Talent Sourcing
Techniques of searching and approaching candidates on LinkedIn and other social media
José Kadlec, the first certified LinkedIn recruiter in Eastern and Central Europe and world-class expert and pioneer in social media recruitment solutions, reveals his recruitment know-how. You finally have the opportunity to take part in this unique course designed for internal and agency recruiters, but also entrepreneurs and “startupreneurs” who have taken staffing into their own hands. This course will increase your productivity level and help you fill more positions, giving you a competitive advantage. Through Josef’s detailed breakdown you will master a variety of techniques needed to excel in outbound recruitment.
What you learn in the course
Module 1 - An introduction to digital talent sourcing
- Labor markets - data and situational analysis.
- Both current and future trends in online recruitment.
- The most recent innovations in talent sourcing.
- Defining outbound recruitment strategies.
- Significance of social media in modern day recruitment.
Module 2 – Searching and targeting candidates on social media
- Where to search for candidates online.
- Maximizing the use of LinkedIn People Search.
- How to uncover hidden resources containing relevant candidates (ie. hidden talent pools).
- When is upgrading to a paid LinkedIn account worthwhile?
- How to work around or replace most LinkedIn paid services at no cost.
- What is a Boolean search and why is it a part of successful recruiters’ daily routine?
- Defining boolean operators, modifiers and search commands.
- X-Ray search and how to target and filter LinkedIn users through internet search-engines.
- Searching across various platforms, including LinkedIn, Facebook, Twitter, Instagram, Vkontakte and more.
- Searching on specialized platforms, like Dribbble, Behance, Bitbucket, Github, StackOverflow, About.me etc.
- Legally evading limitations, for example, LinkedIn Commercial Use Limit, limit for the number of candidates shown in results, displaying candidates outside of your network. etc.
- Using external tools for the daily needs of both recruiters and talent sourcers.
- Automating the candidate search process.
Module 3 - Successfully contacting candidates for hard-to-fill positions
- Finding the contact information of any user under any circumstances.
- Determining the email address of almost any user around the world.
- Determining which forms of contacting candidates are the most effective.
- Measuring the effectivity of contacting candidates and improving the success rate.
- Creating messages that candidates won’t ignore.
- Facilitating recruiters’ and talent sourcers’ daily routines using a set of specific sourcing plugins.
- Approaching automation - how to send robotic customized LinkedIn invitations on autopilot and other forms of automation.
Module 4 - Personal branding for recruiters and talent sourcers
- Analyzing the most important factors of LinkedIn and Facebook profiles when used for recruitment.
- Customizing your Facebook profile, so work doesn’t interfere with your private profile.
- Defining a recruiter’s main networking objectives.
- Effectively increasing the number of social media contacts (LinkedIn, Facebook ect.) without getting blocked.
The course is recommended for
- HR employees, recruiters, headhunters, HR specialists and HR generalists
- Recruitment agencies, executive search companies and external HR employees
- Hiring managers and other managers involved in hiring process
- Directors, board members and owners of companies
Goals of the course
- Utilizing the benefits of LinkedIn, Facebook, Twitter, Instagram and other social media platforms for recruitment demands and boosting business performance.
- Reducing recruitment costs using social media.
- Gaining a competitive advantage by improving search techniques and discovering previously hidden resources containing potential candidates.
- Enhancing the effectiveness and success rate of recruiting for hard-to-fill positions.
- Expanding the number of relevant candidates.
- Implementing changes for more progressive social media use.
- Automate parts of the recruitment process and improve team performance.
