![]() ![]() “The recruiter role has changed phenomenally over the last ten years. ![]() The ability of recruiters to really understand the businesses/brands they represent and provide authentic and engaging interactions rather than “sell the dream” is critical to hire top talent.” The access to data, insights and the ability to communicate across multiple mediums from anywhere has meant candidates can make informed careers decisions and recruiters can really actively source talent. “Technology has both opened up and levelled the playing field for both candidates and employers. – Rob Bloom, Group Online Manager, McLaren At McLaren, we are now able to engage a diverse, yet qualified audience and, through LinkedIn, position ourselves at the heart of relevant social communities.” “Social media has made a huge contribution to the recruitment industry, empowering brands with the ability to directly connect with potential candidates. – Eamon Collins, Group Marketing Director, PageGroup How has the job of the recruiter changed? We have worked with LinkedIn to ensure Michael Page and Page Personnel consultants across the UK can secure extra placements and revenue from candidates sourced from LinkedIn, through applications to our job slots and from searching using LinkedIn.” “LinkedIn has become a key part of our sourcing matrix, and PageGroup’s strategic relationship with them gives us the opportunity to reach a wider audience of clients and candidates. – Claudine Edwards, Oliver James Associates “From a recruitment perspective – the enhancements in the recruiter tools have been drastic over the last two years, the paid for products have opened up many options for us as business giving us the ever important competitive edge.” – Toby Barnes, Group Head of Resourcing, Travis Perkins Group It facilitates a highly positive candidate experience and the ability to reach far and fast, both in terms of market mapping and individual candidate approach.” Having used LinkedIn both personally and corporately over the last nine years, I’ve seen how it can help find the right talent, as well as the opportunities it can help create, and have delivered over £2m savings using it. “In my current role at the Travis Perkins Group, we’re using it to drive candidate pipelines and improve efficiencies in the hiring process. ![]() How is LinkedIn used by UK companies to identify and recruiting talent? Many thanks to everyone who helped us out. To further investigate this, we thought we’d ask some talent acquisition leaders how the professional network has impacted the way they go about recruiting. This reduces the time and cost involved in recruiting the best talent.Īs someone who started their career in recruiting before LinkedIn, I know what an impact it has had on the actual day-to-day recruiter job. ![]() This enables employers to pinpoint the perfect candidates and engage with them directly through LinkedIn. What’s different about LinkedIn? Well, for one it gives companies access to ‘passive’ candidates, or those not actively looking for a new job but who make up the vast majority of professionals. They join more than 22,000 other companies worldwide including 76 of the FTSE 100. UK employers from online fashion retailer Net-A-Porter to builders’ merchant Travis Perkins all use LinkedIn’s Talent Solutions products to identify and recruit great talent. Big congratulations to LinkedIn for racking up no less than 20 million users in the UK, this is a 100 percent increase from 10 million members in September 2012. ![]()
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