Going Beyond LinkedIn: How Smart Recruiters Find Today’s Candidates
What’s the best way to reach job hunters in these and other industries traditionally under-served by LinkedIn’s business professional network? Furthermore, what part do new tools like “informational transparency” play in helping job seekers everywhere become more engaged and more qualified candidates? There are plenty of recruiting tools out there. Let us help you learn more about them. Thanks for joining.
Many recruiters think that linkedin is their only option when it comes to finding the best candidates. Why would we only limit ourselves to one site? There are so many options out there. A truly great recruiter does not only look at one candidate. Recruiters have to weigh their options. The best candidate out there may not even have a linkedin profile. This may not bode well for people applying for engineering jobs – but maybe that’s not what you’re looking for. If you are a sourcer, then it might bode well to be resourceful.
- How to expand your talent pool beyond LinkedIn’s limited audience
- How to influence job seekers at the point of career decision*
- The importance of “informational transparency” in raising applicant quality and engagement
*48% of candidates use Glassdoor during a job search; 95% cite employer reviews (by former and current employees) as influential in that process.
Mike Walsh, Sr. Product Marketing Manager, Glassdoor
Mike helps shape Glassdoor's employer products to best meet the needs of today's talent acquisition leaders and educate companies on how to effectively manage their brand to attract and retain top talent.
Matt Charney, Executive Editor, Recruiting Daily
Matt oversees editorial strategy and content marketing for RecruitingDaily’s portfolio of online properties. Prior to joining RecruitingBlogs, Matt served in marketing leadership roles at leading HR technology companies.