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.

Employee Referral Portal: Recruit Faster and Improve Quality of Hires

An employee referral portal is a valuable tool for companies looking to recruit faster and improve the quality of their hires. There is no shortage of research showing that referred candidates are generally of higher quality and are more likely to receive and accept an offer, stay at the job longer, and perform better. 

Implementing an effective employee referral portal helps businesses improve the quality of hires while spending less time and resources on the hiring process. By leveraging the networks and connections of current employees, a referral portal can help bring in qualified candidates who are a good fit for the company culture.

Right Employee Referral Portals to Enhance the Quality of Hire

Are you looking to enhance the quality of your hiring process? A powerful employee referral portal can make all the difference. By leveraging employee referral portals and job referral websites, you can establish an efficient referral program within your organization. This will enable you to expand your candidate pool and effortlessly discover qualified candidates, as employees and candidates can refer their friends, ex-colleagues, and relatives. The solution you choose should give you the ability to:

• Easily publish jobs that you want to receive referrals for
• Obtain referrals from your employees or candidates
• Track all referrals from one place

5 Reasons Why You Should Implement Oorwin’s Employee Referral Portal

With Oorwin’s Employee Referral Portal, you can now set up an effective referral program to recruit faster and improve the quality of hires.

Getting Started is Easy

Getting started with Oorwin’s Employee Referral Portal is easy. You can choose if you want to allow employees to refer candidates, candidates to refer other candidates, employees to change the referrer, or candidates to change the referrer. Once the referral settings are programmed, the administrator can then head to the job page to publish jobs on the Employee Portal for employees or Career Portal for candidates.

All the jobs that have been opened for a referral will be made available to the administrator in an aggregate report to help them quickly check the submitted referrals from employees and candidates. The admin can also head to the Referral Portal and click on Admin Actions to approve a change of referrer request raised by either an employee or a candidate. Once the admin approves or rejects the change of referrer, the referrer will receive an email notification informing them about the referral’s status.

Simplified Process for Employees to Refer Candidates

Your employees will be able to see all the jobs the organization is seeking referrals for.

The employees can refer a candidate for a published job by clicking on the Refer icon. If the candidate the employee wants to refer is not in the organization database, the employee must first add the candidate to the portal by entering their details. Once the candidate has been added, the employee can then invite the candidates to apply for a job by clicking on the Invite Candidate button. 

The candidates are identified with their email addresses, and each is expected to have a unique email address. If the email address already exists in the database as another employee used it, the employee can ask the admin to change the referrer. 

Employees can manage all their referred candidates by clicking on the Referred Candidates tab on the Employee Referral Portal. Employees can see details of all their previously referred candidates, Job IDs they have referred for, and whether the candidate has been invited to the career portal or not.

Your Candidates can Submit Referrals

Oorwin’s Employee Referral Portal allows you to choose if you want candidates to refer other candidates. If you allow candidate referrals, only those candidates who have already registered on the Career Portal will be able to refer other candidates.

Once the candidate logs in to the Career Portal, they can see all the jobs that are open for referrals from candidates under the Careers tab. Besides each job ID, the candidate can see the employee or candidate name who has referred them for that job ID.

Similar to the employee referrals, the candidates can either refer another candidate or apply for these jobs themselves using the “Refer” and “Apply” options. The referred candidates can see all the details of the previously referred candidates, the Job ID they were referred for, whether the candidate was invited to the Career Portal or not, and add a new candidate for a referral. Candidates can also re-send the invite if the referred candidate hasn’t signed up with their email address.

Easy Sign-Up for Referred Candidate

The candidate that has been referred will receive an email with a link to the Career Portal. They can then sign up on the Career Portal using the same email address using the same link. This will also create a link between the referrer and the referred candidate. Once they sign up, they can click on Careers to view jobs for which referrals are open, or they can apply for other jobs published in the Career Portal.

The Apply button will take the candidate to the application page. They can apply by uploading their resume, filling in their details, or through other social portals. The referred candidates can click on My Jobs on the Career Portal to know what jobs they have applied for, the referrer, and the application status.

