It is a common notion that Search Engine Optimization (SEO) only applies to Blogs and SEO articles while that may be true it can also be used to boost your job hunt as well. Knowing, How to Apply SEO Principles to C.Vs. and LinkedIn profiles? gives you an edge over your competitors and thus improves your chances of getting noticed by Sourcers.

But before you do this it is important to have a basic understanding of what SEO is all about. Â It is a writing and web page technique that boosts the visibility of the website and improves the ranking in search tools like Google, Yahoo and Bing. This technique brings your webpage or blog within the first few options which are where you want your webpage to be. Statistics suggest that most individuals usually view the first few results and then type in another search. If your page ranks within the first page of the Google search itself you’re likely to get a lot of traffic towards your website or blog. So if this is done correctly, it will automatically affect not only your visibility but also the ranking.

In a nutshell it is a technique that enables your webpage or blogs to rank among the first few searches within the first page of a Google search thus directing all the traffic towards your webpage or blog.

Keywords Used

The foundation of good SEO is the keywords used. So what are keywords? These are commonly used words or phrases that people are likely to enter in search engines. For instance coffee, brew, coffee beans, roasted, etc. are all related to each other which when used together are woven seamlessly several times into content created. These keywords differ according to the profile for which you’re job hunting. If you’re a graphic designer the words you should use depending upon your experience are Photoshop, Composition, Layout, and Creative.

Profile Completion

When completing your LinkedIn profile for instance it is preferable to begin the description with your name as it acts as a keyword in itself. In addition, you also need to use these keywords within your profile to get the desired results.

Titles & Subtitles

If you thought keywords were to be used mainly in your profile then think again. These same keywords need to be in your titles and subtitles as well. If you want to create an impression with your profile then you need to have titles and subtitles that will convey the message too. Titles and subtitles that stand out and that attract attention are likely to receive a better response from Sourcers. Another aspect to focus on is to ensure that the keywords and headlines used to highlight your experience.

Links

Another important aspect to focus on to improve the visibility of the webpage via the Search Engine is the number of quality links that point towards your webpage. These search engines function based on the answers to these questions:

• Which other websites point to this webpage?
• Are these sites of high quality, substantial and popular?
• Have these sites been around for a long time and whether they are managed to keep their reputation?

You might have noticed that recommendations and endorsements are generally done from professionals who might be from a group. This too assists the search engine to function effectively.

If all of these questions are answered then chances are that your search engine is functioning properly and this will be highlighted by the results you see. If all of these aspects have suitable and relevant keywords it will definitely boost your visibility and ranking thus improving your opportunities simultaneously. So what are you waiting to integrate keywords that best highlight your experience into your LinkedIn profile and in your C. V. and watch your opportunities grow.

It is a common notion that Search Engine Optimization (SEO) only applies to Blogs and SEO articles while that may be true it can also be used to boost your job hunt as well. Knowing How to Apply SEO Principles to C.Vs. and LinkedIn profiles? gives you an edge over your competitors and thus improves your chances of getting noticed by Sourcers.

But before you do this it is important to have a basic understanding of what SEO is all about. It is a writing and web page technique that boosts the visibility of the website and improves the ranking in search tools like Google, Yahoo and Bing. This technique brings your webpage or blog within the first few options which are where you want your webpage to be. Statistics suggest that most individuals usually view the first few results and then type in another search. If your page ranks within the first page of the Google search itself you re likely to get a lot of traffic towards your website or blog. So if this is done correctly, it will automatically affect not only your visibility but also the ranking.

In a nutshell, it is a technique that enables your webpage or blogs to rank among the first few searches within the first page of a Google search thus directing all the traffic towards your webpage or blog.

Keywords Used

The foundation of good SEO is the keywords used. So what are keywords? These are commonly used words or phrases that people are likely to enter in search engines. For instance coffee, brew, coffee beans, roasted, etc. are all related to each other which when used together are woven seamlessly several times into content created. These keywords differ according to the profile for which you re job hunting. If you a graphic designer the words you should use depending upon your experience are Photoshop, Composition, Layout, and Creative.

