Recruiting Technology

‘I Interact with 1,000 Candidates a Day’

Yes, a thousand candidates a day, says Kelly Dingee, an expert on digital recruitment and engagement. In today’s Advisor, she shares tips and techniques any recruiter can use.

Dingee, director of strategic recruiting at search firm Staffing Advisors, offered her advice at BLR’s Advanced Employment Issues Symposium, held recently in Las Vegas. Dingee also writes for the blog, Fistful of Talent.

As of June 2015, 84% of American adults use the Internet, says Dingee. (Source: Pew Research Center surveys, 2000-2015.) You can’t ignore the implications of that when you recruit.


Learn how to make the most of LinkedIn for the purpose of recruiting. Start on Wednesday, January 6, 2016, with a new interactive webinar—LinkedIn for Recruiting: Go Beyond the Basics. Learn More


Site:

“Site:” is the X-ray command, says Dingee, and it is her absolute favorite. It searches the site name you place after it for files with the terms you include in parentheses. For example, to look for human resource managers in Connecticut, you would enter site:linkedin.com/pub "human resource manager" “Connecticut” and that would produce links to the profiles of people who have those two terms on their LinkedIn pages.
You can try it without the "/pub," too. Experimentation is part of figuring out what sites and what search terms work best for your needs.

Tips from the Employment Branding Experts

Dingee offers these tips for building your brand online:

  • Coach your employees on building better company-centric profiles. Anyone who interacts with them online is likely to see that profile.
  • Schedule the release of company information with Buffer or HootSuite. Sites like these help to distribute your content regularly.
  • Use Tagboard to find out what hashtags are popular and connect to your interests.
  • Be sure you have a call to action. Where are you sending people? What do you want them to do?
  • Make real people available. Start with a recruiter or HR person.
  • Similarly, she says, skip the stock photos. People spot them a mile away. Use real photos.

Struggling to find the candidates you want on LinkedIn? Join us Wednesday, January 6, 2016, for a new interactive webinar, LinkedIn for Recruiting: Go Beyond the Basics. Earn 1 hour in HRCI Recertification Credit and 1 hour in SHRM Professional Development Credit. Register Now


Tools to Make It Fun

Dingee also listed several sites she finds useful. She recommends giving them a try—some will work for you even if some don’t.

  • Textio. Textio shows you how your job listings will perform before you’ve even published them. Will it be popular among qualified job seekers? Will the role fill quickly? How gender-biased is your listing? Textio’s predictive models give you analytics and feedback as you type. https://textio.com/
  • Connectifier. Recruiting intelligence for discovering, qualifying, and connecting with candidates among all recruiting technologies www.connectifier.com
  • Vibe. Hover your mouse over any e-mail ID and get full information about the person behind that address. Vibeapp.com
  • Prophet Find anyone’s contact information. Prophet is a free tool that reveals more information about people. Uncover emails, phones and other social sites for almost any social profile. http://recruitingtools.com/prophet
  • Bullhorn Reach. Bullhorn Reach is a simple, effective social recruiting platform that enables you to leverage your social media connections to find and recruit the best talent – fast. Harness social media to market open jobs, discover passive candidates ahead of the competition, and empower your employees to help recruit the best talent, all with minimum effort. Bullhornreach.com
  • CrystalKnows. Crystal shows you the best way to communicate with any coworker, prospect, or customer based on their unique personality. Crystalknows.com.

In tomorrow’s Advisor, Dingee discusses three companies with a great online recruiting presence. Plus, an introduction to an interactive webinar, LinkedIn for Recruiting: Go Beyond the Basics.