The Ultimate Guide To Social Media Recruiting

Social media is a great way to interact with friends and family. But it is also a valuable recruiting tool. In fact, 92% of employers comb through social media platforms to find new employees. As social media platforms have become more popular for recruitment, recruiters are finding it an effective way to get their jobs in front of more candidates. This allows them to explore new recruitment avenues.

Are you ready to get social? Let’s look at the power of social media recruiting,  and discover how leveraging a talent intelligence platform can take your social recruitment efforts to the next level.

What is Social Media Recruiting?

Social recruiting is the process of sourcing or recruiting candidates through social media platforms like Facebook, Twitter, LinkedIn, etc. This talent acquisition strategy treats social media profiles like talent ads or databases. Social recruiting is also known as social hiring, social recruitment, or social media recruitment.

In recent years, this modern recruitment strategy has gained popularity among recruiters and job-seekers:

• 56% of job seekers and 60% of recruiters use professional social media networks.
• 62% of job seekers use social media channels to evaluate the employer brand of a company
• 49% of professionals are following companies on social media with the intent to stay aware of their jobs.

The Importance of Social Media Recruitment In 2023

Using social media to get a new job has grown steadily for more than ten years. In fact, according to Glassdoor, 79 percent of job searchers utilize social media for their job search.

More than 84 percent of businesses use social media for recruiting, and another 9 percent plan to if they haven’t already.

1. Social Posts Improve the Visibility of Your Job Listing

Your job postings will undoubtedly attract eligible applicants, from those actively seeking employment to those lazily perusing their social media feeds.

2. Millennials are Already using Social Media to Look for Jobs

People utilise social media in the billions. Your job postings will undoubtedly attract eligible applicants, from those actively seeking employment to those lazily perusing their social media feeds.

3. Interaction on Social Media Platforms Boosts Brand Awareness

It’s probable that some prospects have never heard of your business. Your brand’s visibility and reputation can be enhanced by networking with those candidates and posting on social media.

What Are the Benefits of Leveraging Social Media for Recruitment?

Social media recruiting is an excellent way to expand your search beyond traditional job boards. Social media’s ease of use and popularity also makes it easy for your followers to share open positions with their networks. It also is a great way to increase your company’s visibility and emphasize your company culture via photos, videos, or employee interviews. Social recruitment has several other benefits for recruiters:

• It allows you to reach passive candidates who aren’t active on job boards.
• You can establish a personal connection with candidates.
• Easily share information about your organization and current job openings.
• Source targeted candidates with lesser cost and faster time when compared to traditional methods (like TV, newspapers, radio ads, etc.).
• Lower your recruiting costs. Social recruiting is incredibly cost-effective when compared with traditional recruiting methods.
• Traditional hiring techniques take more time than social media hiring techniques. This means that social media is the medium to consider when you have an open position that needs to be filled as soon as feasible.
• They can see more about the potential hires on social media. By learning about the person’s personality, they can learn about their goals and what to anticipate from them after they hire them to work for their company.

10 Best Practices for Social Media Recruiting

Every company decides on its own social media recruitment strategy based on its employment requirements. But, here are a few best practices that will ensure you are maximizing your social recruiting strategy:

1. It is crucial to establish a strong online presence that communicates the company’s goal and values because millennials and Generation Z look for information online. Because millennials value emotional connection, don’t just provide data.
2. Even if it’s advantageous to be welcoming to everyone, you should focus on the proper demographics if you want to advance your plan. As a result, make sure that all of your social media pages are industry-specific, and focus on networking with influencers in your business.
3. Implement various types of content on different platforms. For example, Instagram is ideal for employer branding videos, while LinkedIn is ideal for polls.
4. Highlight company culture through your posts.
5. Research where your ideal candidates spend time and energy. What are their hobbies and interests? This will help you relate to candidates and show that you care.
6. Encourage your employees to give referrals and share the opportunities in their networks.
7. Monitor and optimize your social media platforms regularly.
8. Consistently post on social media platforms to engage your potential candidates.
9. When organic efforts don’t produce the desired results, paid advertising is required because most social media sites let users utilise it to spread their message further.
10. Create postings that are legible on all types of devices to advance your mobile recruiting strategies. Add social media-optimized images as well.

