The ultimate compliment in recruiting these days is to be considered a talent advisor. So you can imagine how I felt when the following criticisms were leveled at my talent acquisition team by some of our more vocal business partners, as recently as 18 months ago:
- Recruiting isn’t good enough.
We recently released a few major enhancements to LinkedIn Recruiter. As a former recruiting manager who talks with talent acquisition professionals daily, I wanted to highlight three new features designed to help you be better at what you do.
1. Inside Opinion
With a rapidly growing number of LinkedIn Recruiter customers now forging ahead with new talent pipelining capabilities, we’re seeing some common themes for getting the most out of these new tools. Many are sharing unique success stories on how pipelining is changing the way they view the world of talent, even before the prospects hit their official ATS radar. Building a targeted pipeline of prospective candidates has some clear benefits, such as zeroing in on the right talent well before reqs are even opened; generating an ongoing line of communication with those prospects; and ensuring your sourcing efforts don’t go to waste when a candidate isn’t initially the perfect match.
Our own internal pipelining experts have put together some practical tips to help others fully embrace the opportunity. As you kick off your own pipelining efforts, you may already be employing some of these approaches, but others may spark some creative and useful tactics to get your recruiting teams moving with purpose and efficiency.
As a charter customer of Talent Pipeline, PepsiCo was fortunate to be one of the first six companies on the planet to experience LinkedIn’s new product. So far, the recruiters have been raving about this tool and love using it.
As with any new product install, there are best practices you should follow to get the strongest results for your recruiting team. Below are five tips that helped us get up and running fast so that our recruiters could easily adopt and leverage the system.
Think you need deep experience to ace passive candidate recruiting? Not at all. Jacqueline Benedetti has been with Toronto-based Tim Hortons for about five years, first in Operations and now in HR as a Talent Acquisition Specialist. She’s been formally recruiting for less than a year, yet had some of the highest InMail response rates among LinkedIn’s global customers in the last 12 months. This fourth interview in our series is a good reminder that respect and common courtesy are at the core of successful passive candidate recruiting.
Why does Tim Hortons focus on recruiting passive candidates?
The best people won’t always come to us, so we need to go to them. Looking to other industries is one way we bring in the best talent. But it’s not just about recruiting them – it’s also about networking. We want them as contacts regardless, because they can often refer other candidates or be sources of information.