Love is in the air this week and at LinkedIn, there’s one group of people we’re loving more than ever: the recruiters who transform their companies through the talent they hire.
Why do we love recruiters? We could go on all day, but here are 10 reasons to get started:
LinkedIn Talent Connect 2012, the recruiting event of the year for our corporate customers, is about to sell out. Register by end of day tomorrow, Friday Oct. 5th, to attend in person. Don’t miss this opportunity to network with and learn from more than 2,000 talent acquisition professionals from around the world, including progressive recruiting leaders from Comcast, EMC, Genentech, J.P. Morgan, Johnson Controls, Microsoft, Mozilla, Tim Hortons, Walmart, and many more leading organizations.
For those unable to make the trip to Las Vegas, we will live stream key sessions (details below).
The top ranked session at the recent LinkedIn InToronto conference was Randstad VP Glen Cathey’s talk on how to find “hidden talent pools” on LinkedIn. Are you finding the best candidates, he asked, or just the most accessible profiles?
The highly respected speaker and author of the acclaimed Boolean Black Belt blog likened LinkedIn Recruiter to a race car, and stated that if everyone has an equally powerful car, the race will be won by the most skillful driver.
Note: the $895 early bird rate for Talent Connect Vegas expires at 11.59pm PT on Tuesday, August 14th. Sign up today to get the best rate!
With just 58 days to go until Talent Connect 2012 opens in Las Vegas, there are already multiple attendees who will be at their third successive LinkedIn customer conference, meaning they were at our inaugural Talent Connect in November 2010 and as well as our second conference in October 2011. Last week I asked several of them what they were most looking forward to this time around.
What’s easy: knowing you need a passive candidate recruiting strategy to acquire top talent. What’s difficult: securing the resources necessary to actually define and implement that strategy.
So, how do you make the case? We asked LinkedIn Recruitment Product Consulting Manager Mark Freeman, who advises customers on how to maximize their LinkedIn investment. Through his extensive experience as both recruiter and consultant, Mark has worked with companies in all stages of passive candidate recruiting adoption. Below he offers advice on how to sell the need for recruiting passive talent in the first place, and how to measure and track its effectiveness.