SlideShare une entreprise Scribd logo
1  sur  39
Télécharger pour lire hors ligne
Words of wisdom from the recruiting front lines
We asked recruiters and recruiting leaders around the world to
share their top priorities, biggest mistakes, and best career advice.
Here’s what they said.
What’s your top
talent acquisition priority
in 2015?
Cracking the passive pool and
hiring the best sales people and developers.
Matthew Jeffery
Head of Global Sourcing & Employment Branding, SAP
Being seen, being found and gaining share. I want to grow
our employer brand and really bring to life the Diageo culture
externally to attract the best talent. I want to create a source
of competitive advantage for my organisation through the
work we do. I want my team to be proud of their contribution
to the success of Diageo and ultimately I want them to love
what they do.
Claire Macintyre
VP, Global Resourcing, Diageo
Talent Branding initiatives are my top priority this year. We are
crafting strategies around providing the outside world an
inside glimpse on who we are as a company, our culture and
why we are an employer of choice. We are especially excited
about our career video project which should be completed
this summer.
Tara De Jonge
Global Talent Acquisition Manager, 2020
What excites you most
about your job?
We spend all day talking to candidates and future
employees…helping people find the roles and environments
where they can thrive and do the best work.
Claire Macintyre
VP, Global Resourcing, Diageo
I love to work in a position that has a deep impact upon the
organization as well as in the life of individuals…you can
change someone’s life by changing their job.
Daniela Dall'Acqua
Head of Talent Acquisition, Pfizer
9
The most exciting part of my job is the challenge of the hunt.
When I get a new position to work on, I’m chomping at the bit to
start screening profiles and get on the phone.
Dylan White
HR Recruitment Consultant, SAP
10
Industry knowledge that I learn and pick up on a daily basis
through research and interviews.
Stacy Zeller
Recruiter, BP
11
Seeing the professional growth of those I have been able to
work with and helping to connect people to their next
opportunity of a lifetime is definitely something that keeps me
passionate about recruiting.
Matt Tague
Global Talent Market Strategist & Principal Recruiter, LinkedIn
12
Stretch assignments that push you out of your comfort zone
are excellent ways to add tools in your tool box and further
expand on your growth and development.
Tara De Jonge
Global Talent Acquisition Manager, 20-20 Technologies
What are your tips for
closing candidates faster & getting
a better candidate acceptance rate?
Many recruiters often have the compensation discussion at the
beginning of the recruiting lifecycle and do not revisit the topic
until much later in the process…Be overly persistent about
keeping up with the candidate’s other interview activity and
potential offers. A candidate’s target salary can be extremely
fluid throughout an end-to-end cycle, and it’s important to
remain current on what it will take to get the deal done.
Dylan White
HR Recruitment Consultant, SAP
I believe that when candidates do not accept offers it usually
comes down to the recruiter focusing more on the me rather
than the we...Always ask why. This will help you understand
what your candidate is really thinking.
Matt Tague
Global Talent Market Strategist & Principal Recruiter, LinkedIn
If you are thorough on the front end and address all of the
candidate needs, provide them with accurate information,
positive experience, then you shouldn’t have a difficult time
closing on the back end.
Stacy Zeller
Recruiter, BP
Who & what do you turn to as
resources for doing your job better?
I always ask my team for ideas on how can we do our job
better. We conduct hundreds of recruiting processes every year,
and my team always has ideas about how to improve the
process and make it more efficient. I also constantly learn from
the candidates. During the interview, you learn a lot not only
about the candidate but about the market as well…Finally,
consistent feedback is very important not only to the candidate
but also for us as recruiters. We send satisfaction surveys to
candidates and clients to get ideas about how we can improve.
Daniela Dall'Acqua
Head of Talent Acquisition, Pfizer
I rely on hiring managers, organizational leadership, networking
and research. Connecting and learning with hiring managers is a
greatly undervalued tool in recruiting…Organizational leadership
is also key to becoming a great recruiter in the sense that they
have a vast background of experiences to share with you and
have a lot of hacks to offer in your daily routines. In terms of
networking, I never pass up the opportunity to attend a relevant
technology or recruiting conference and I try to make as much
time to attend Technology User Groups or MeetUp.com events.
Dylan White
HR Recruitment Consultant, SAP
Joining relevant groups on LinkedIn is also a great way to get
a pulse on what is of interest to your area of focus.
Matt Tague
Global Talent Market Strategist & Principal Recruiter, LinkedIn
I’m always looking for ways to learn, grow and elevate my team
to be great. I attend relevant webinars, read white pages and
participate in recruitment specific conferences such as Talent