What are the Top Social Media Platforms for Recruitment?

There are many social media platforms in today’s market. But it is of utmost importance that you choose the right platform to attract job seekers and find the right candidates.

1. LinkedIn

The most widely used social networking platform for hiring is LinkedIn. The website is equipped with capabilities that make posting jobs and receiving resumes exceedingly simple because it was created with professional networking in mind.. Since it was the first professional social network, LinkedIn provides a comprehensive perspective of a candidate’s professional background. Additionally, it offers information on their preferences, recommendations, and hobbies.

2. Facebook

Despite not being a specifically designed professional network like LinkedIn, Facebook’s sheer scale makes it an invaluable tool for recruiters. It offers a variety of opportunities to locate and contact with prospects, and its informal atmosphere can reveal something about someone’s personality outside of work. It includes a job board as well.

3. Instagram

The majority of the workforce, millennials, and Generation Z are enormous fans of Instagram’s visual approach. Despite being widely used, less than 10% of recruiters use this social recruiting channel, which creates a significant early mover advantage.

4. Twitter

Twitter is known for being succinct and to the point because of its character restriction of 280. Though Twitter has emerged as a trusted source for news and events, its shortness isn’t necessarily a bad thing. Twitter is used by everyone to interact with individuals around the world, from famous people to large corporations.

5. Forums

Several forums can be beneficial for interacting with a talent pool and conducting social recruiting. Popular forums like Quora, Stackoverflow, Github, and Glassdoor are helpful resources for social recruiting.

While Twitter, Instagram, and Facebook are great platforms for social recruiting. But career-focused platform LinkedIn is the clear winner. With more than 830 million members and 50 million people searching for open jobs weekly, LinkedIn is a fantastic resource for social recruitment.

How can a Talent Intelligence Platform help with social recruiting?

Artificial intelligence (AI) and machine learning (MI) offer many ways to expedite the social recruiting process, including AI-candidate search, resume harvesting, and identifying passive candidates. But a talent intelligence platform can also help with social recruiting. Here’s how:

• Easily integrate with LinkedIn and other social media platforms.
• Advanced search capabilities store and organize candidate contact information from social profiles quickly.
• Automated communication tools to keep candidates in the loop every step of the way.

How to Reject a Job Applicant Politely

Rejecting job applicants is never an easy task, but it’s a necessary part of the hiring process, especially when there are a lot of candidates to choose from. To do it politely and professionally, it’s important to have a plan in place. This guide offers some tips and advice on how to handle rejecting candidates with respect, providing constructive feedback, and implementing an effective applicant-tracking process. By following these strategies, you can ensure that candidates are treated with dignity and that your organization maintains a positive reputation in the job market.

4 Phases and Procedures of Rejecting Candidates

Rejecting candidates is more challenging than simply writing an email. It is essential to know how to reject candidates kindly and respectfully in each phase of the recruitment process. These four best practices can help in rejecting a job candidate.

Rejecting Candidates in the Application Phase

Many companies do not notify candidates that their application is not moving forward. However, if you decide to do this, it’s essential to be clear in your rejection email:

1.   Let the candidate know that their application was not accepted. But also thank them for applying and remind them that they are welcome to apply for roles in the future.
2.   Avoid same-day rejections. Wait 2-3 days before sending a rejection email to avoid any concern that you did not spend time vetting the candidate.
3.   If you use an Application Tracking System (ATS), make sure you input the correct criteria and audit your system regularly to avoid accidentally rejecting candidates.
4.   Automate your email writing process to avoid duplicate or repeat emails.

Learn more on how an Applicant Tracking System can help the hiring process here: AI-Enabled Candidate Matching.

Rejecting Candidates after the Phone Screen

If you have decided that the candidate is not a good fit after a phone screen, it’s best to reject them in writing or via phone call within 1-2 days. Be clear about what disqualified them and express appreciation for their time. If the candidate has questions, be sure to answer them.

When sending your email, make sure to provide actionable feedback. Transparency benefits your employer’s brand and will aid in the professional development of your rejected candidates.

