Starting on LinkedIn: Recruiters often begin their hunt for candidates on LinkedIn, using a combination of searches to try and pinpoint the right profiles. Despite their efforts, the results are usually just enough to keep them from total frustration but far from satisfactory.
The Shift to Job Advertisements: Faced with the limited success of LinkedIn, recruiters turn to advertising jobs on various platforms. This step marks a significant downturn in efficiency, especially for solicitor roles, where the specific nature of the job demands a targeted approach rather than a broad net.
The Downward Spiral of Advertising:
Time Drain: The process of creating, posting, and managing job ads is a colossal time sink. It diverts resources and attention from more productive activities, like engaging with candidates directly.Quality vs. Quantity: Even with a flood of applications from job ads, there's no guarantee of finding candidates with the right mix of experience and readiness to move. Recruiters find themselves speaking to whoever is willing, without a real sense of the candidate's potential fit or interest in new opportunities.
The Hope Strategy:
Lack of Insight: In conversations with candidates, recruiters lack the tools to gauge a candidate's likelihood of moving jobs. This lack of insight turns each interaction into a gamble, hoping the candidate they're speaking with is both interested and qualified.Experience Guesswork: Ultimately, even after navigating the challenging landscape of sourcing, the final hurdle is ensuring the candidate's experience aligns with the client's expectations. This often feels like a shot in the dark, with recruiters hoping against hope that the match is right.
Is this it?
This cycle of sourcing, advertising, and hoping outlines a deeply flawed system where the focus is misplaced, and efficiency is lost in translation. The journey from initial search to final hiring is fraught with uncertainty, wasted time, and misaligned efforts, far removed from the ideal of connecting with and evaluating the best candidates directly.
Streamlined Candidate Engagement:
Order and Use Your List: Begin by ordering a list tailored to your specific search criteria. This list isn't just a collection of names—it's your direct line to potential candidates.
Efficient LinkedIn Networking: With provided links, follow candidates on LinkedIn effortlessly. Send invitations to connect using a custom message crafted from the context of their Move Score, making each outreach personalized and more likely to be accepted.
Strategic Communication:
Targeted Interaction: Armed with the list and initial LinkedIn engagement, you're now in a prime position to decide the most promising candidates for emails or direct calls. This strategic selection process saves time and increases the chances of positive responses.Growing Your Network: The more you engage with the industry on LinkedIn, the more robust your network becomes. This enhances your visibility and effectiveness in broadcasting potential opportunities, creating a virtuous cycle of engagement and discovery.
In-Depth Candidate Insights:
Experience Score: Understand a candidate's depth of involvement in the industry with an Experience Score, calculated based on keyword references. A higher score indicates significant presence and expertise within industry circles.Comprehensive Context: Beyond scores, Eltic provides rich context for each candidate. Access direct links to their LinkedIn profile, company webpage, SRA registration, or Review Solicitor profile, offering a holistic view of their professional persona.
The Move Score Context Explained:
Making Sense of Movement: The Move Score is intricately calculated to predict a candidate's readiness to change jobs. By requesting the main reason behind a candidate's score, recruiters gain valuable insights, enabling them to tailor their approach effectively. Reasons include not currently being employed, recent updates to their LinkedIn profile, reaching or exceeding the average duration in current or past roles, providing a nuanced understanding of each candidate's potential openness to new opportunities.
Conclusion:
The Eltic method revolutionizes candidate sourcing by turning it from a scattergun approach into a precise, information-rich strategy. It’s not just about finding candidates; it’s about connecting with the right ones efficiently and with informed confidence. This approach not only saves time but also significantly enhances the quality of your recruitment process, ensuring that you're always one step ahead in the competitive landscape of legal recruitment.