Here we go!
To be honest, I never thought I would take the opportunity to create a blog. Over the past few months I have had the same thoughts you all have had regarding starting a blog.
Will people like what I have to say?
Is what I have to say of value to anyone?
Will anyone really care?
Perhaps that last one stuck with me the most. Will anyone really care? So I did what anyone else would have done. Procrastinated… Well maybe not procrastinated but rather building courage.
The truth is that I spend a lot of time with recruiters from many different sectors who all want to be better at recruiting on LinkedIn or feel like they can improve how they attract candidates. Whether you are a seasoned sourcer, a Talent Acquisition Specialist, a HRBP, an Employer Branding Specialist, or a one man band, it doesn’t really matter. As long as you use LinkedIn in any way, shape, or form, this blog is for you.
So why me? The short answer is because I am already doing it. I am already helping hundreds of companies maximize their results on LinkedIn and I am listening to hundreds of more companies on how they maximize their results on LinkedIn. The long answer is because this is who I am. I went from being a #BigData analyst at Alto Intelligence, to #recruiting at Indeed, to #OnlineLearning at Pluralsight and LinkedIn is the marriage of all that experience.
I get to deal with a ton of data to help companies recruit through planning, attracting and retaining their talent while creating a structure for how they should develop their employees through online learning in order to create the best culture possible. Quite simply, the whole talent management cycle and all my experience combined into one fantastic job that I am so blessed to have.
This blog will focus on a variety of topics all aimed at increasing your efficiency recruiting on LinkedIn so that you can save time and money. Because ultimately it comes down to that. Time and money.
But before we can get to being efficient and saving time and money we need to take a step back and understand what it is you are actually trying to achieve. Most of the time when I ask companies what their strategic goals are for the next 12 months I get a response, although simplified, such as:
We need to hire X amount of people over the next 12 months.
That is a great strategic goal but it is many times quite a daunting task. It is, however, quite a reactive strategic goal because if you achieve this, you won’t have made it easier to recruit the same amount of people the next 12 months after that. We need to work on becoming more proactive in our approach to our recruiting.
No one can guarantee a hire. It is simply not possible. However, recruiting is a possibility game. If we break down the same strategic goal of recruiting X amount of people into smaller, actionable, objectives we can quite easily increase the probability of hiring 3 months, 6 months, a year from now.
And this is where I come in. I will provide the insights you need to ensure you increase the probability of making a hire through LinkedIn. I look forward to going on this journey with you and help you become a LinkedIn recruiting superstar.
If you or someone you know works with LinkedIn to recruit, please subscribe to the blog and share it with you friends and colleagues. If you need help with your recruiting on LinkedIn, feel free follow me on LinkedIn so that you can send me a message.
Type your email…
Subscribe