Referral Workflow for Recruiters

Oorwin’s Employee Referral Portal makes it easy for recruiters to get job referrals from either employees or candidates. To do so, the recruiter first needs to publish a job. Recruiters or admin can also easily identify that a particular job has a referral by either an employee or candidate by checking the associated referral icons for “RP” and “CP,” respectively.Oorwin Referral Portal offers an easy and effective candidate referral system to make sure hiring is seamless and efficient. Click here to request an Oorwin product tour.

The Benefits of a Job Referral Website

In addition to employee referrals, job referral websites can play a crucial role in improving the quality of your hires. These websites serve as a platform where you can showcase your job openings and attract potential candidates. By utilizing a job referral website, you expand your reach beyond your immediate network and tap into a wider pool of talent. 

Job referral websites often have a broad audience, increasing your chances of finding candidates with the skills and qualifications you require. Furthermore, candidates who actively use job referral websites are usually motivated and actively seeking new opportunities, making them more likely to engage and respond to your job postings.

Frequently Asked Questions:

What is an employee referral portal?

An employee referral portal is an online platform that allows current employees to refer job candidates to open positions within the company.

How does an employee referral portal benefit a company?

An employee referral portal can benefit a company by helping to recruit faster and improve the quality of hires. It can also make the recruitment process more efficient and cost-effective.

Are there incentives for employees who refer candidates through an employee referral portal?

Many employee referral portals offer incentives for employees who refer candidates who are successfully hired. These incentives can vary but can include bonuses or rewards.

As a majority of employees are expected to work remotely through 2021, Human resource (HR) departments are increasingly setting and tracking key performance indicators ( HR KPIs) to represent the performance of their department in relation to employee satisfaction.

In this article, we’ll discuss how key performance indicators can be used to help boost employee satisfaction, increase productivity, and maximize revenues.

We’ll also highlight the top 7 HR KPIs to track in 2021 to get the most of your HR department’s performance.

Understanding HR KPIs

Before we go any further, it is important to first understand what key performance indicators are.

Key performance indicators, or KPIs, are strategic metrics that you can measure in order to get insights about efficiencies, success rates, bottlenecks, etc. within different processes at an organization.

What is HR KPIs?

Human resource key performance indicators are metrics that are used to track and measure the performance of the human resource team and see how it is contributing to the rest of the organization.

HR KPIs measure how successful HR processes have been at managing the organization’s HR activities.

How can Human Resource KPIs be set?

The human resources team in the organization can define multiple KPIs to reach a specific business objective. And even those indicators can be broken down into smaller groups, so it’s easier to proceed and manage every detail of a bigger project.

HR KPIs need to be an important part of your wider human resource planning strategy. These are not standalone objectives, so you need to think strategically before setting your KPIs.

A very simple model is the SMART model, which can help you define your HR KPIs (and mostly all kinds of business-related goals too) and make your goals achievable. It stands for:

• Specific: Setting clear and specific goals and metrics, so it’s much easier to focus on them and be effective in reaching them.
• Measurable: Work with numbers to define objectives. Your progress can be analyzed better and it helps you set realistic goals.
• Achievable: Focus on metrics only that are realistically achievable. Consider your organization’s abilities and your resources when setting your objectives.
• Relevant: Every goal you set should be relevant to your company. It should support the overall objective of your business. Think about the reasons you include a metric into your HR strategy and also about its benefits for the whole company.
• Time-bound: Prioritize your goals and set a reasonable deadline for each of them, so you don’t get overloaded and keep progress.

Use this model for each of your KPIs separately to create an effective, working plan.

6 Characteristics of effective HR KPIs

 1. Focused and manageable

One of the most important things you need to consider when setting your HR KPIs is focusing on a manageable number of metrics that you are able to track and measure. Doing everything in the same is not profitable, as you will lose focus easily.

To set KPIs that are relevant to your organization and human resources team, identify the top 5 to 10 performance metrics that make the most sense for your company. Your organization’s current stage influences these decisions. For example, if you’re early in your HR management stages, training employees might not be on your list. Instead, you could focus more on hiring – so setting specific KPIs for costs and recruitment times might be more relevant and important for your business.

2. Easy to break them down

Good KPIs are drillable. When setting key performance indicators, the HR management team should be able to break them down into smaller steps. It helps to better understand the situation and improve your activities in the future.

