Weekday (YC W21)’s Post

Forget resumes. Forget LinkedIn. The real MVP in hiring? Your buddy in the next cubicle. Employee referrals are the golden ticket in today's job market. Here's why: - Culture fit from day one - Your friend is already selling the company, not just the role - Recruiters prioritise these candidates above all others But the game is changing. Companies are upping the ante on referral rewards. So why aren't more people tapping this network? And how can you position yourself for a referral? Lavanya and Amit break down the insider secrets of referral programs. Plus, learn why "direct sourcing" is the next best thing. Stream our latest episode. Your career might depend on who you know - make sure you know this. https://lnkd.in/gqapyHJK #hr #hiring #interview #jobs #recruitment #resume

Hello Connection, I see many people asking to refer their profile for a particular opportunity and sometimes I ask them to refer someone if they know who will be relevant for a particular opportunity. Asking for referrals means that you add one extra source to your recruiting mix. Your ongoing staff and your outer organization probably definitely know a sound number of talented experts; some of them could be your next employees. Referrals help you: Improve retention: Referred candidates tend to onboard faster and stay longer because they’re already familiar with the company, its culture, and at least one colleague. Speed up hiring: When your coworkers refer a candidate, they do the pre-screening for you; they’ll likely recommend someone who meets the minimum requirements for the role so you can move them forward to the next hiring stage. Reduce hiring costs: Referrals don’t cost you anything; even if you offer a referral bonus, the total amount that you’ll spend is significantly lower compared to advertising costs and external recruiters. Engage your current staff: With referrals, you’re not just getting potential candidates; you’re also involving existing employees in the hiring process and getting them to play a part in who you hire and how you build your teams. #hiring #recruiter #talentacquisition  #referral #humanresourcemanagement #humanresource

I don't trust recruiters!!! Today, I chatted with a candidate about the challenges of trusting recruiters. I genuinely feel it's crucial for professionals to have at least 1 recruiter you can speak to candidly. So, here are my tips on finding that recruiter and nurturing a trusted career advisor relationship. You're in the driver's seat. - Research. Get a feel for your recruiter's background. Experience and reviews speak volumes. - Be upfront about your goals and desires. Top recruiters value this! - Question your recruiter. If something feels off, raise concerns. #BeDirect - Use your contacts and network to gather insights on various recruiters. Patricia from Smartist.One UG #smartistone #jobsearch #recruiter #careeradvice

Reaching out to recruiters directly to ask for a referral works 0.00000005% of the time. No, I don't like those odds either. *It MAY work if it's a really small company of 50-100 people. But even then, it's not a referral if I don't know you. You could say it's a recommendation if it's not that recruiter's role to fill, and they are introducing you to another recruiter, but I mean...it's way better/more impressive to do your research and reach out to the right people to begin with if you're going to reach out at all. Or just, ya know, apply for the role (novel idea, I know)... TL;DR To make the sort of recommendation I'm constantly asked to on LinkedIn, I am taking time away from my own candidates, who are my absolute number one priority. So if I'm connecting someone I definitely don't know with someone I very likely also don't know, I would have to be well beyond convinced that you are the right person for that role. Which is information I just do not have. #hiring #referrals #linkedin #candidates #recruiters #recruiting #jobsearch

In my view, it is much needed to implement a "Response Rate of Recruiter/Headhunter/Talent Acquisition" feature once a candidate in LinkedIn expresses interest in further discussing the offered opportunities by Recruiter/Headhunter/Talent Acquisition. This feature would help to prevent Recruiter/Headhunter/Talent Acquisition from spamming hundreds of candidates with same opportunities where their response rate is pretty low (Eg., 0-5%) and would also empower the candidates to manage their expectations based on the recruiter's response level on LinkedIn. I want to emphasize that my intention is not to offend any Recruiters, as I have great respect for all the professions. #LinkedIn community #JobSearch #Hiring #JobOpening #Employment #JobSeekers #CareerDevelopment