Rejecting Candidates after the In-Person Interview

You have already developed a special relationship with the candidate at the interview stage, and they have interacted with your company several times. Rejecting candidates at this stage requires extra consideration.

It is best to proceed with a templated email that thanks the candidate for their time and reiterates that they were not selected. Refrain from giving them vague commentary that does not explain why they are not moving forward. Instead, focus on constructive feedback that will help them improve their candidacy for future roles.

Rejecting Candidates after an Offer

It is always challenging to reject a candidate after you have offered them a job. But it occasionally needs to be done, i.e., after a background check failure. The best way to do this is to let the candidate know via phone. Calling the candidate will allow them to ask questions and understand the decision made.

When rejecting a candidate after an offer, remember that the company’s reputation is also on the line. Therefore, you should justify why you did not select the candidate and how their profile did not meet the job qualifications to receive closure. Rejecting candidates takes work. But it is something you will have to do throughout your career.

By following these best practices and being transparent with candidates, you can ensure candidates will not be discouraged from applying for future roles within your company.

Factors To Keep In Mind When Rejecting Candidates

Providing Feedback

If you’re wondering how to reject a job applicant politely, it’s important to remember to provide feedback to those candidates who were not selected. Although it can be difficult to give specific feedback on why a candidate was not chosen, offering general feedback on areas where the candidate could improve can be valuable for both the candidate and the employer.

Being Consistent

It is essential to be consistent in how you reject candidates. This means that all candidates who are not selected should be notified promptly and in the same way (i.e., via email or phone call). This can help ensure that all candidates are treated fairly and that the recruitment process is as efficient as possible.

Considering the Candidate’s Experience

Finally, it is crucial to consider the candidate’s experience during the recruitment process. This means that the process should be easy to navigate, communication should be timely and responsive, and all candidates should be treated with respect and professionalism.

Timeliness

It is crucial to notify candidates of their status on time. All candidates should be notified of their status as soon as possible after making a decision and no later than a specified date. This can help ensure that all candidates are treated fairly and that the recruitment process is as efficient as possible.

Ask for the Candidate’s Feedback

Another way to reject a job applicant politely is by asking for their feedback. Although it may seem counterintuitive, this approach can help build positive relationships and leave candidates with a positive impression of the company.

To ask for feedback, recruiters can include a simple question in the rejection email, such as “Would you be willing to provide us with feedback on your experience with our recruitment process?” This shows that the company values the candidate’s opinions and is committed to improving their recruitment process.

Asking for feedback can also provide valuable insights into the recruitment process, helping recruiters identify areas for improvement and better understand the candidate’s perspective.

Follow-up

While rejecting candidates, recruiters must be available to answer any questions and concerns the candidate may have and provide additional information as needed. This ensures fair treatment and an efficient recruitment process. It’s important to follow best practices, such as providing personalized rejection letters, communicating respectfully and tactfully, having a well-defined applicant tracking process, providing feedback, being consistent, considering the candidate’s experience, being timely, and following up with personalized rejection letters. This approach creates a professional, respectful, and efficient recruitment process.

Staying in Touch with Rejected Candidates

Staying in touch with rejected candidates is a valuable practice that can benefit both the candidates and the organization. It shows that the organization values the time and effort the candidate invested in the application process and helps build a positive employer brand. 

To stay in touch with rejected candidates, it’s important first to reject them politely and professionally. After sending the rejection letter, consider offering candidates the option to stay connected. This could include adding them to a talent pool or a mailing list for future job openings, inviting them to follow the company’s social media pages, or suggesting they connect with you on professional networking sites like LinkedIn. 

Staying in touch with rejected candidates can also help to improve the candidate experience and build a positive employer brand. By maintaining a respectful and transparent relationship with candidates throughout the recruitment process, even when rejecting them, the organization can create a positive reputation and attract top talent in the future.

Frequently Asked Questions

How do you politely reject a candidate?

• Begin with empathy
• Gratitude is owed for their time
• Make your response special
• Tell them you’re still looking for other candidates
• Give a constructive critique

What are the most common reasons for rejecting candidates?

The common reasons for rejecting candidates are standard resume templates, impersonal applications, Overqualified or Insufficient, Social Media Behavior, Absence of Effective Communication Skills, Nonspecific Responses, and Question Avoidance.

