Where do you find most of your candidates?
If LinkedIn is your primary platform for sourcing and engaging with candidates, this episode is for you. We are not telling you to stop using LinkedIn. But we believe that it’s a mistake to be over-reliant on LinkedIn as your main source of candidates.
In this episode, you will hear the downsides of being dependent upon LinkedIn. You’ll also learn what specific steps you can take now to enhance your candidate engagement and increase response rates to your outreach.
Episode Outline and Highlights
- [00:57] The six pillars of a successful seven-figure recruitment business.
- [2:22] Clients versus candidates – which do you need more of?
- [3:31] Why it is essential to track the source of the candidates you place.
- [5:14] The downsides of being over-reliant on LinkedIn as your primary source of candidates.
- [6:47] Why using InMails may not be the most effective method of outreach.
- [8:05] Going further – how to leverage multi-channel communication strategies.
- [10:04] Isn’t a 12-step candidate recruitment campaign going overboard?
- [12:36] Benefits of developing a multi-step, multi-channel approach.
- [13:38] Two more reasons why it’s risky to rely too much on LinkedIn.
- [15:14] Strategies to increase candidate response.
- [17:02] Simple steps you can take to put this into action.
The Downsides of Being Over-Reliant on LinkedIn
LinkedIn is actually the number one source of candidates for the majority of recruiters out there. But there are downsides to being over-reliant on LinkedIn as your primary source of candidates. Some of them are:
- Your competitors and clients are searching on LinkedIn too.
- Candidates are inundated with messages on LinkedIn.
- Not every candidate is active on LinkedIn.
Also, you have to remember that you do not own the data on LinkedIn. The data belongs to LinkedIn and they could at any time just cut you off. They can restrict your account and remove the facility. All the time you have invested in curating that network can be taken away. So we always recommend that you extract data from LinkedIn and build your own database. Then your ATS will become your number one source of candidates in the future.
Going Further and Leveraging Multi-Channel Strategies
We are not saying to stop using LinkedIn. We just want you to go much further when it comes to your candidate outreach and activities. Your goal should be to have a sophisticated, multi-touch, multi-channel recruiting campaign in place – one that leverages automation technology. In this episode, we will be giving examples of strategies you can use to increase candidate response and engagement.
The Benefits of Implementing a Multi-Touch, Multi-Channel Recruitment Campaign
Do not leave money on the table. You owe it to yourself and your candidates to make them aware of the opportunity on offer. As a recruiter, increasing your response rates translates to more placements and profits. Plus it enables you to have a positive impact on more lives.
Here are some of the benefits of utilizing multi-channel strategies:
- Increase in response to your candidate outreach.
- Increase the number of quality candidates that you can present.
- It will shorten the time to fill positions.
- Save time in leveraging tools and automation.
- Have a sense of control over your candidate pipeline.
This podcast is proudly sponsored by i-intro and Recruitment Entrepreneur.
i-intro® is an end-to-end retained recruitment platform. Their technology and methodology allow recruiters to differentiate themselves from the competition, win more retained business, bigger fees, and increase their billings. Their software combined with world-class training enables you to transition from transactional, contingency recruiter to consultative, retained recruiter. Instead of being perceived as a “me too” vendor, you’ll be positioned as a “me only” solutions provider. Be sure to mention Mark Whitby or The Resilient Recruiter. Book your free, no-obligation consultation here: www.recruitmentcoach.com/retained
Recruitment Entrepreneur is the world’s leading Private Equity firm specializing in the international recruitment industry. If you’ve dreamed of starting, scaling, and selling your recruitment business, this is your chance. James Caan and his team at Recruitment Entrepreneur are actively seeking ambitious recruiters in who they can invest. They provide everything you need to grow a successful recruitment business including funding, financial expertise, coaching and mentoring, operational strategy, back office support, marketing, and talent attraction solutions. Be sure to mention Mark Whitby or The Resilient Recruiter. Start a conversation here: https://www.recruitmentcoach.com/vc
People and Resources Mentioned
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