| RECRUITING WITH LINKEDIN | |
Social media makes recruiting a whole lot easier and better. Using LinkedIn to review an individual's profiles provide you an easy to find, fast, low cost alternative to wading through resumes. In fact, LinkedIn is often the first place I look when recruiting executives, managers and engineers for my clients.
Here are two simple ways to identify quality candidates:
- LinkedIn has a search tool that allows you to view individual profiles. You can search by name or company. In a recent search for a public power executive, I identified companies that were likely to have the type of candidate ideal for this position. When I entered the company name in the search box, it provided me a list of individuals and their profiles. I was able to scroll through them, identifying potential candidates by title. I was able to contact them directly to determine their interest in the job. Interested individuals sent me their resumes and those not interested often made referrals of others to me.
- You can also join LinkedIn Groups. Groups are made up of individuals from certain industries, schools, geography, etc. I belong to several industry groups and contribute frequently to their online discussions. Through this process, I get to network with their members. While doing this search, I both posted the open position (there's a job board) and networked with individuals who were able to make good quality referrals.
While LinkedIn is a valuable tool to source candidates, it is also a great mechanism to help you assess candidates. Profiles provide information about an individual not normally found in a resume. A well developed profile will often include recommendations, membership in groups (I like to see if and what they contribute), number of connections, books they've read, and more.
LinkedIn is a powerful tool. While it should never be used as your sole source for candidates, it must be included inyour recruitment arsenal.
Let me know if you're using LinkedIn and what your experience has been.
And if you need help getting started, give me a call.
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| INTERVIEWING RIGHT |
Once you've found your candidates, it's critically important to conduct a thorough job interview. Prepare carefully. Formulate questions before hand which explore ability, skill and fit. Ask behavioral oriented questions, which are questions that require a response based on actual experience. Probe until you are sure that you have all the information you need. Listen to what the candidate says and how he says it. Ask the candidate if he or she has any questions. The questions they have will tell you a lot about them and what is important to them. Be careful you don't ask questions that can result in discrimination claims. Too many costly mistakes are made during the interview phase.
Want help in making your managers great interviewers? I can help by training your managers in all aspects of the hiring and interview process. Give me a call at 207-967-0837.
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DEVELOP A RECRUITMENT PROGRAM
| | I have developed several recutment programs for organizations that needed to increase the quality and quality of candidates applying for positions at their organization. If you're not getting the best candidates, give me at 207-967-0837 or email me at rick@dacri.com. |
| CONNECT WITH RICK DACRI | |
To reach me, here's my contact information:
Rick Dacri
Dacri & Associates, LLC
7 High Point Drive
Kennebunkport, ME 04046
207-967-0837 (office)
207-229-5954 (cell)
rick@dacri.com
(Click the boxes to connect)
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| RICK DACRI |  |
Rick Dacri is the President of Dacri & Associates, a management consulting firm which provides organizations with powerful, sustainable workforce strategies that are tailored to help you accomplish your goals and better use your greatest resource--employees.
Dacri is a recognized national speaker and is the author of the book Uncomplicating Management: Focus on Your Stars & Your Company Will Soar. |
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