Connect, as much as I can. Using these mediums to learn from
other likeminded professionals who share my passion is a
great way to gain insight on recruitment best practices. Just
because something is working well doesn’t mean you can’t
learn new ways of making it even better.
Tara De Jonge
Global Talent Acquisition Manager, 20-20 Technologies
What are your tips for becoming
a better sourcer or recruiter?
The number one complaint is the lack of proper feedback. My
team and I try to minimize this by tracking the applicants and
making sure that they receive timely feedback and have open
channels of communication with us.
Daniela Dall'Acqua
Head of Talent Acquisition, Pfizer
24
Research is key…Look up acronyms, try to find informational
YouTube videos, and don’t be afraid to ask candidates to
explain concepts or complex ideas about their discipline that
you might not fully understand.
Dylan White
HR Recruitment Consultant, SAP
25
Research and pay attention to the market. I spend quite a bit of
time following competition and financial markets to pick up on
potential challenges and opportunities.
Stacy Zeller
Recruiter, BP
26
Lead with data. LinkedIn allows you to understand so much
about any talent pool you might be interested it. Using this data
to influence and advise is becoming a must have skill for
sourcers and recruiters.
Matt Tague
Global Talent Market Strategist & Principal Recruiter, LinkedIn
27
What was a mistake or
difficult situation you learned from?
I learnt a great deal when implementing our new talent
engagement framework. Leading a team of people through
change is very different than coaching them through. I learnt
the importance of good communication — don’t assume it is
happening how you planned it to or that people fully
understand it…you need to over invest in this area.
Stacy Zeller
Recruiter, BP
A difficult situation I learned a lot from was coming to the
realization that I belonged in recruiting, not sales. Although
they both share a lot in common in the sense that you are
selling someone on something, they are very different…It took
me a while to realize that instead of cold calling and selling
staffing services, my passion was working directly with the
candidates to improve their careers and job satisfaction.
Dylan White
HR Recruitment Consultant, SAP
Falling for the seductive words of the armchair consultants in
this industry. Those people with self promoted brands and
egos bigger than their list of achievements. You know the
people. Never enacted what they preach. Like driving
instructors who can't drive!!! Classic armchair football
managers. Social Media and the conference circuit has
allowed the rise of the 'Power Egos.' Research wisely who you
trust to advise you.
Matthew Jeffery
Head of Global Sourcing & Employment Branding, SAP
Prioritizing all of the information and technology available,
sticking to a few, and using them really well. You can search
endlessly with the technologies available, but having a
strategy and prioritizing your efforts helps tremendously, is
still something I struggle with.
Stacy Zeller
Recruiter, BP
When I first started my career in recruiting and was eager to
show results, I can think back to several placements that were
not the right match for the person who took the role or the
company that hired them. Understanding that just because I
could place someone into a particular role doesn’t mean that it
is the right thing to do for that person’s future success is an
important lesson I have never forgotten.
Matt Tague
Global Talent Market Strategist & Principal Recruiter, LinkedIn
How does LinkedIn help you?
I use LinkedIn for sourcing, social media, and self-admittedly, to
keep tabs on who has looked at my profile…I would estimate that
I spend an average of 20 hours a week in LinkedIn recruiter to
source talent and 5 hours a week utilizing LinkedIn as a social
network — sharing articles, making connections, and mining
through my newsfeed. I find the intellectual content shared on
LinkedIn to be a breath of fresh air from some of the superfluous
stuff you see on Facebook.
Dylan White
HR Recruitment Consultant, SAP
I check LinkedIn daily, and usually several times throughout
the day. Use it to search, market, and follow industry and
recruiter related news.
Stacy Zeller
Recruiter, BP
Both Linkedin.com and LinkedIn Recruiter are fully integrated
throughout most of my workday. Without these tools, I literally
could not do my job. One of my favorite quotes is: ‘If I
recruited for a company and they took away LinkedIn, I would
quit.’ Although there is little chance of that happening at
LinkedIn, that is how strongly I feel about the platform when it
comes to my work as a recruiter.
Matt Tague
Global Talent Market Strategist & Principal Recruiter, LinkedIn
LinkedIn isn’t an option in my view, it’s a necessity. Through
search and InMail features, LinkedIn gives unprecedented
access to both the active and passive workforce, tools I didn’t
have access to in my early recruitment days. Recruitment
trends today revolve around everything social media related.
Businesses need to leverage sites like LinkedIn and invest in
good Talent Branding strategies in order to remain
competitive and attract the new generation of job seeker.
Tara De Jonge
Global Talent Acquisition Manager, 20-20 Technologies
Learn more:
Download now

