Recruiting from Scratch on LinkedIn: Hires in < 1 month, say hello to RFS' Sourcing Lead, and this week's… (2024)

It is important to know where your ideal candidates are and make them want to join your team. Learn how to position your business in the best way possible to attract top talent! ❗Read the full blog here 👉 https://lnkd.in/eYjCBBkT

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⭐New Product Feature Alert ⭐ Reach a broader audience when recruiting.Time to supercharge your recruitment process! Unveil a world of possibilities using keywords to text, QR codes, and shareable links - Directing more candidate traffic to your openings. It is not just efficiency; track your successful campaigns and let your recruiters focus on what they do best. Embrace the future of recruiting today!

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I've said it before and I'll say it again - our customers are the best!In an effort to transform good to great (or great to elite), we are often asked how sourcing efforts stack up relative to others.The answer is no longer 'long as a piece of string' - sure, there may not be a defined open rate target to work toward, but the answer lies in 1) pulse checking your performance and 2) gleaning insights from outbound that could inform your inbound strategy.Ashby's new Talent Trends Report digs into all of this rich data. From sourcing benchmarks to trends, it uncovers:-How emails perform across sourcing campaigns-How this varies (or doesn't) given the day of week or hour of day-Where sourcers are investing their time https://hubs.li/Q02nfcKm0

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A weird thought popped into my head yesterday, "Why do we keep building more features on Recruiter Insider"?It was weird because I am not shy about the fact that our platform is the most sophisticated feedback platform globally for recruitment agencies but that's not the reason or the goal.The reason took 2 seconds to realise, it's because feedback is an asset and we want our clients to get the most value from their feedback data.Due to our unique data sets we are able to build features that no one else can. We are able to provide insights into the hiring process that no one else can.Even after 6 years we are still uncovering gold nuggets of insights that then turn into new features and add further value to our clients. Greater value equals greater return for our clients.That's the reason, that's our product proposition, to continue to add value to our clients. And we are not done yet!

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I often speak with Ashby customers aboutthe effectiveness of their sourcing practices.Although there isn't a specific target open rate to aim for, evaluating your results or drawing lessons from outbound efforts to enhance your inbound strategy can prove beneficial.Our new Talent Trends Report digs into all of this. From sourcing benchmarks to trends, it uncovers - ✉️how emails perform across sourcing campaigns✉️how this varies (or doesn't) given the day of week or hour of day✉️where sourcers are investing their time Read it all here:https://hubs.li/Q02nfcKm0

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⭐New Product Feature Alert ⭐ Reach a broader audience when recruiting.Time to supercharge your recruitment process! Unveil a world of possibilities using keywords to text, QR codes, and shareable links - Directing more candidate traffic to your openings. It is not just efficiency; track your successful campaigns and let your recruiters focus on what they do best. Embrace the future of recruiting today!

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Over the last week, we have been reading the new Eploy UK Candidate Attraction Report. 📊 Have you seen it? If not, no worries, just check out the link in the post! 😉It should come as no surprise, but the report shows that companies who keep track of how well their hiring channels are working, find better candidates, and more of them! Yet, from our own experience, we know that a lot of companies are still struggling with this - for a number of reasons. If you’re one of those companies then hopefully this insight will help you address this. And the good news is, it's actually pretty simple!First, decide what's important to you - things like how long it takes to hire someone, how diverse your candidates are, and where your best hires come from. ✅Then, keep an eye on these numbers and use what you learn to make smart choices about where to spend your hiring budget. 💰Now, a lot of companies out there still rely on job boards. 📋 And while job boards are great, it's important to have a bigger plan that includes things like social media, programmatic, pay per click and aggregators that help you reach people who might not be actively looking for a job. 🎯When you combine this with an awesome employee referral program like we talked about yesterday, you'll be able to find, attract, and hire the best talent out there! 🌟If you need any help measuring how well your hiring channels are working, or if you want to create a killer hiring strategy, GMZTAlent is here for you! We offer all kinds of services to make your hiring process the best it can be.

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⭐New Product Feature Alert ⭐ Reach a broader audience when recruiting.Time to supercharge your recruitment process! Unveil a world of possibilities using keywords to text, QR codes, and shareable links - Directing more candidate traffic to your openings. It is not just efficiency; track your successful campaigns and let your recruiters focus on what they do best. Embrace the future of recruiting today!

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⭐New Product Feature Alert ⭐ Reach a broader audience when recruiting.Time to supercharge your recruitment process! Unveil a world of possibilities using keywords to text, QR codes, and shareable links - Directing more candidate traffic to your openings. It is not just efficiency; track your successful campaigns and let your recruiters focus on what they do best. Embrace the future of recruiting today!

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"So... is that good?" When the report is the product (it is), we talk about metrics a lot.Impressions.Clicks. Apply starts. Completed applications. Quality applications. Early in the relationship, clients will usually ask the above question... is that good? And how do we know? Benchmarks - that's how. Industry-specific benchmarks help us work with clients to "beat the market." Often, we will ask questions like:Are you married to that job title? Have you thought of making benefits more prominent in the job description? Would you consider different ways of reaching your candidates? Is your employer brand reflective of reality? With over a billion ( 😲 ) dollars being deployed and tracked on our platform, we have a unique opportunity to give insight on performance. Come join us on Tuesday, January 23rd for the yearly unveiling of the metrics.

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