How do recruiters find candidates?

How do recruiters find candidates?

How do recruiters find candidates?

3 ways recruiters look for candidates so you can get noticed and get more job opportunities.

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1. LinkedIn

The top place where most recruiters look for job candidates is LinkedIn. So, how do recruiters find candidates on LinkedIn? Recruiters perform targeted searches using keywords and filters (like location, job title, and more).

This allows them to find active job seekers but also passive candidates who may not be looking for a job change, but could still be convinced to make a move for the right offer.

They’ll look through hundreds of professionals, reading the job title, recent work description, sometimes viewing the list of skills, and then quickly moving on to the next.

If you want to get seen by recruiters, take the time to make your LinkedIn profile as strong as possible. This is a great way to appear in more recruiter searches and get seen more often.

Hiring managers also browse LinkedIn looking for qualified candidates, and a company will typically post each job directly to LinkedIn as well. These are more reasons to be on LinkedIn if you’re in an active job search.

Make sure you’ve got a completed profile with work experience, skills, and a good headshot. If you’re looking for a new position but haven’t completed your LinkedIn profile, you’re holding your job search back.

2. Asking candidates for referrals

When talking to a candidate, recruiters may end the call by asking the candidate if they know anyone else they can refer for other jobs they’re working on.

Some recruiters also seek out referrals in a sneakier way; they will sometimes use reference checks as a way to build their network and find new candidates to work with.

They’ll ask for two or three references and then after speaking to those people, they’ll start talking about the job market and gauging their interest in new jobs.

People in your network can also intentionally refer you to a recruiter.

You don’t need to announce your job search publicly on social media or broadcast it to all of the hiring managers in your network on LinkedIn. Instead, you should have one-on-one conversations with key people in their network to notify them about your job search.

Recruiters also utilize employee referrals. This occurs when an employee within a company refers a colleague from outside the company.

Companies will often reward their employees financially if they refer a candidate who gets hired for a job. So it’s worth asking people in your network if their employer is hiring. You aren’t bothering them, and you might even be making them some money if they refer you to a company recruiter and you get hired.

3. Talking with an existing professional network

Top recruiters will build a relationship with good job candidates and try to work with them multiple times throughout their careers.

So when a new job is posted, many recruiters go into their professional network (usually tracked through LinkedIn) to see who might be a good candidate for a newly-opened job.

For this reason, it’s worth building a strong relationship with a few good, knowledgeable recruiters who specialize in your industry and/or city.

And stay in touch with a recruiter even after they refer you for a job, because you could be a suitable candidate for more jobs in the future.

Recruiters can keep you informed about career-advancing opportunities. Even if you’re not actively job searching, it can’t hurt to hear what type of talent companies are looking for and what those companies are willing to pay people who they’re hiring.

What types of positions are you hiring for right now?

What do you look for in a candidate for those roles?
Are you planning to hire employees? We have just given you some tips to optimize your selection. Remember that today, with teleworking and home office, it is possible to hire employees from all over the world. You do not know how? Contact Us

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6 tips for foreign employment

6 tips for foreign employment

6 tips for foreign employment

Hiring abroad allows you to hire the best talent for your company, but what do you need to know before making an offer? Read our top tips to find out more!

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1. Respect public holidays

Employees working abroad are entitled to paid leave on public holidays in their countries of residence. Respecting this not only ensures your compliance, but also shows that you value your team members’ cultural contexts. This is a great way to foster a sense of belonging within your team and retain foreign employees.

2. Know where your employees are based

Employing foreign workers means your employees could be working anywhere in the world. You need to know where they are working from so you can employ them compliantly and ensure they have the right to work wherever they are.

3. Fair salary benchmarking

There are a number of ways to benchmark salaries when employing foreign workers. Whatever you decide, ensure you are paying salaries that are compliant, commensurate with employees’ qualifications and experience, and calculated the same way across your team.

4. Know how to pay your foreign workers

There is no one system from which to pay all salaries, as well as taxes and contributions to the authorities when employing foreign workers. Many countries have specific systems in place, like PAYE in the UK. We’ve created a step-by-step plan on how to pay your employees working abroad.

5. Streamline online onboarding

When hiring internationally, set up a streamlined online onboarding process for an easy start to your employee’s new job. Give them access to all necessary online tools and allow them to onboard independently and asynchronously if needed. We also recommend scheduling lots of 1-on-1 meetings in the first month. Introduce them to the whole team within their first week to foster connection to the wider team.

