From the course: Learning LinkedIn Recruiter
Evaluate candidates profiles in LinkedIn Recruiter
- [Instructor] Once you refine your talent pool down to a manageable number, it's time to dive deeper and evaluate individual profiles. In this video, I'll guide you through the key aspects to focus on when reviewing candidate profiles in LinkedIn Recruiter. The goal here is to find people from the talent pool that you're interested in so you can move them to the pipeline. To start, let's click on a candidate from our talent pool. I'll go ahead and do that, and this will open up their profile card, giving us a detailed view of their professional background. Now this is actually my profile that I'm using for this example so that I can show the information on screen. Let's take a look at what we can see here. The first and most important thing is the overall look of the profile. This is the candidate's first impression, and you want someone who's put forth effort. Take a look at their profile. Next, you'll want to take a look at their summary. If I navigate down here, I can click see more of summary. This section gives you an overview of the candidate's professional background and career goals. Look for clear, concise, and relevant information that aligns with the job role that you're hiring for. Next, you'll move on to the experience section. Take a look at their job titles and companies, job description and accomplishments. This is where you should spend some time. Evaluate their work history, paying close attention to their job titles, the companies, durations and key responsibilities. Look for achievements and results that demonstrate their capabilities. Next, you'll see skills. If we navigate down here, you can take a look at their skills. These skills can provide insight into the candidate's strength. You'll want to check to see if their skills match the requirements that you have for the job. If they don't have a specific skill listed, but they are a strong candidate, my suggestion is to ask them about it. Maybe they just didn't list the skill. Now, recommendations are below this, and they're also very important. They're a valuable way to offer third party validation for a candidate's abilities. Look for detailed and specific recommendations that highlight the candidate's contributions and work ethic. If you see some specific qualities echoed in the recommendations, it's likely a strong skill of that person. Also be on the lookout for potential red flags, such as frequent job changes, vague job descriptions, or gaps in employment. While these don't automatically disqualify a candidate, they are worth noting and potentially discussing during an interview. This is a quick look at how you can evaluate a candidate's profile from within your project. Now, at any time, if you decide that you're interested in a candidate, or not interested, you can take action. Here we have hide to get rid of them, but in this case, this seems like a pretty cool guy. I want to save him to the pipeline. I'll go ahead and now that person is saved to our pipeline. Evaluating candidate profiles is an area where you need to put in some time and energy in order to find the candidates that stand out. Once you start finding candidates you like and adding them to your pipeline, you're ready to start the next steps.
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