assume the majority of internal recruiters would keep a list of candidates they’ve previously been in touch with, but research shows less than 20% actively maintain contact with “ passive potentials.” On the other hand, a Talent Pipeline keeps a constant flow of potential candidates filling your talent pool (or “community”) – even if they’re not actively job seeking. When the next vacancy appears, the whole process starts again. You then take a few of them back to the line managers who hopefully select one. You head over to LinkedIn and/or the plethora of online job boards and fill your folders with potential candidates that, on paper, meet the specific requirements of the role.Īt this stage, you may not even phone screen the candidates to pre-qualify them or gauge their interest. You get briefed on a vacancy by a hiring manager. “Spray and Pray’ Recruitment” looks like this: Use LinkedIn to find and stay connected with candidates for your talent pipeline. You can use LinkedIn’s paid and free features to help build your talent pipeline. Making a talent pipeline helps you keep a list of qualified candidates ready for whenever you need it. ![]() The explosion of social media platforms, particularly LinkedIn, has rapidly accelerated the ability for internal recruitment teams to build talent pipelines, making it easier than ever to simply turn on the tap when a job opening comes in and watch high-quality, validated candidates come flooding in. Post A Job For Free, Promote It For A FeeĬorporate recruiters without a talent pipeline are like groundskeepers irrigating a sporting field with a watering can.
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