USA Talent Solutions’ Post

Here are the best strategies to get the MOST out of Indeed and ZipRecruiter. There’s a reason why you’re NOT getting the right candidates out of Indeed and ZipRecruiter. You're doing EVERYTHING right… - perfect job description - search keywords - posted on all job boards but you’re still NOT getting the right candidates. 99% of companies are stuck in the same trap: Relying ONLY on Indeed and ZipRecruiter to find talent. ❌ They're not going on social media. ❌ They're not going on LinkedIn. ❌ They're not doing video job descriptions. ❌ They're not doing in-person networking. ❌ They're not getting local referrals. They’re missing out on a huge pool of top talent. So the #1 and the best strategy is to THINK OUTSIDE the job board box. The BEST candidates might not even be actively searching on job boards. You also need to GO WHERE THEY ARE. But if you MUST use Indeed and ZipRecruiter... Here are a few tips to maximize your results: 1️⃣ Refresh your post daily (at the minimum, weekly) It signals the algorithm that your post is new and will boost your visibility to make sure you get the most relevant candidates. A lot of companies will post ONCE and let it sit for MONTHS without refreshing, no wonder they're not getting new candidates. 2️⃣ Use multiple job titles Don't limit yourself to one generic title. Experiment with different variations to see what resonates with candidates. 3️⃣ Target specific locations Posting for "Pittsburgh" is good, but targeting specific neighborhoods (e.g., "North Hills," "South Side") can get your listing in front of the right local talent. One job description x 5 different titles x 5 different locations = 25 chances to get your listing seen by the RIGHT people DAILY. This already MULTIPLES your odds by a LOT. By diversifying your strategy on and off job boards, you'll unlock a bigger pool of top talents. P.S. Need a recruitment strategy that WORKS? DM me "TOP TALENT" and let's chat about how my team can help you find the right people.

'We don't need help because we have 500 applicants.' 'Our job ads are performing really well.' 'Our internal function is on top of our candidate process.' Then why, may I enquire, is the role still live months down the line? Yes, getting applicants is a great way to reach a large pool of candidates. But it is time-consuming. You're invariably only reaching candidates looking for a new job or who happen to notice your post at the right time. And it can be difficult to quantify the requirements of a role in a short, attention-grabbing ad to ensure a high quality applicants. Headhunting talent is a more targeted approach and allows you to reach better aligned candidates. Utilising knowledge of who would be a good fit for your company in both skillset and culture will provide an advantage in streamlining the hiring process. You'll see improved employee retention; it's human nature to feel wanted. If you have time to wait to make a hire, I can understand adopting the more passive applicant-based approach. If you have a critical hiring requirement that 'needed to be filled yesterday' (🥱 why does everyone still say that?), a more aggressive approach to sourcing will help solve the problem quicker. Yes, us recruiters are more expensive than your free job postings on LinkedIn. The old adage is 'time is money', and have you worked out the actual cost of internal recruiters and/or HR flipping through applicants, plus the incurred cost of not making 'yesterday's hire' immediately? In 3 and half years of recruitment, I've placed just ONE candidate who applied for a role I advertised. Yes, it suggests my advert writing skills are lacking, but I have constantly delivered solutions to my client's hiring needs. All the other placements are candidates I have reached out to and presented an opportunity that has changed their lives (possibly a slight exaggeration 😅). When I'm speaking with candidates, it seems the potential options they are most engaged with are the ones they are approached about rather than wading through the endless jungle of 200+ applicant job ads. Seems it's an approach that resonates with candidates. Seems like it solves problems faster. Food for thought.

In today's fast-paced job market, attracting the right candidates efficiently is critical for businesses seeking to expand their workforce. With the growing popularity of online job portals, employers must find innovative ways to streamline their hiring processes. One such method that has gained traction in recent years is bulk job posting using RSS (Really Simple Syndication) feed. In this article, we will explore the advantages and best practices of using RSS feed for mass job posting. #freejobboard #jobpostings #hrbestpractices #hrhelp https://lnkd.in/dwEnsUSd

It may be October already but it's not too late to take advantage of the Q4 hiring boost. Consider these tips to amp up your job search: • Dust off your LinkedIn profile • Network, network, network! • Find a recruiter you trust. #JunoTips #HiringTrends #CandidateInsights

How can you drive more traffic to your clients’ postings – without overspending? As a recruitment agency, finding the right talent to fill your clients’ open positions is critical – but nobody has an unlimited budget Read our blog to learn tactics that will help you drive more traffic to your job listings – and get more qualified candidates to apply: https://bit.ly/42ODk9j

Are you looking for recruiters and hiring managers at a specific company? 👇 Here’s a FREE tool to find recruiters hiring for your role on LinkedIn. I’ve not tried it yet, so let me know how it goes in the comments.