Contenu connexe

Plus de LinkedIn Talent Solutions

Driving Change: How to Create a More Equitable and Inclusive Workplace.
Driving Change: How to Create a More Equitable and Inclusive Workplace.Driving Change: How to Create a More Equitable and Inclusive Workplace.
Driving Change: How to Create a More Equitable and Inclusive Workplace.LinkedIn Talent Solutions
 
Shaping Your 2021 Talent Strategy: Asia Pacific Event
Shaping Your 2021 Talent Strategy: Asia Pacific Event Shaping Your 2021 Talent Strategy: Asia Pacific Event
Shaping Your 2021 Talent Strategy: Asia Pacific Event LinkedIn Talent Solutions
 
The future of recruiting: How COVID-19 is transforming hiring
The future of recruiting: How COVID-19 is transforming hiringThe future of recruiting: How COVID-19 is transforming hiring
The future of recruiting: How COVID-19 is transforming hiringLinkedIn Talent Solutions
 
Shaping Your 2021 Talent Strategy: North America Event
Shaping Your 2021 Talent Strategy: North America EventShaping Your 2021 Talent Strategy: North America Event
Shaping Your 2021 Talent Strategy: North America EventLinkedIn Talent Solutions
 
Shaping Your 2021 Talent Strategy: EMEA and Latin America Event
Shaping Your 2021 Talent Strategy: EMEA and Latin America EventShaping Your 2021 Talent Strategy: EMEA and Latin America Event
Shaping Your 2021 Talent Strategy: EMEA and Latin America EventLinkedIn Talent Solutions
 
Insights on Talent Management from Europe, the Middle East and Latin America
Insights on Talent Management from Europe, the Middle East and Latin AmericaInsights on Talent Management from Europe, the Middle East and Latin America
Insights on Talent Management from Europe, the Middle East and Latin AmericaLinkedIn Talent Solutions
 
Moving Forward Together: Insights on Talent Management from Asia Pacific
Moving Forward Together: Insights on Talent Management from Asia PacificMoving Forward Together: Insights on Talent Management from Asia Pacific
Moving Forward Together: Insights on Talent Management from Asia PacificLinkedIn Talent Solutions
 
Moving Forward Together: North American Insights on Talent Management
Moving Forward Together: North American Insights on Talent ManagementMoving Forward Together: North American Insights on Talent Management
Moving Forward Together: North American Insights on Talent ManagementLinkedIn Talent Solutions
 
Quarterly Product Release Webinar: Discover our Fall 2019 Product Enhancements
Quarterly Product Release Webinar: Discover our Fall 2019 Product EnhancementsQuarterly Product Release Webinar: Discover our Fall 2019 Product Enhancements
Quarterly Product Release Webinar: Discover our Fall 2019 Product EnhancementsLinkedIn Talent Solutions
 
Quarterly Product Release Webinar: Summer Edition
Quarterly Product Release Webinar: Summer EditionQuarterly Product Release Webinar: Summer Edition
Quarterly Product Release Webinar: Summer EditionLinkedIn Talent Solutions
 
Gender Insights Report: How Women and Men Find Jobs Differently
Gender Insights Report: How Women and Men Find Jobs DifferentlyGender Insights Report: How Women and Men Find Jobs Differently
Gender Insights Report: How Women and Men Find Jobs DifferentlyLinkedIn Talent Solutions
 
How the number of women of leadership can impact overall gender balance
How the number of women of leadership can impact overall gender balanceHow the number of women of leadership can impact overall gender balance
How the number of women of leadership can impact overall gender balanceLinkedIn Talent Solutions
 
Quarterly Product Release Webinar: Spring Edition
Quarterly Product Release Webinar: Spring EditionQuarterly Product Release Webinar: Spring Edition
Quarterly Product Release Webinar: Spring EditionLinkedIn Talent Solutions
 

Plus de LinkedIn Talent Solutions (20)

Driving Change: How to Create a More Equitable and Inclusive Workplace.
Driving Change: How to Create a More Equitable and Inclusive Workplace.Driving Change: How to Create a More Equitable and Inclusive Workplace.
Driving Change: How to Create a More Equitable and Inclusive Workplace.
 
