“Research has shown that keeping talent ‘warm’ now can save them up to half their recruitment costs in the future and save them a lot of time. Followers apply 3x faster for vacancies at companies they already follow. In addition, the involvement of these future employees is often already very high.” These are figures that companies should definitely do something with.
The suitable candidate is often already in the network
Recruiters, and the entire team/department they are recruiting for, should ideally be present on LinkIn. This email data makes it much easier to be found by the candidate searching. From my experience at Deloitte, this had another positive side effect: colleagues not only came into contact with new employees, but also with new clients.
A well-fill LinkIn profile is not only essential for professionals themselves, who will be the Lena Olivier believes. “Employers would also do well to encourage their employees to be representatively represent here. After all, employees are the calling card of companies and their profiles say a lot search engine optimization mails about an organization: what activities are part of a job, what is the company culture like and
A perhaps most importantly:
Once the hiring managers and the teams that have a vacancy have their richly fill in personal profiles ready, simple question: what is infrar therapy us for? are connect with (former) colleagues, fellow professionals and students and peers from outside the organization, such a team often turns out to have gold in its hands. The only thing that still nes to happen is a recruiter who takes the initiative to organize an evening to get the entire team together, have them log in to LinkIn and have them search their networks bas on the vacancy text. There is a good chance that the suitable candidate is already in those networks.)