Hack to find Recruiters and Hiring managers from your dream companies who are hiring but are not sure how to find them 😳 😵 Reshare with your network to help more folks👇🏻 Using Boolean search on LinkedIn can supercharge your job search efforts 🚀 LinkedIn is a treasure trove of professionals, with over 774 million members worldwide 🌎 Here's how to find the right people on it 👇 Use our FREE tool to find recruiter hiring for your role: https://lnkd.in/gEykSTvy Follow these steps: ⚡ Select the company and location! ⚡ Enter information about one or more target companies you wish to apply to and pick a location where you want to find hiring professionals. ⚡ Enter skills and any keywords you'd like to exclude. Want to filter your search based on specific skills that companies are hiring for? List them and any other keywords you would like to exclude in your search. ⚡ Save your search for later. ⚡ Hit the 'Save Search' button if you want to revisit your query in the future. ⚡ Give it any name you'd like to find them easily. ⚡ Get a targeted list of people who are hiring. ⚡ You're almost done! Get the results to find a list of recruiters currently hiring for your target roles, message them on LinkedIn, and take your application forward! 🚨 And reach out to recruiters using this template 🚨 👉 Hello [Recruiter’s Name], I found out that you are hiring for [Job Role] at [Company]. Your enthusiasm for growth resonates with my drive to excel. I’m excited to explore how my [Your Skill] can contribute to [Company]’s journey. Let’s connect and chat about the exciting possibilities! Now go and connect with potential recruiters 🤩 Save it or forget. Use your Job assistant platform to get your dream job today 🚀 ⚡️ Careerflow.ai: https://lnkd.in/drNZrQkX If you liked this content, ♻️ repost this and follow Nikita Gupta

Recruiters receive hundreds, if not thousands, of messages each year from candidates looking for jobs. Here's how to make sure your message stands out:

Hack to find Recruiters and Hiring managers from your dream companies who are hiring but are not sure how to find them 😳 😵 Reshare with your network to help more folks👇🏻 Using Boolean search on LinkedIn can supercharge your job search efforts 🚀 LinkedIn is a treasure trove of professionals, with over 774 million members worldwide 🌎 Here's how to find the right people on it 👇 Use our FREE tool to find recruiter hiring for your role: https://lnkd.in/gEykSTvy Follow these steps: ⚡ Select the company and location! ⚡ Enter information about one or more target companies you wish to apply to and pick a location where you want to find hiring professionals. ⚡ Enter skills and any keywords you'd like to exclude. Want to filter your search based on specific skills that companies are hiring for? List them and any other keywords you would like to exclude in your search. ⚡ Save your search for later. ⚡ Hit the 'Save Search' button if you want to revisit your query in the future. ⚡ Give it any name you'd like to find them easily. ⚡ Get a targeted list of people who are hiring. ⚡ You're almost done! Get the results to find a list of recruiters currently hiring for your target roles, message them on LinkedIn, and take your application forward! 🚨 And reach out to recruiters using this template 🚨 👉 Hello [Recruiter’s Name], I found out that you are hiring for [Job Role] at [Company]. Your enthusiasm for growth resonates with my drive to excel. I’m excited to explore how my [Your Skill] can contribute to [Company]’s journey. Let’s connect and chat about the exciting possibilities! Now go and connect with potential recruiters 🤩 Save it or forget. If you liked this content, ♻️ repost this and follow me.

COME ON, BOYS, APPLY EASILY! The presence of ghost, zombie, and fake job listings on platforms like LinkedIn has become a notable issue in the job market, especially post-2019. These listings, often posted by companies or recruiters, render these platforms largely ineffective for job seekers. Today, as in the past, tech jobs are massively filled through internal promotions or referrals. 1. Ghost Jobs Creating False Impressions According to a report by Fortune via Yahoo Finance(1), the term "ghost job" refers to job postings that are technically open but are unlikely to be filled. In a 2022 survey by Clarify Capital, it was revealed that nearly 30% of hiring managers admitted to keeping job postings open for over four months, even when they were not actively hiring for those positions. This practice can give a false impression of a company's growth or its need for new hires. 2. Fake Job Listings Affecting Government Data Reuters states (2) that the high number of job openings reported by the U.S. Bureau of Labor Statistics could be inflated due to fake job listings. Data from ZipRecruiter indicated that unique job postings had returned to early 2020 levels, suggesting a discrepancy between reported openings and actual hiring needs. The survey cited by Reuters found that many hiring managers kept job openings posted to project an image of growth or simply forgot to remove outdated listings. This situation makes it challenging for job seekers to discern real opportunities in the job market. These findings suggest that a significant part of the job listings on platforms like LinkedIn largely distorts actual hiring needs, creating challenges for job seekers facing a brutal job market. The trend of keeping job listings open without the intent to hire promptly or failing to remove outdated postings contributes to the confusion and inefficiency in the current job search process. Sources: 1. - https://lnkd.in/dxfhDmqm 2. - https://lnkd.in/dMVUmiDr