Shaping Your 2021 Talent Strategy: Asia Pacific Event
Shaping Your 2021 Talent Strategy: Asia Pacific Event Shaping Your 2021 Talent Strategy: Asia Pacific Event
Shaping Your 2021 Talent Strategy: Asia Pacific Event
 
The future of recruiting: How COVID-19 is transforming hiring
The future of recruiting: How COVID-19 is transforming hiringThe future of recruiting: How COVID-19 is transforming hiring
The future of recruiting: How COVID-19 is transforming hiring
 
Shaping Your 2021 Talent Strategy: North America Event
Shaping Your 2021 Talent Strategy: North America EventShaping Your 2021 Talent Strategy: North America Event
Shaping Your 2021 Talent Strategy: North America Event
 
Shaping Your 2021 Talent Strategy: EMEA and Latin America Event
Shaping Your 2021 Talent Strategy: EMEA and Latin America EventShaping Your 2021 Talent Strategy: EMEA and Latin America Event
Shaping Your 2021 Talent Strategy: EMEA and Latin America Event
 
How to Build a Diverse Talent Pipeline
How to Build a Diverse Talent PipelineHow to Build a Diverse Talent Pipeline
How to Build a Diverse Talent Pipeline
 
Insights on Talent Management from Europe, the Middle East and Latin America
Insights on Talent Management from Europe, the Middle East and Latin AmericaInsights on Talent Management from Europe, the Middle East and Latin America
Insights on Talent Management from Europe, the Middle East and Latin America
 
Moving Forward Together: Insights on Talent Management from Asia Pacific
Moving Forward Together: Insights on Talent Management from Asia PacificMoving Forward Together: Insights on Talent Management from Asia Pacific
Moving Forward Together: Insights on Talent Management from Asia Pacific
 
Moving Forward Together: North American Insights on Talent Management
Moving Forward Together: North American Insights on Talent ManagementMoving Forward Together: North American Insights on Talent Management
Moving Forward Together: North American Insights on Talent Management
 
Navigating the new world of work
Navigating the new world of workNavigating the new world of work
Navigating the new world of work
 
Virtual Event: How to Lead a Remote Team
 Virtual Event: How to Lead a Remote Team Virtual Event: How to Lead a Remote Team
Virtual Event: How to Lead a Remote Team
 
Intro to LinkedIn Talent Hub
Intro to LinkedIn Talent HubIntro to LinkedIn Talent Hub
Intro to LinkedIn Talent Hub
 
Future of Recruiting Webinar
Future of Recruiting WebinarFuture of Recruiting Webinar
Future of Recruiting Webinar
 
Quarterly Product Release Webinar: Discover our Fall 2019 Product Enhancements
Quarterly Product Release Webinar: Discover our Fall 2019 Product EnhancementsQuarterly Product Release Webinar: Discover our Fall 2019 Product Enhancements
Quarterly Product Release Webinar: Discover our Fall 2019 Product Enhancements
 
LinkedIn Talent Hub Webinar
LinkedIn Talent Hub WebinarLinkedIn Talent Hub Webinar
LinkedIn Talent Hub Webinar
 
Intro to LinkedIn Talent Hub
Intro to LinkedIn Talent HubIntro to LinkedIn Talent Hub
Intro to LinkedIn Talent Hub
 
Quarterly Product Release Webinar: Summer Edition
Quarterly Product Release Webinar: Summer EditionQuarterly Product Release Webinar: Summer Edition
Quarterly Product Release Webinar: Summer Edition
 
Gender Insights Report: How Women and Men Find Jobs Differently
Gender Insights Report: How Women and Men Find Jobs DifferentlyGender Insights Report: How Women and Men Find Jobs Differently
Gender Insights Report: How Women and Men Find Jobs Differently
 
How the number of women of leadership can impact overall gender balance
How the number of women of leadership can impact overall gender balanceHow the number of women of leadership can impact overall gender balance
How the number of women of leadership can impact overall gender balance
 
Quarterly Product Release Webinar: Spring Edition
Quarterly Product Release Webinar: Spring EditionQuarterly Product Release Webinar: Spring Edition
Quarterly Product Release Webinar: Spring Edition
 