Recruitment has always been an intricate task for the talent acquisition teams as it involves finding the right talent in quality time. So, it is vital to have a recruiting strategy that allows you to move as quickly and efficiently as possible through the hiring process. Especially in a competitive job market. By following the right recruiting tips, you will ensure that the top talent becomes part of your workforce. 

Top 6 Recruiting Tips to Accelerate Your Hiring Process

The following recruiting tips will help you attract the best candidates and get the right hires for your organization. 

1. Utilize Multiple Channels to Reach Qualified Candidates

Post your job openings on job boards and social media platforms frequented by your target audience. Social recruiting has never been more popular, and it is a great way to reach a large number of potential candidates quickly. Popular social platforms for candidate sourcing are LinkedIn, Twitter, and Facebook. 

These platforms can get your job descriptions in front of as many qualified candidates as possible. Still, they can help you communicate elements of your company culture, achievements, and values that may be important to potential candidates. 

2. Leverage an Applicant Tracking System (ATS)

An ATS is the best investment you can make to enhance your recruitment strategy and speed up the hiring process. This innovative hiring solution helps you manage your recruitment process by automating the tracking of resumes and applications. It will save you tons of time and make finding the best candidates for your job openings easier.

When you choose the right ATS, like Oorwin’s all-in-one ATS, you can streamlineyour  hiring process from end to end. It integrates seamlessly with job boards, social media, and email marketing platforms to help you find the best candidates quickly. With Oorwin, you can easily post your job openings on social media, manage resumes and applications, and track the progress of your recruiting process, all from a single sign-in. 

3. Move Candidates Through the Pipeline Quickly 

Time kills all deals, and we aren’t just talking about sales. This is even true in recruiting and hiring. The faster you can move candidates through the hiring process, the more likely you are to make a hire. Here are a the steps you can take to speed up your hiring process: 

• Eliminate unnecessary steps in your approach. 
• Use an ATS that helps you find the best candidates quickly. 
• Communicate with candidates frequently and keep them updated on their status. 
• Communicate rapidly with your clients and account managers to be on the same page. 
• Make a decision soon and stick to it. Don’t drag out the process to make sure you are making the “right” decision. 

4. Engage Passive Candidates 

You probably already know that most highly-qualified candidates aren’t looking. They are happily employed and not actively seeking a new job. However, that doesn’t mean they wouldn’t be interested in a great opportunity if it came their way. 

One of the best ways to find these candidates is by engaging them in the recruiting process. Attracting the best passive candidates begins with having a fully developed recruitment strategy that includes an outreach process.  Be sure that your outreach process includes the following:

• Build a strong employment brand and promote it through your social media and job posting.
• Utilize various communication channels to reach out to candidates – email, job boards and social media.
• Leverage recruiting software that automates the process and helps you find the best candidates quickly.

It’s important that you effectively engage these passive candidates and immediately sell them the role (if it is a good fit). 

5. Keep an Open Mind and Eliminate Hiring Bias

This tip may seem obvious, but many overlook its importance. The best candidate for the job may not be the first one that comes to mind. It is essential to keep an open mind and be prepared to interview anyone who meets the qualifications for the position. This is essential if you want to eliminate unconscious hiring bias from your recruitment cycle. Resume parsing software is an excellent tool to help you vet candidates objectively and eliminate bias from the equation. 

6. Standardize Your Interview Structure 

Your interview process should be the same for every qualified candidate. To ensure this is the case, we recommend that you standardize your interview structure. This can be done by following these steps.

• Develop a list of must-haves for any role you are hiring for.
• Create interview questions that focus on the skills and experience that are most important for the role
• Ask the same questions of every candidate to make a fair comparison
• Grade candidates on a scale from 1-to 5

In 2022, messaging has become a communication mode essential for a positive candidate experience. As the number one use of smartphones in the USA, messaging has quickly become the preferred way to communicate for many. Text recruiting is a fast and efficient way to connect with potential employees. But, it is only appropriate if done correctly.

