Optimise the recruiting process with CompLeadly
Introduction to the recruiting process
CompLeadly offers an efficient way to optimise recruiting processes, especially when searching for specialised professionals.
A practical example is the search for developers. The first step in the process is using Sales Navigator to identify potential candidates. Specific keywords such as “Angular” are used to find relevant contacts.
Of course, you can also enter the specific job title directly.
Targeted search and connecting
Targeted search allows you to identify second- and third-degree contacts and filter them based on specific criteria such as location (e.g. Cologne). This results in a qualified selection of potential candidates. You can also expand the search to specific categories such as freelancers or employees, or exclude them.
A successful strategy includes considering remote employees from Eastern European countries such as Croatia, who offer high quality at lower costs.
Integration with CompLeadly
After identifying suitable candidates, you can save this Sales Navigator target audience in CompLeadly.
Communication and network building
Next, create a new sequence, such as “Employee search”, with the aim of connecting with the identified contacts. Use a simple but effective message to initiate the desired connection. Messages should be personalised and targeted to signal authentic interest in connecting.
Campaign messages and follow-ups
Once a connection has been established, campaign messages come into play. These are sent to contacts who have accepted the connection request. The messages specifically ask whether they are interested in a position. It is important to keep messages short and get straight to the point.
Personalisation and target audience outreach
For successful outreach, the message should be tailored to the recipient, for example by adapting it to the contact’s gender.
Closing and follow-up
The process does not end with sending campaign messages. It is important to follow up regularly, especially if the contact does not reply.
There are several reasons why searching for passive job seekers on LinkedIn makes sense:
- A larger talent pool: Many qualified professionals are open to new opportunities but are not actively looking to change jobs. These passive candidates make up a large part of the talent pool. Reaching out to this group significantly expands the range of potential applicants.
- Highly qualified candidates: Passive job seekers are often professionals who perform well in their current roles. Their openness to new offers may indicate that they are willing to switch for the right opportunity, meaning they could be high-quality candidates for your position.
- Less competition: Since passive candidates are not actively looking for jobs, they are less likely to be considering multiple offers at the same time. This can increase the chances that they will seriously consider an offer from you.
- Long-term network building: Building relationships with passive candidates can have long-term benefits. Even if they are not interested at the moment, they may consider an opportunity at your company in the future or serve as a source of referrals.