6. Set your team up with the right remote technology

Remote working tools are incredibly helpful for maintaining communication across internationally distributed teams. They can help facilitate external meetings, task management, socializing, and ad hoc brainstorming. New software programms like Slack or Monday are also helping teams work remotely across time zones. Be selective – choose the tools that suit your team’s needs.

cost-effective foreign employment solutions

Roots EOR can help you stay compliant and support your employees working abroad. As a remote-first team ourselves, we are well aware of the challenges and awesome benefits of hiring abroad. We offer an efficient and cost-effective foreign employment solution so you can focus on your activities and growing your business. 
Get in touch today

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Four advantages of hiring a foreign worker for your canadian business

Four advantages of hiring a foreign worker for your canadian business

Four advantages of hiring a foreign worker for your canadian business

Why hire a foreign worker?

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So many legal procedures and formalities along with ongoing immigration compliances. Plus, there will be the cultural challenges of having somebody from another country working with your team.

Yet, it doesn’t make sense to avoid hiring foreign workers altogether. If done right, this decision can transform your business, boost your profitability, and create a more cohesive and loyal team of employees.

 

1. Expand your talent pool

Graduates from the top universities of India to the most experienced candidates in Vietnam—you can compare and select candidates from the biggest talent pool in the world. You have the option of hiring directly from a foreign country.

Or, you can choose a foreign employee who has just graduated from a Canadian university. And finally, there are those working in Canada on a work permit whom you can consider for your position.

Opening up your position to such candidates can give your business an advantage that your competitors have been ignoring.

2.Diversify your workforce

Managing a diverse workforce can be a very challenging experience. However, get this right and your business will enjoy fantastic benefits over the long run.

If you want your business to have the capacity to tackle different types of challenges, then you need people who think differently working together as a team. Selecting candidates from the same social and cultural background will not lead to a versatile and dynamic team.

A diverse workforce creates numerous cross-cultural learning opportunities for the entire workforce. Getting people from different nationalities to work together is the most effective way to create a strong bond of loyalty among your team.

A diversity-friendly business is more productive, more efficient, and will work harder to overcome business challenges.

 

3. Access the big immigrant customer base

A business that hires immigrant workers will find it easier to establish a connect with immigrant customers. It’s natural for a person to have more trust in a person of the same ethnic, cultural, and national background.

If the best candidate for the job is a foreign worker or immigrant, then you will find it easier to access and tap the vast market of potential customers who have immigrated to Canada from another country.

The message that your business focuses on quality and efficiency over all other parameters will be evident if you hire the best person for the job even if he/she will be moving to Canada from a foreign country.

This is probably the best way to create a modern, progressive, and diversity-friendly vibe around your brand.

4. No more unfilled positions

Canada has more aged people than young working-age individuals, which means there’s a real risk that you may not find the right candidate for your position from within Canada.

At a time when the entire world has become one big market, having multiple unfilled positions or being unable to find the best candidates for the positions can be a massive disadvantage. Being open to hiring foreign workers will protect your business from this risk.

While your competitors will continue to struggle, you can hire the right person for the job and get on with the task of boosting the revenues and profits of your business.

Work with ROOTS EOR

If you have decided to explore the option of hiring foreign workers, then it’s time to sit back and trust the professionals. Don’t make the mistake of presuming that the various immigration rules and procedures apply only after you have selected the foreign worker. Need help? Contact Our Advisors 

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Expanding your company and hiring new employees in Canada is an exciting time. However, you could face costly fines or other sanctions if you do not follow Canada’s employment and recruiting compliance laws closely.

Canada has extensive employment laws at both the federal and provincial levels, which can make Canada employment compliance bewildering for businesses new to the country. Every province has its own withholding, social services, and notice periods. About 90% of Canadian employees are protected by provincial employment laws, while the rest is covered by federal law. Federally-regulated industries include banks, telecommunications, and air transportation.

Most provinces limit the number of hours your employees can work in a week, although some jurisdictions have exceptions for the maximum hours for specific industries. Employees also have the right to an annual paid vacation — although this also varies by province.

Just as the culture shifts among provinces, so do the recruiting laws. Each province has the authority to create its own regulations while following the Canadian government’s overarching staffing and recruiting laws.

Canadian employment contracts often include a probationary period of three months. However, employers are required to provide reasonable notice of termination.

Before you officially hire Canada employees, you’ll need to examine each new employee’s Social Insurance Number (SIN) and record it. If the number begins with nine, the worker is not a Canadian citizen or permanent resident and can only work for a particular employer with authorization from Citizenship and Immigration Canada.

You’ll also need to ask employees to fill out required forms such as Form TD1 (Personal Tax Credits Return), before their first day.

Because Canada has extensive employment laws, you’ll need to stay well-versed on both federal regulations and those in the particular province where you are hiring. Canada hiring outsourcing with a EOR is a great way to stay compliant and save you time and money.

Work with ROOTS EOR

Roots EOR can hire employees on your behalf to get you started without setting up a subsidiary. As the Employer of Record, we handle all Canada employment compliance and take the liability off your shoulders.
Contact Our Advisors 

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8 benefits of hiring remote workers

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In the age of COVID-19 more and more employers are starting to switch from traditional office employees to remote employees. What are some benefits of hiring remote workers?