Best Practices for Effective Text Recruiting

Texting can lead to embarrassing, costly, and time-consuming mistakes when done wrong. It can even tarnish your company’s employer brand. Here are our best practices for text recruiting:

1. Create a Policy for Text Recruiting Etiquette

To eliminate the risk of tarnishing your company reputation, it’s important to develop a policy for text recruiting etiquette. This policy should include the following information…

• What type of texts are appropriate
• When it is appropriate to reach out to candidates via text
• What types of communication are not allowed (i.e., spamming and harassment).

When training your recruiters, make sure they are familiar with the policy and understand how to follow it.

2. Respect Candidate Boundaries

It is not just employees who appreciate boundaries; potential candidates do too. For example, sending an unwanted text to a jobseeker can appear invasive, especially if they are only a passive candidate. In addition, if a candidate is not expecting a text from you, they may be annoyed, offended, or put off because you decided to reach out to them that way.

You should always respect the privacy of potential employees by asking for their consent beforehand, so texting should never be the first method of communication used with a candidate.

3. Build a Database for Text Recruiting

Creating a database for text recruiting is one way to ensure that your efforts are efficient. This process is made easy with an Applicant Tracking System (ATS). An ATS allows you to store a candidate’s contact information in a database and document your conversations. You can then easily send text messages (or even automated text messages) to potential candidates without manually entering their information every time. 

4. Only Use Texting for Short Messages

Text messages to candidates should be short and sweet. Email is a much better and more professional mode of communication for any message that is longer than a few lines. This means that you should not text candidates anything requiring them to respond with a descriptive answer.

Texts should also never include attachments, personal information, or anything not relevant to the job opening. Examples of appropriate things to text candidates include:

• Inviting candidates to self-schedule a phone call or screening interview
• Confirming an appointment and reminding them of the time, location, or address
• Asking a candidate to email additional documents (e.g., resume, work permit)
• Thanking a candidate after an interview
• Letting candidates know that you have sent them a time-sensitive email
• Making a past candidate aware of a new opportunity

5. Be Mindful of Time Zones

When recruiting via text, it is crucial to be mindful of time zones. For example, if you’re texting a candidate in a different time zone, they may receive your message at an inconvenient time or even when they are asleep. To avoid this, always ask the candidate when they would prefer to receive texts. If needed, you can even create a schedule that works with their time zone and send pre-scheduled text messages to them at those times.

If you are unsure, the rule of thumb is to aim for the mid-to-late morning, or between 8 A.M. and 12 P.M. in their respective time zones. This is when candidates typically prefer to be texted.

6. Use Professional, Friendly Language

Texting with a prospective employee is a great way to personalize your communication. However, it’s still important to use professional language and maintain a certain level of formality when texting a candidate. To achieve this, always make sure to introduce yourself, use the candidate’s name, and be clear about the purpose of your text in a friendly and concise way. Also, avoid using emojis, slang, or excessive abbreviations in your readers.

Text recruiting is a great way to engage candidates, but only when done professionally and respectfully. The above tips will help you ensure that your text recruiting efforts result in the best possible candidate experience.

With the increase in the number of active job seekers on a daily basis, the need for automated quick ways of hiring has increased profusely. Job boards are the go-to market strategy of every candidate and Naukri is one of the most popular job boards in today’s market. However, the recruiters often have to switch between their ATS and Naukri to fetch the candidate profiles. So, what if, your ATS integration with Naukri was successful and you didn’t have to switch between both of them?

To resolve this issue, Oorwin is proud to announce a partnership with Naukri—India’s largest job board with over 75K+ jobs listed.

In, this article on Oorwin’s ATS Integration with Naukri will talk about how you can combine the power of Naukri’s rich candidate database with Oorwin’s AI-powered candidate search algorithms to find the right talent for your organizations at ease.  The following topics would be covered in this article:

• • Setup Oorwin ATS with Naukri
  • Features provided
  • How to publish jobs in Naukri
  • How to refresh and delete jobs

Oorwin’s integration with Naukri gives you immediate access to 10,000+ jobs in 19+ countries and many active job seekers with whom you can engage, in an easy and quick manner. So, let us move forward with this article and understand how to set up Oorwin’s ATS with Naukri.