Talent Professionals Tell All: Words of Wisdom from the Front Lines

  • 1. Words of wisdom from the recruiting front lines
  • 2. We asked recruiters and recruiting leaders around the world to share their top priorities, biggest mistakes, and best career advice. Here’s what they said.
  • 3. What’s your top talent acquisition priority in 2015?
  • 4. Cracking the passive pool and hiring the best sales people and developers. Matthew Jeffery Head of Global Sourcing & Employment Branding, SAP
  • 5. Being seen, being found and gaining share. I want to grow our employer brand and really bring to life the Diageo culture externally to attract the best talent. I want to create a source of competitive advantage for my organisation through the work we do. I want my team to be proud of their contribution to the success of Diageo and ultimately I want them to love what they do. Claire Macintyre VP, Global Resourcing, Diageo
  • 6. Talent Branding initiatives are my top priority this year. We are crafting strategies around providing the outside world an inside glimpse on who we are as a company, our culture and why we are an employer of choice. We are especially excited about our career video project which should be completed this summer. Tara De Jonge Global Talent Acquisition Manager, 2020
  • 7. What excites you most about your job?
  • 8. We spend all day talking to candidates and future employees…helping people find the roles and environments where they can thrive and do the best work. Claire Macintyre VP, Global Resourcing, Diageo
  • 9. I love to work in a position that has a deep impact upon the organization as well as in the life of individuals…you can change someone’s life by changing their job. Daniela Dall'Acqua Head of Talent Acquisition, Pfizer 9
  • 10. The most exciting part of my job is the challenge of the hunt. When I get a new position to work on, I’m chomping at the bit to start screening profiles and get on the phone. Dylan White HR Recruitment Consultant, SAP 10
  • 11. Industry knowledge that I learn and pick up on a daily basis through research and interviews. Stacy Zeller Recruiter, BP 11
  • 12. Seeing the professional growth of those I have been able to work with and helping to connect people to their next opportunity of a lifetime is definitely something that keeps me passionate about recruiting. Matt Tague Global Talent Market Strategist & Principal Recruiter, LinkedIn 12
  • 13. Stretch assignments that push you out of your comfort zone are excellent ways to add tools in your tool box and further expand on your growth and development. Tara De Jonge Global Talent Acquisition Manager, 20-20 Technologies
  • 14. What are your tips for closing candidates faster & getting a better candidate acceptance rate?
  • 15. Many recruiters often have the compensation discussion at the beginning of the recruiting lifecycle and do not revisit the topic until much later in the process…Be overly persistent about keeping up with the candidate’s other interview activity and potential offers. A candidate’s target salary can be extremely fluid throughout an end-to-end cycle, and it’s important to remain current on what it will take to get the deal done. Dylan White HR Recruitment Consultant, SAP
  • 16. I believe that when candidates do not accept offers it usually comes down to the recruiter focusing more on the me rather than the we...Always ask why. This will help you understand what your candidate is really thinking. Matt Tague Global Talent Market Strategist & Principal Recruiter, LinkedIn
  • 17. If you are thorough on the front end and address all of the candidate needs, provide them with accurate information, positive experience, then you shouldn’t have a difficult time closing on the back end. Stacy Zeller Recruiter, BP
  • 18. Who & what do you turn to as resources for doing your job better?
  • 19. I always ask my team for ideas on how can we do our job better. We conduct hundreds of recruiting processes every year, and my team always has ideas about how to improve the process and make it more efficient. I also constantly learn from the candidates. During the interview, you learn a lot not only about the candidate but about the market as well…Finally, consistent feedback is very important not only to the candidate but also for us as recruiters. We send satisfaction surveys to candidates and clients to get ideas about how we can improve. Daniela Dall'Acqua Head of Talent Acquisition, Pfizer
  • 20. I rely on hiring managers, organizational leadership, networking and research. Connecting and learning with hiring managers is a greatly undervalued tool in recruiting…Organizational leadership is also key to becoming a great recruiter in the sense that they have a vast background of experiences to share with you and have a lot of hacks to offer in your daily routines. In terms of networking, I never pass up the opportunity to attend a relevant technology or recruiting conference and I try to make as much time to attend Technology User Groups or MeetUp.com events. Dylan White HR Recruitment Consultant, SAP
  • 21. Joining relevant groups on LinkedIn is also a great way to get a pulse on what is of interest to your area of focus. Matt Tague Global Talent Market Strategist & Principal Recruiter, LinkedIn