3. Aligned with each other

KPIs should be defined considering not only the HR strategy of an organization but also the overall business goals. It should be consistent with every objective of the company. On the other hand, all the HR KPIs should be aligned with each other. They should help the department and succeed and improve, so setting metrics that are built on each other is essential.

4. Specific

Another important thing to keep in mind when defining your organizations’ HR KPIs is setting specific, simple metrics that are easy to understand and follow to each and every member who is involved in achieving them. It makes the goals understandable and much easier to focus on.

5. Assigned

The goal of HR KPIs is to help your business succeed and improve where it’s needed. Therefore, it’s important that you consider your performance indicators as small projects. Good KPIs can be assigned to different people who will oversee the tracking and reporting of your metrics. If your HR KPIs are specific and focused, you’ll have no problem assigning it to different people and making them responsible for achieving them.

6. Tracked effectively

Tracking human resource metrics and KPIs manually is a time-consuming activity. You would need to collect, organize, analyze and optimize data and the probability of entering inaccurate data is higher. Instead of managing it all manually, HR software is a great tool to collect and report all this data automatically to your human resources team. Visual analysis can be created and sent out, and the updates can be made easily as well.

Check out Oorwin and learn about the benefits it can give in human resources management.

Top 7 HR KPIs to Track in 2021

Now you understand the importance of HR KPIs and also know what to consider when setting them. In this section, we collect the human resource KPIs and metrics that will be most beneficial for your company in 2021.

1. Employee satisfaction

Tracking your employees’ satisfaction is a very important activity. It helps you retain your talent and guides you on how to keep your employees motivated and satisfied. Satisfying your team and making sure they feel happy and inspired in your company is something you should definitely work on in 2021. 

You can create employee satisfaction surveys that are built on your KPIs. If you ask them questions that are connected to your metrics, you’ll be able to analyze data and get important insights to improve your organization.

2. Absence

Measuring your employee’s absenteeism rate provides vital information about employee motivation. If not showing up is an issue at your organization, then you should do something with it. It’s not only bad for the person that called out sick but also has bad effects on the other team members who need to cover for their work.

Before you craft a strategy that focuses on minimizing absenteeism, create management and handbook for your absence policies and also make categories for absences. That way you can easily track and measure the absenteeism rate and come up with a solution for that.

3. Recruitment costs

Recruitment costs are another human resources KPI to consider. It examines how much money is invested to obtain the necessary resources for incorporating a new employee. It covers your recruitment costs such as a subscription to employment portals, advertising, and the subscription fees of an ATS software. But it also refers to the money you spent on education, training videos, and other materials. Focusing on the optimization of recruitment costs is therefore essential.

4. Time to hire

Not only the money you invest in recruitment, but also the time is important to consider. Tracking the time it takes to hire new team members will help you understand how long it takes to recruit the right people. This is important to keep time to hire down.

Using HR software helps your organization gain and analyze useful data you’ve collected on candidates during previous recruitment processes. It’s clever to use a system like that to more effectively track your KPI. Our Oorwin offers excellent opportunities to store and manage data to cut the time to hire new employees.

5. Benefits administration

The HR team should follow and track employee productivity. A well-designed benefit system makes your team even more motivated and effective. Make sure to track important tasks that contribute to the success of your organization. This is a KPI that shows whether your employees are satisfied with the benefits you offer as a company. You can easily get data by sending out satisfaction surveys and improving your benefits administration according to those results.

6. Talent retention

It costs more to hire new team members than retain existing talent. On the other hand, having great employees, who are skilled and motivated is a real gem for your organization – you really should make sure they don’t leave you. Talent retention helps you keep your employees and provide them with great offers instead of losing them.

This KPI can be measured and tracked by implementing a strategic talent management program. The right metrics provide important information about who’s leaving, when, and why. If you have this data available, you can optimize your engagement and improve your team’s performance.

7. 90-day failure date

This KPI measures the percentage of new recruits that stay in the company for less than 90 days. By analyzing and understanding this data, you can create an efficient recruitment process and set up a benefits plan that fits the needs of employees.