Setup Oorwin ATS with Naukri

To setup Naukri on Oorwin ATS, follow the below steps:

• Click on the Marketplace icon on the left navigation bar -> Uncheck All -> Select Job Boards -> Click on the 3 dots near Naukri’s logo -> Click on Configure.

• Click on the Accounts tab and then click on Add Account. Refer below:

• Now, enter your Naukri account credentials and subscription details, click on Save, and you’re good to go! 

Once you have added your Naukri account to Oorwin, you can then add the users that you want to be able to allot credits to recruiters for a job posting and replenish the credits daily, weekly, or monthly. Next, in this article on  Oorwin ATS integration with Naukri, let us look into the features you will get with Naukri added to your Oorwin account.

Oorwin ATS integration with Naukri Features

The following are the features you will get access to, on integrating Oorwin ATS with Naukri.

Publishing Jobs

Refreshing Jobs

Deleting Jobs

Candidates Resume

Publish jobs in Naukri

Publishing jobs on Naukri has never been easier. Oorwin lets you publish jobs directly on Naukri with just a single click. Let us see how you can achieve the same:

• To publish a job you have to create a Job and then click on Publish in the jobs module. Once you click on Publish, you will see Naukri’s logo.
• Click on the radio button of Naukri and click on Publish.

Note: To post jobs on Naukri, kindly mention the skills, location, work experience, UG course, and role details so as to successfully parse the job details.

Refresh and Delete jobs

To refresh a job you can click on the arrow mark on the right-hand side of Naukri’s logo. Similarly to delete a job, you can click on the Unpublish button as shown below.

With this, we come to an end to this article on Oorwin’s ATS integration with Naukri. So, if you are interested to know more about Oorwin’s ATS, take a product tour today or contact us on +91-8977801805 / USA: +1877-766-7946 to talk to our product advisors.

This article on ATS Integration with Dice will talk about how you can combine the power of Dice’s rich candidate data with Oorwin’s AI-powered candidate search algorithms to find the best professionals without switching applications.

Oorwin’s integration with Dice gives you immediate access to over 2 million technology professionals that you can engage with right from your Oorwin ATS. The integration lets you publish jobs on Dice, quickly find relevant candidates, submit matching profiles for jobs, and add applicants to Oorwin ATS with just a few clicks.

Oorwin’s Dice integration helps you find the most active candidates while streamlining your recruiting efforts by removing the need to switch applications or move data between Oorwin and Dice. 

The integration has helped our customers harvest more than 1 million high-quality resumes from Dice without leaving Oorwin. Read on to know more.

Setting up Oorwin ATS integration with Dice

You can start using Dice on Oorwin within minutes by following these steps. 

Click on the Marketplace icon on the left navigation bar. Once on the Marketplace page, select Job Boards, and then Dice. Click on the Accounts tab and then on Add Account. Just enter your Dice account credentials and subscription details, click on Save, and you’re good to go! 

Once you have added your Dice account to Oorwin. You can then add the users that you want to be able to run resume searches and job postings using the Dice account. You can also allot credits to recruiters for a job posting and resume search, and you can replenish the credits daily, weekly, or monthly.

Searching Dice from Oorwin

You can search for candidates on Dice directly from the Advanced Search on Oorwin. The UI is similar to Dice to keep the experience seamless and to reduce the learning curve for users.

The integration allows you to use Oorwin’s Intelligent Candidate Search and Candidate Ranking to get the most of Dice’s rich candidate data. 

You can also search for candidates from Dice using any number of keywords and then refine the search results using multiple filters.

Single-click job Publishing

Publishing jobs on Dice has never been easier. Oorwin lets you publish jobs directly on Dice with just one click.

That’s not all, Oorwin automatically updates and refreshes the posted jobs regularly to make sure your job stays relevant and always appears at the top of the results.

You no longer have to visit and log in to Dice to check if you’ve received any applications for the jobs you posted. Oorwin automatically sends out alerts to the respective recruiters when candidates submit applications for the job-creating a real-time workflow between Oorwin and Dice. 

You can also initiate a conversation with these candidates and request documents using the Oorwin chatbot. This way, your recruiters will get resumes and start screening candidates even when they are away from their computers!

