Recruitment is itself a multifaceted task in which candidate sourcing is a huge challenge comprising of identification, assessment and engagement of talented candidates through positive recruiting methodologies. HR department has to go locate potential candidates through various channels, online and offline. If candidate sourcing is the area which always gives your organization an unsteady experience, the subsequent points would help you know them:
Short and Sweet
Keep the message under 500 characters to improve the response rates on InMails. Candidates must be already receiving many mails and if your mail is also one of long written mails, it would do no wonder. Keep your mails shorter to grab an immediate attention.
Group Think
If you want to avoid common InMail limitations, you need to connect with groups that might be interested. This way, you can connect with a LinkedIn Group and send a message to a member regarding a job opportunity.
Search Term
When you are making any search on LinkedIn, try to experiment different ways to spell your titles. For example, music director might be listed as music dir, or music directr. Moreover, try to shuffle the title phrases like you can search “Team Leader” as “Leader Team”, “Leader of Team etc.
Search Unsearched
Recruiters usually approach candidates appearing on the initial search results. Candidates appearing on the initial pages must be already bombarded with mails. Try to target people appearing after tenth page. Probably, they don’t match with your search terms most appropriately, but they might turn into your potential candidates.
Hope that the above-mentioned points would help you in your candidate sourcing strategies when it comes to Linkedin!
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