Give Oorwin a try

Oorwin Human Resource Management (HRM) is designed to deliver a superior experience to employees as well as HR administrators.

The HRMS provided by Oorwin simplifies employee lifecycle management with features like remote onboarding and exit management, digital signatures, timesheet, and attendance tracking, payroll and invoicing, OCR document scanning, etc.

Oorwin also gives centralized access to all employee information along with in-built capabilities to trigger reminders for document expiry and payroll integration.

Take a Oorwin product tour to learn more.

A Guide to Automate Resume Harvesting and Candidate Sourcing from LinkedIn

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 the 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. 

What is Resume Harvesting?

Recruiters extensively use resume harvesting to source the right talent for their organizations. It involves automated searching and downloading of applicant profiles into private, internal databases of recruitment agencies or HR departments, which traditionally was a manual and time-consuming process. By utilizing rule-based search techniques and software, recruiters can sift and search resumes on LinkedIn, efficiently narrowing down the results to the most fitting candidates.

The primary advantage of resume harvesting is saving time and effort. Modern systems use aspects of Artificial Intelligence to automatically search job boards based on recruitment criteria, allowing searches to occur during non-work hours. This leads to a more focused candidate search, as recruiters can spend more time evaluating the quality of the resumes harvested. Additionally, it aids in developing an in-house resume database, reducing dependency on external job boards. Another significant benefit is cost-effectiveness, enabling more efficient use of job board subscriptions and paid credits.

Understanding Candidate Sourcing

Candidate Sourcing is a recruitment and human resources process, referring to the methods used to identify, attract, and engage potential candidates for a job opening. It involves recognizing recruiters’ and HR professionals’ methods to identify and attract potential candidates for job vacancies. A recent study by LinkedIn has found that companies that use AI-driven candidate sourcing can increase their hiring rates by 30%. Traditionally, this process included networking, advertising, and database searches. However, with the advent of AI, the automation of candidate sourcing has revolutionized this field. AI-powered tools can help in candidate sourcing, which can now scan, interpret, and analyze large volumes of data from job boards, social media, and company databases to identify the most suitable candidates. This automation significantly enhances the efficiency and effectiveness of the sourcing process, enabling recruiters to focus more on engaging and assessing candidates rather than on the initial, time-consuming search. AI-driven sourcing is swiftly becoming an indispensable tool in modern recruitment strategies.

How to Automate Resume Harvesting and Candidate Sourcing from LinkedIn 

As of 2024, LinkedIn is a premier online job board for talent acquisition, boasting a user base exceeding 800 million. This expansive platform is a hub for a diverse global workforce, catering to professionals focused on career growth and business networking. 

LinkedIn’s design and features are particularly tailored for recruiting, offering a streamlined and effective environment for identifying and connecting with specialized professionals across various industries. This makes it a precious resource for recruiters and companies seeking top talent in their respective fields.

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

Frequently Asked Questions

What is Resume Harvesting on LinkedIn, and How Does Oorwin ATS Facilitate It?

Resume harvesting on LinkedIn refers to automatically searching for and downloading candidate profiles to a private, internal database. Oorwin ATS facilitates this by allowing recruiters to set criteria and automate the search process on LinkedIn, streamlining the sourcing of relevant candidate profiles. This includes options like job title, skills, location, and employment type to ensure the most suitable candidates are identified.

How Does Oorwin ATS Enhance Candidate Sourcing Efficiency?

Oorwin ATS enhances candidate sourcing efficiency by automating the time-consuming tasks of resume fetching and contact detail retrieval. This system uses AI to scan, interpret, and analyze large volumes of data from LinkedIn, streamlining the recruitment process. It also includes features for instant resume harvesting and parsing directly from LinkedIn profiles using a Chrome browser plugin, significantly reducing the recruiter’s manual workload.

Can Oorwin ATS Retrieve Contact Details from LinkedIn Profiles?

Yes, Oorwin ATS has a feature that allows recruiters to fetch contact details like email addresses and phone numbers from LinkedIn profiles, even if these details are not publicly available. This is achieved through the LinkedIn Contact Details Fetch feature, where recruiters can obtain these details using credits within the system, further enhancing the recruitment process by facilitating direct communication with potential candidates.