Social networks are the fastest growing source of high-quality human resources.
In the past ten years, recruitment experienced more change than ever before in the past 40 years. Most recruiters who are successful adopt and develop the principles of modern human resource management as recruitment is becoming more social.
Recruitment is an increasing social phenomenon because with the emergence of social media, many opportunities for businesses and individuals have been created.
Nowadays, the company's relations (within and outside networks) are more important than they were ever before. A survey conducted among 3300 HRM directors in 19 countries showed that these sources grew by 11%.
Companies are literally competing in creating Facebook pages and Twitter accounts. However, many have overlooked LinkedIn, which, at its core is an inter-company side and four times more effective than Facebook or Twitter.
LinkedIn has recently transformed the way companies recruit, market, and sell
The survey showed that 73% of recruiters in French use, at least, one account on social networks for professional purposes. The main reasons to use social networking sites to search for staff is to increase the number of applications and reach the target or desired candidates. Half of them also use social networks for checking candidates - their network of contacts, publications, and recommendations.
When searching for candidates, they do not look for executives; on the contrary, social networks are most commonly used in the search for non-managerial staff (66.4%). Also interesting are the research findings that as many as 33.5% of employers have already excluded a candidate from the selection procedure due to information, photographs, or content in their profile or online.
Should I be present on LinkedIn?
Through LinkedIn, recruiters have access to the largest database, which allows them to find and explore profiles and to find the right talents and candidates.
LinkedIn will not only help you learn who works for a certain company, but also who already worked there, where they went to school, how much experience they have, what customers recommended them, and much more.
It offers excellent access to more top talents than any other source, thus providing the tools, technology, and information they need.
In today's business world, successful recruitment begins with you, and your professional online brand is crucial. LinkedIn can help you develop it.
Your profile is often the first interaction a candidate has with your business, so it should be inspiring. Think about why you are the HR manager, how many careers you have transformed, and which organizations you co-created.
The more you have to say about who you are and what your business does, the easier it is for applicants to cooperate with you and the company. Does your personal LinkedIn profile reflect this? If not, you are losing a great opportunity for yourself, your company, and your candidates.
Are you currently looking for a new job? Do you want others to contact you about interesting jobs and business opportunities? Then it is time to create your LinkedIn account and grow your online status.
Here are Five Main Things Your French Recruiter Might Seriously Look at on Your LinkedIn Profile:
On LinkedIn, there are “endorsements” and “recommendations.” Endorsements are easier to collect, since they were created as a way for LinkedIn to encourage activity on the platform. These are important in helping recruiters fill lower- and mid-level positions, according to Time.
However, “recommendations” are more difficult to get; you usually have to ask someone to write them for you, perhaps in return for a recommendation that you write for them. Perhaps this is why recommendations are important with companies. In the eyes of recruiters, they act as formal references and could be the difference between getting the job and not.
Ask for recommendations from a supervisor or boss, preferably. It’s customary to do this when leaving a position, but is also important if you’re sticking around. Ask a coworker if you don’t feel comfortable asking your boss.
A current research revealed that when investigating a potential candidate’s LinkedIn profile, recruiters spend 19% of their time looking at the profile photo. It is, therefore, essential that you make the most of the visual power of your LinkedIn profile and reflect yourself in the best and most professional manner possible.
Don’t forget to take advantage of your custom background image too. Upload a photo of you taking center stage for the instant “this is me” effect. Do not show off selfies, as they will reduce your chances of getting the job. Make sure you choose the best photo/image that truly reflects who you are in your career – the one that portrays your most confident and capable self. As nicely said by a top recruiter Alan Murphy, Recruitment Consultant from Sigmar Recruitment says:
“You need to ensure the picture is professional, the company wants to see you as you would be in a work environment not out with your mates!”
3. The Stuff you share (and at what frequency)
LinkedIn is no place to be timid, and now it’s time you start taking advantage of this powerful platform to showcase your work and add rich, visual media to your profile. For example, you can add text or video to your summary and individual job sections and education section (this is a great way to show examples of the marketing work you have completed).
The LinkedIn Portfolio also allows your network to ‘like’ and discuss your portfolio updates (great for getting your work seen by those who matter). And it’s easy too – all you have to do is click ‘Edit’ on the relevant section and upload your content from your hard drive or from another popular site.
Cecilia Desmond, Recruitment Consultant from Morgan McKinley said:
“Display your work: If you have worked on projects you’re proud of, a website, a blog or video production – you can link examples of your work to your profile – it’s advantageous both for the recruiter to gain an insight into your style and interests and of course it will increase your exposure.”
4. Your Connections (Who you know matters)
A quick glance of your LinkedIn profile can give recruiters a deep insight into how serious you are about the industry. For example, they can check your connections, the influencers you’ve chosen to follow, and the groups you’ve chosen to join. If you’re looking to demonstrate passion (and you should be doing just that) you need to ensure that you’re following and engaging with the right people.
Create a list of your favorite leaders and the most inspirational people in your industry – and then seek to follow, engage, and connect with them. Are you desperate to stand out? Contribute your thoughts, opinions, and content to relevant groups to get seen by those who matter (including recruiters).
Keith O’Connor, Marketing Manager From Alternatives Says:
“It’s important to be strategic in the groups and companies you follow on your profile page, ensure these interests reflect your career path.”
5. Similarities Between Your Résumé & LinkedIn Work experience.
Although there are important differences, there are some obvious similarities that should be mentioned – namely, accomplishment statements, the importance of keywords, and formatting.
Excellent résumés and LinkedIn profiles include quantified accomplishments in the experience sections. Numbers, dollars, and percentages speak loud and clear to recruiters and employers. People who only list the duties they performed at their previous organizations rather than prove their value through accomplishments lose out in the battle for interviews.
Another crucial consideration are the keywords and phrases that match a particular job description. The proper and frequency of keywords propels your résumé to the top of the pile that an applicant tracking system (ATS) deems worth reading. Similarly, keywords are essential to being found by recruiters/employers calling for talent on LinkedIn.
The format of both documents should be in a chronological order. How you choose to list your title, company, location, and dates of employment on your LinkedIn profile may be different from how you put this information on your résumé. LinkedIn wisely chose the chronological format as the structure for the Experience section.
An executive Résumé Writer, Laura Smith-Proulx believes the more relevant information, the better, particularly when you’re trying to differentiate yourself from other executives. She writes:
“The key to a strategic message in your CFO résumé is to do MORE with the details – taking the hard facts of budgets managed, teams directed, or cost savings achieved to fold in personal brand messages.”
The differences between the Employment sections of the résumé and LinkedIn profile are not as noticeable as the differences between the Summary, but it is important to take this section seriously.. To create an effective inbound marketing, you must help potential employers find you.
6. Bonus: Incomplete LinkedIn Profile
I cannot stress the importance of having a complete LinkedIn profile. According to LinkedIn, people with complete LinkedIn profiles are 40 times more likely to receive opportunities through LinkedIn.
Talk about an opportunity!
If you have an incomplete Linkedin profile, your profile will be ranked lower or not appear at all in online search engines like Google, Bing, etc. But with a complete profile, you will definitely increase your chances of getting found by recruiters and other talent scouts who are surfing your name or who are looking for skills and expertise that you have mentioned on your profile.
In conclusion, your LinkedIn profile is NOT just your online resume.
It is much more than that.
Your LinkedIn profile is your billboard to the world of the largest business network and continuous job fair on earth. Pay attention to these 5 Main Things Your French Recruiter Might Seriously Look At On Your LinkedIn Profile.
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