  • 22. I’m always looking for ways to learn, grow and elevate my team to be great. I attend relevant webinars, read white pages and participate in recruitment specific conferences such as Talent Connect, as much as I can. Using these mediums to learn from other likeminded professionals who share my passion is a great way to gain insight on recruitment best practices. Just because something is working well doesn’t mean you can’t learn new ways of making it even better. Tara De Jonge Global Talent Acquisition Manager, 20-20 Technologies
  • 23. What are your tips for becoming a better sourcer or recruiter?
  • 24. The number one complaint is the lack of proper feedback. My team and I try to minimize this by tracking the applicants and making sure that they receive timely feedback and have open channels of communication with us. Daniela Dall'Acqua Head of Talent Acquisition, Pfizer 24
  • 25. Research is key…Look up acronyms, try to find informational YouTube videos, and don’t be afraid to ask candidates to explain concepts or complex ideas about their discipline that you might not fully understand. Dylan White HR Recruitment Consultant, SAP 25
  • 26. Research and pay attention to the market. I spend quite a bit of time following competition and financial markets to pick up on potential challenges and opportunities. Stacy Zeller Recruiter, BP 26
  • 27. Lead with data. LinkedIn allows you to understand so much about any talent pool you might be interested it. Using this data to influence and advise is becoming a must have skill for sourcers and recruiters. Matt Tague Global Talent Market Strategist & Principal Recruiter, LinkedIn 27
  • 28. What was a mistake or difficult situation you learned from?
  • 29. I learnt a great deal when implementing our new talent engagement framework. Leading a team of people through change is very different than coaching them through. I learnt the importance of good communication — don’t assume it is happening how you planned it to or that people fully understand it…you need to over invest in this area. Stacy Zeller Recruiter, BP
  • 30. A difficult situation I learned a lot from was coming to the realization that I belonged in recruiting, not sales. Although they both share a lot in common in the sense that you are selling someone on something, they are very different…It took me a while to realize that instead of cold calling and selling staffing services, my passion was working directly with the candidates to improve their careers and job satisfaction. Dylan White HR Recruitment Consultant, SAP
  • 31. Falling for the seductive words of the armchair consultants in this industry. Those people with self promoted brands and egos bigger than their list of achievements. You know the people. Never enacted what they preach. Like driving instructors who can't drive!!! Classic armchair football managers. Social Media and the conference circuit has allowed the rise of the 'Power Egos.' Research wisely who you trust to advise you. Matthew Jeffery Head of Global Sourcing & Employment Branding, SAP
  • 32. Prioritizing all of the information and technology available, sticking to a few, and using them really well. You can search endlessly with the technologies available, but having a strategy and prioritizing your efforts helps tremendously, is still something I struggle with. Stacy Zeller Recruiter, BP
  • 33. When I first started my career in recruiting and was eager to show results, I can think back to several placements that were not the right match for the person who took the role or the company that hired them. Understanding that just because I could place someone into a particular role doesn’t mean that it is the right thing to do for that person’s future success is an important lesson I have never forgotten. Matt Tague Global Talent Market Strategist & Principal Recruiter, LinkedIn
  • 34. How does LinkedIn help you?
  • 35. I use LinkedIn for sourcing, social media, and self-admittedly, to keep tabs on who has looked at my profile…I would estimate that I spend an average of 20 hours a week in LinkedIn recruiter to source talent and 5 hours a week utilizing LinkedIn as a social network — sharing articles, making connections, and mining through my newsfeed. I find the intellectual content shared on LinkedIn to be a breath of fresh air from some of the superfluous stuff you see on Facebook. Dylan White HR Recruitment Consultant, SAP
  • 36. I check LinkedIn daily, and usually several times throughout the day. Use it to search, market, and follow industry and recruiter related news. Stacy Zeller Recruiter, BP
  • 37. Both Linkedin.com and LinkedIn Recruiter are fully integrated throughout most of my workday. Without these tools, I literally could not do my job. One of my favorite quotes is: ‘If I recruited for a company and they took away LinkedIn, I would quit.’ Although there is little chance of that happening at LinkedIn, that is how strongly I feel about the platform when it comes to my work as a recruiter. Matt Tague Global Talent Market Strategist & Principal Recruiter, LinkedIn
  • 38. LinkedIn isn’t an option in my view, it’s a necessity. Through search and InMail features, LinkedIn gives unprecedented access to both the active and passive workforce, tools I didn’t have access to in my early recruitment days. Recruitment trends today revolve around everything social media related. Businesses need to leverage sites like LinkedIn and invest in good Talent Branding strategies in order to remain competitive and attract the new generation of job seeker. Tara De Jonge Global Talent Acquisition Manager, 20-20 Technologies

Notes de l'éditeur

  1. Alt3 – copy to other region ppts or delete