Candidate Resume Parsing

It has been a common practice for recruiters to download resumes and save them on their computers and then re-upload the resumes for different jobs.

Oorwin’s Dice integration allows you to create a candidate on the Oorwin ATS with just one click using the candidate profile and resume from Dice. 

You can also parse multiple candidates’ resumes in a matter of seconds and without having to switch applications. You can store the candidate information in Oorwin for future use without having to download the resume from Dice again. 

The Oorwin Advantage

Gone are the days of logging into multiple applications and moving data between them. Oorwin’s Dice integration lets you use Dice without having to log into your Dice account each time. Just enter your credentials once, and you’re good to go.

Along with a one-time sign-on from Oorwin, you can set up multiple users who can use the Dice account once configured to avoid procuring multiple licenses.

The integration boosts recruiter productivity by allowing one-click creation of candidate records from Dice and parsing of multiple candidate records in a matter of seconds. You can also add candidates to a Pipeline or submit a candidate for a job with just a few clicks.

Lastly, Oorwin helps you track the success of all your activity on Dice with reports and insights on jobs posted, candidates sourced, recruitment source success, recruiter and team-specific metrics, etc.

Want to give Oorwin a try?  Click here to request an Oorwin product tour.

In recent years, LinkedIn has become the social media platform of choice among employees and employers alike. As more employees flock to the platform, LinkedIn is playing an increasingly important role in recruitment processes. While it is well known that recruiters spend a majority of their time sifting through candidate resumes on multiple job boards, more recruiters are now finding and hiring talent from LinkedIn. This has made automated resume harvesting from LinkedIn a must-have for any recruiter. 

Automate Resume Harvesting and Candidate Sourcing from LinkedIn

In line with our mission to help recruiters and staffing businesses boost productivity, Oorwin ATS now lets you automatically harvest resumes from LinkedIn. That’s not all. You can also use our first-of-its-kind contact details fetching feature to quickly find the email IDs and phone numbers of the candidates you are interested in. Let us move forward with this article on automated resume harvesting and contact fetching from LinkedIn.

LinkedIn Resume Harvesting

To harvest resumes from LinkedIn, simply head to the job page on Oorwin ATS and click on Resume Harvesting and then click on schedule. Alternatively, you can click on the Advanced Search button at the top of the Oorwin homepage and get to the resume harvester page from there. This opens up the resume harvester page in a new window or tab. 

Once on the resume harvesting page, you can then select LinkedIn from the harvest source list, set the criteria for your candidate search, and then click on Find Candidates.

You can further refine your search criteria by clicking on ‘Advanced Search’ and adding details including keywords, skills, job title, location, employment type, work authorization, etc. to make sure you always find the best candidates. 

The shortlisted candidates will be directly added to the job pipeline so your recruiters can quickly go through them and pick the candidates that most closely match the requirements. Here’s how it works.

This eliminates the need to have multiple tools for resume fetch, contact detail fetch, candidate-job matching, etc. All the information is automatically reconfigured based on fully customizable templates.

Source Candidate Details from LinkedIn

Oorwin ATS goes a step further when it comes to making the entire recruitment process as frictionless as possible. 

Once the candidate has been added to a job pipeline, you can now get contact details for the candidate including email addresses and phone numbers from LinkedIn even if the candidate hasn’t made these details public. 

All you need to do is go to the job pipeline page and click on LinkedIn Contact Details Fetch for the particular candidate in the actions column. To use this extremely useful feature, all you need to do is get a few credits and use them to fetch the contact details of any LinkedIn user.

Use Plugins for Instant Resume Harvesting

You can also quickly harvest resumes directly from LinkedIn using Oorwin’s plugin for Chrome browser. Once you’ve installed the Oorwin extension for Google Chrome, you will see the option to harvest or parse the candidate resume directly from their LinkedIn profile. Candidate resumes can also be harvested directly into Oorwin simply by clicking the Submit button on the Oorwin panel for the Chrome browser.

Boost recruiter productivity, increase candidate engagement and improve hire quality with Oorwin’s automated resume harvesting and candidate sourcing from LinkedIn. Want to give Oorwin ATS a try? – Oorwin product tour