- LinkedIn members forward jobs to their relevant connections
- Quality professionals who may not publish their resume anywhere else
Also, check out Libby’s Brand for Talent blog to learn more about building a talent brand. Guest speaker Libby Sartain shares how to create a talent brand to get the right people at the right time
Join us at 9:00 am PST (12:00 pm EST) on Oct 29th for a free webcast presentation on creating talent brands.
This is the first in a series of posts aimed at helping HR teams encourage effective use of social media among their employees. As I’d mentioned in my earlier post, many professionals are slowly realizing the importance of building their personal brand with an online presence on social and professional networks. Not only does that kind of behavior help build their own professional brand, but if done right it could also help solidify their company’s brand in the eyes of potential recruits.
The first step in ensuring that they will contribute positively to building your employment brand – and corporate brand – is to establish and share internal social media guidelines.
LinkedIn is quickly making inroads into the largest companies in the US. As of Aug. 2009, 40% of Fortune 100 companies are using LinkedIn Talent Advantage recruiting solutions to source and hire candidates. This is impressive considering that LinkedIn Recruiter, its flagship product, was only introduced in Feb 2008.
You may be surprised at the diversity of LinkedIn customers. These Fortune 500 customers represent every industry category and include companies such as Kraft (Consumer Products), Lockheed Martin (aerospace), EMC (technology), Intuit (Software), Allstate (insurance), and ConAgra (Food & Beverage). These companies are sourcing passive talent directly using LinkedIn Recruiter.
LinkedIn is the #1 resource for passive candidates, but it’s also a prime destination for active job seekers, too. And providing a simple and direct way for them to apply for your open positions will help you fill your reqs faster. This is why every posting on the LinkedIn Jobs Network features an Apply Now button prominently at the top of the page, but what happens when applicants click that button can determine whether they actually follow through and apply.
Some recruiters choose to send applicants to their company’s career page (i.e http://www.companyx.com/careers), where the job seeker must search again for the job they already found on LinkedIn. But this method puts a barrier between the applicant and the application, thus some job seekers may not follow through, regardless of how qualified they may be.
Finding the best URL to enter in the Applicant Routing field of your job post can be tricky. Not every ATS makes this easy. Try each of the following methods and use the one that provides you with the optimum URL . Method #1
This method will apply to the vast majority of ATS systems