According to some recent remote work statistics in the United States alone, 5 million employees work from home at least half the week. There has been a 173% increase in the number of people who work remotely since 2005 and it starting to accelerate even faster in 2020. It’s estimated that 75 million people or 56% of the workforce could work from home.

What are some benefits of hiring remote workers?

1. Reduces overhead costs

Office lease rent payments can be an enormous cost, especially during economic downturns. There are also other overhead costs that add to the expenses such as workers’ compensation insurance, furniture, cleaners, and office supplies. Compensating the employees for their working space is unnecessary when they’re working remotely. A survey by glassdoor showed the 30% would trade pay raises for the option to work remotely.

2. Remote workers are more productive

They can focus on their work without being sidetracked by their coworkers. A lot of employees also love working remotely. They cited that the flexible schedule and the ability to work from any location as the biggest benefit.

3. Reduces costs for workers

While you’re getting a huge benefit and savings in remote working, the same goes for your employees. They save on gas, car insurance, maintenance, and food costs.

4. Saves time for workers

Employees have a higher quality of life cutting out the long commutes to and from work.
That is why 14% of Americans actually moved just to live closer to their jobs. However, it’s not always the best decision as there are many factors to consider, such as higher rent costs the closer they are to a larger city.
Some working from home productivity statistics state the average remote worker saves between 2 and 5.5 hours a day from not commuting to work or having weekly onsite meetings.
This makes remote work appealing to a lot of potential employees. 

5. Increases worker retention

Having the ability to work from home increases employee retention. The ability to avoid the commute is a big selling point to many current and potential employees.

6. Increases worker productivity

According to some recent studies working from home can increase productivity by up to 50%

7. Working from home is healthy for the environment

The more people that work from home reduces the amount cars are on the road and the less pollution that occurs.

8. You can hire workers from anywhere

Hiring remote employees gives you a chance to hire more talented individuals even if they’re from the other side of the United States. Meanwhile, office employees are limited to the talent you can source within the local area where the office is located, or you must pay relocation expenses. For companies who are not located in big cities, this means the number of talented individuals you can hire is much lower and you have a hard time competing for those candidates that enjoy the big city life.

You would like to hire employees from other parts of the world, but you don’t know how to do it. You think it is very difficult, you should know the labor rules of each country, and you must pay a lot of social charges? We have the solution for you. 
Contact Our Advisors 

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Remote hiring guide

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Remote hiring guide

Remote work. Remote hiring

Steps to prepare for hiring a remote employee.

The workforce has evolved before our eyes. Over the past year, we saw more workers going remote and more collaboration happening online, changing not just work but hiring forever.

1. Decide what type of remote situation you’ll be hiring for

You need to ask yourself whether your team will be fully remote or only part-time, work from different offices, or simply have a flexible, work-from-home schedule. If you don’t have policies in place already, start thinking about them now.

 

2. Figure out which time zones to hire in

When it comes to collaboration, considering time zone differences becomes crucial. If you cluster employees in a certain time zone, it’s definitely easier to hop on a spontaneous video call or give live, real-time feedback on a project. But you can also set up processes and adopt tools that facilitate asynchronous collaboration, in order to smooth out the challenges of working cross-functionally from different parts of the globe. Weighing the pros and cons of each approach can help you narrow down a list of locations where you can look for potential hires.

 

3. Choose your tech stack

To make sure your team is productive no matter what location they’re working from, make sure you choose applications that will make their jobs easier. This means considering a number of different categories of tools: video conferencing, chat, project management, online whiteboard, file management, and more.

 

4. Learn different communication styles

Time zones aren’t the only barrier to successful communication. If you’re hiring people from different countries and backgrounds, you need to be ready to invest extra time and resources into understanding where they’re coming from, their style of communication, and their approach to work and collaboration.
It may sound like a major challenge, but in the end you can get a major advantage by hiring people with diverse backgrounds, because some studies show that diverse teams are more likely to come up with more creative solutions.

 

5. Take legal advice

The reality is that most companies don’t have the resources or expertise needed to make global hiring work, and mistakes can come with considerable risks.
Labor laws are often very confusing, terminations, domicile, workplace, payroll, and taxes are just a few of the things employers must consider before hiring in another country.
Fortunately, by working with an EOR, businesses can tap into the expertise of employment lawyers and business experts whose entire focus is getting global hiring right.

This means that internal talent specialists can focus on doing what they do best, like attracting and retaining the right talent on their teams. Not struggling to keep up with changing laws in multiple countries.

If you’re interested in making your first global hires, Roots EOR is the safest and easiest solution. Whether you want to hire for fully remote roles, hybrid teams, or globally distributed offices, EORs will serve as your partner to protect your business throughout the hiring process as well as the lifespan of your employment agreements. Want to know more about us? Contact Our Advisors