🤝 Did you know that referrals are the number one source of quality candidates for recruiters? 🤝 Referrals can be a great way to find and hire that standout candidate. Referred candidates are more likely to stay longer, become top performers and be more engaged than those sourced through other methods. So how can you leverage referrals in your recruitment strategy? 💡 Consider setting up referral incentives - from cash bonuses to extra days off - to incentivise your current employees to refer people they know and trust. 💡 Make sure you utilise your LinkedIn network - it's the perfect platform to spread the word about open positions and your referral programme. 💡 Don't forget to thank those who refer candidates to you - even if they're not successful in the end. By taking these steps, you can start building a successful referral programme that yields great results for your recruitment efforts. 🥳 #Recruiting #Referrals #Hiring

Candidates of Linkedin... What are some of your biggest recruiter FAILS? As a recruiter that is always striving to learn and improve, I am always looking at what recruiters in the industry have done well... in my search I have also discovered some missteps. According to a popular recruiting website (source in comments) some common recruiting mistakes are: 1) Not following up 2)Overselling the job 3)Relying on buzzwords and sale speak We should always be looking out to provide the best service to our clients and candidates. Making a commitment to avoid common errors like these can lead to a better experience for everyone in the industry. Let me know in the comments if you have ever been a victim to one of these recruiting fails! #recruiting #recruiter #mistakes #humanresources #interviewing #sales

🤝 Why are referrals so powerful in hiring? Referrals tap into the strength of connections, bringing in candidates who not only possess the right skills but also align with the company culture. It's a win-win for both employers and employees! Key Benefits: 🌟Quality Over Quantity: Referrals often lead to better matches, saving time and resources in the hiring process. 🌟Cultural Fit: Referred candidates are more likely to align with the organization's values and mission. 🌟Retention: Employees hired through referrals tend to stay longer, contributing to increased retention rates. 💪A strong referral program can reduce costs and time to hire. Does your referral program need updating? #timetohire #costperhire #referals #recruitment #talentstrategy

Yesterday I had the privilege to connect with my new pro/source <IT> team members who have many years of experience in the staffing industry. I asked each of them for a piece of advice that they wish they knew when they first started out as a recruiter. I would like to share some of the great advice I received that I hope many of us can benefit from, regardless of what our current role is. 🔷 IT'S ALRIGHT TO FAIL, AS LONG AS YOU FAIL FORWARD. This applies to everything in life, however in recruiting especially. Failure is part of the process. Understand why you failed, critique whatever you might need too, and TRY AGAIN. Every “failure” brings us ONE step closer to our next SUCCESS. 🔷 COMMUNICATE EFFECTIVELY WITH YOUR CANDIDATES AND ACCOUNT MANAGER. Clear and concise communication is key. Ensure you can explain job requirements, project details, and company culture to candidates. In addition, make sure you communicate with your account manager about what might get in the way of your particular candidate from getting the rec. This can allow your AM to manage expectations with the hiring manager and increase your chances of success. 🔷 RECRUIT PROACTIVELY, NOT REACTIVELY. Proactive recruitment enables you (the recruiter) to build a talent pipeline in advance. When a position becomes vacant, you’re able to quickly tap into your pipeline, reducing the time it takes to fill a role. In contrast, reactive recruiting often involves starting the search from scratch, leading to longer vacancy periods. Thank you to everyone who shared their knowledge with me. These are just a few of the pieces of advice I received. I am looking forward to continuing to learn from all of you. #ITstaffing #ITtrends #techindustry #prosourceit

POSITION HAS BEEN CLOSED INTERNALLY/ THROUGH REFERRAL A lot of people now a days are facing the same issue. Many times when we apply for a certain position we often hear back that the position is internally closed or closed by reference. Do corporate referral hinder opportunities for qualified candidates? Lets talk about this - Referral in companies can be both helpful and harmful. While they can make hiring easier and bring in people who fit well with the team, they might also overlook qualified candidates who aren't part of the referral network. This can make the workplace less diverse and miss out on fresh ideas. However, with better-designed programs and efforts to promote diversity, these issues can be addressed. Depending completely on referrals will limit pool for the organization itself. This dependence may also cause neglect of other effective recruitment channels, limiting access to a broader talent pool. In some cases companies are not even interested in screening the applications. It kills the opportunity for all those candidates who are genuinely giving their time and effort for applying in positions and then preparing hard for the interviews. The hiring teams should really analyze their hiring channels and stop posting positions on different portals if that has to be closed by reference at the end. This will not only save time for them but also for all those deserving candidates who are giving so much of efforts and not getting any results at the end. #Talentpool #Recruitment #Hiring #Referencing