1. Check for discrepancies: Checking a LinkedIn profile ensures as a “double-check” on the accuracy of candidate experience and qualifications because the past job information on a resume and LinkedIn are usually the same. This gives you an excellent opportunity to check for anything that would be a red flag, such as a different job title, company name, and more. You may also find some “positive” discrepancies, such as additional relevant work experience as a freelancer or contractor that the candidate didn’t add to their resume for the sake of brevity.  
2. See community involvement and engagement: LinkedIn offers access to more than just job history. Profile sections like volunteer experience can showcase a potential employee’s interests and help recruiters better ascertain if candidates are a good fit for the culture and values of your company.
3. Look for relevant endorsements and connections: Another non-resume benefit of LinkedIn is seeing who your candidate has in their network and if they’ve garnered any endorsements from previous connections. While endorsements aren’t a substitute for background and reference checks, they give you a good sense of what your candidate is capable of and the work relationships they’ve established. If there are shared connections between you and the candidate, it might be worth reaching out to them and seeing if they have any feedback.     

Adding LinkedIn to your candidate search process makes a lot of sense when you’ve received many qualified candidates who you’re interested in or as preparation for an already scheduled interview. Additional candidate insight can help you make better, more informed decisions and see past the education and experience history to better determine a cultural fit.   

Do you need additional support in your hiring strategy?

Open Systems is a leader in technical staffing in Alpharetta, GA.  Our team’s expertise and experience can help you succeed in finding the best people and bringing them on board. Hire better candidates, give us a call today.  

The post What to Look for on a LinkedIn Profile That You Can’t Find on a Resume appeared first on Open Systems Inc..

Recruit with candidates in mind

Hiring is about finding the right people who can help your business succeed and understanding what they can bring to the table. It’s also, however, about what you’re about to offer candidates. When you focus on what potential employees want from the companies they work for want out of the organization and from their job, you can attract and retain a higher-quality caliber candidate. That’s why hiring with flexibility in mind can benefit your business. More and more job seekers want to work for a company that offers them the flexibility to work from wherever and have more flexible work hours. This kind of corporate culture perk can lead to better candidates, better retention, and increased productivity.   

Expanding the talent market

Recruiters can’t afford to only look in the traditional places for employees anymore or focus on hiring only those who fit a very rigid set of requirements. What’s becoming more important in hiring is less related job experience, and more the potential employees have to grow and learn. Hiring for skills like dependability, communication, leadership, and flexibility can help you find quality candidates and strengthen your team.

Video recruitment

In 2020, the use of technology by hiring teams will continue to grow. While video recruiting isn’t new, it has grown in use as a valuable tool used by recruiters. It helps connect employers to qualified candidates who aren’t local and enables recording of interviews, which can be shared with other team members who aren’t available for the live interview, but whose input is important.   

Referral recruiting

It’s long been known that candidates personally recommended to a job are more successful employers, and more employers will capitalize on this in the coming year. Many companies have already built an employee referral program that helps to incentivize employee’s recommending members of their network, benefitting both employer and employee.  

Prioritizing diversity

Companies that deliberately seek out diverse candidates with a wide array of backgrounds from education, industry, age bracket, and more perform better than those who don’t actively value diversity hiring.   

Let us streamline the hiring process  

If you’re looking for additional support in your 2020 hiring objectives, give Open Systems a call. Our team can help you screen for top IT and Engineering talent in the new year.   

The post Recruiting Tactics to Use in 2020 to Bring in Top Talent appeared first on Open Systems Inc..

Whether you need to expand your job candidate search to go beyond just the people who are finding your job posting online or you want to figure out the best ways to reach out to someone, here are some places to start.  

• How to find them: If you’re looking for qualified talent but aren’t seeing the kind of candidates you’re looking for from incoming applications, you might want to turn to LinkedIn or other professional networks. Many LinkedIn members often have language like “open to new opportunities” in their profile to indicate that while they might be currently employed, they’re open to the right position. You can also check out places like Reddit, Facebook, or other social spaces that give people in every profession an opportunity to talk about their career goals, interests, and skills. Another great place to source passive talent is by asking your current team members for qualified candidate referrals.  
• How to reach them: If you can’t reach out directly through LinkedIn – say because you found an article someone wrote and are impressed by it and want to have a discussion. Still, all you have is a name – sources like GitHub, ZoomInfo, or even the Google Chrome extension RocketReach, can help you find someone’s business email to initiate a conversation. It can also be useful – if nontraditional – to use Twitter to reach out.  
• What to say: When you finally make contact, start by introducing yourself and explaining how you found them. Briefly explain why you’re interested and, if possible, note the value that a new position with your organization could hold for them. Give them a tangible next step to take if they’re interested – such as a reply email or phone call – and share a few relevant links for them to use as references, such as your company’s career page or a Glassdoor review page.  

As part of professional recruitment networking, keeping track of top talent – even if they’re currently employed – is key. Recruitment firms often keep lists on hand of candidates who might be willing to consider a new job if the position was a good fit, if the pay was acceptable, or if it was for a company they respect. Our team can work with most businesses to find the right employees, and many times this means working with passive talent to find the right fit.

Let us use our network of passive and active talent sources to help support your hiring goals. Get in touch with the Open Systems Inc team today.  

The post Hiring Passive Talent To Fill Your Engineering Needs appeared first on Open Systems Inc..