Profile Completion

When completing your LinkedIn profile for instance it is preferable to begin the description with your name as it acts as a keyword in itself. In addition, you also need to use these keywords within your profile to get the desired results.

Titles & Subtitles

If you thought keywords were to be used mainly in your profile then think again. These same keywords need to be in your titles and subtitles as well. If you want to create an impression with your profile then you need to have titles and subtitles that will convey the message too. Titles and subtitles that stand out and that attract attention are likely to receive a better response from Sourcers. Another aspect to focus on is to ensure that the keywords and headlines used to highlight your experience.

Links

Another important aspect to focus on to improve the visibility of the webpage via the Search Engine is the number of quality links that point towards your webpage. These search engines function based on the answers to these questions:

• Which other websites point to this webpage?
• Are these sites of high quality, substantial and popular?
• Have these sites been around for a long time and whether they are managed to keep their reputation?

If all of these questions are answered then chances are that your search engine is functioning properly and this will be highlighted by the results you see. If all of these aspects have suitable and relevant keywords it will definitely boost your visibility and ranking thus improving your opportunities simultaneously. So what are you waiting to integrate keywords that best highlight your experience into your LinkedIn profile and in your C. V. and watch your opportunities grow?

The recent developments in the recruiting field have resulted in the crowding of Social Media with posts that can affect the quality of hires. So as an alternative to this, recruiters can take advantage of traditional methods that seem to be fading out. One such strategy is that of outbound Recruiting. The outbound recruiting strategy never grows old; as if all other methods fail, recruiters can always rely on the outbound process for their recruitment needs.

So recruiters can look at the outbound recruiting strategies as a safety net to fulfill your requirements. These are very effective ways to build your company branding and even get the word out of your company and its products. So let find out more about these strategies that seem to be the answer to our recruitment issues.

Leverage the right people

When we talk about leveraging people, we are referring to individuals that were part of or within your organizations having a significant or a relatively important place in your company or individuals that are a part of the institute where you wish to conduct your campus recruitment.  For instance, alumni from that same institute or employees or interns from your company can have an impact on the applicants. Aside from this even if you have former students as your employees or interns holding the sessions that too can affect the candidate attitude towards your company.

Using Existing Platforms

Existing platforms such as your company website and of course social media that are as crowded as the popular ones can also impact a potential recruit attitude to your company. You can also use popular media if you get responses. So make sure that all these platforms have positive content on them at all times and are updated from time to time so that they promote a healthy attitude towards you and your company. As this too affects the quality of candidates you receive.

Have a Personalised Strategy Ready

Research has proven that students are likely to respond to personalized methods of connecting to them for a particular job opportunity. You can also use frequently used job portals to meet your requirements, even though it is an online mode of communicating your job vacancy and that too a cost-effective one, I presume. Make use of a resume book database or an institute resume book database. When emailing such potential recruits, ensure that you do it directly from your company; it makes a big difference in their perception of your company.

Hold Company Presentations

This is a great way to get to know potential candidates, as they have a chance to interact with you on a first-hand base and get all their queries or doubts resolved immediately. Besides students will respond better to your campus recruitment in the future as they have met the company representatives. So whenever you do hold a campus recruitment session, make sure you inform the ones who questioned as they are the ones who are sure to respond and notify their friends who are seeking a similar job opportunity. When conducting a presentation ensure that you have the right people, as this plays a major role in the impact that you have on potential recruits as a company looking to recruit talented individuals.

Career Fairs

This is another interesting technique that can yield good results. It is relatively similar to campus recruitment but the difference lies in the participation of several companies from different fields ranging from small, medium to large-sized. So your competitors increase, thus, limiting your chances of capturing the right talent with the desired qualifications. Nevertheless, a great platform to build a reputation so that the next time you participate in one, you are likely to receive a better response nonetheless.

The recent developments in the recruiting field have resulted in the crowding of Social Media with posts which can affect the quality of hires. So as an alternative to this, recruiters can take advantage of traditional methods that seem to be fading out. One such strategy is that of outbound Recruiting. The outbound recruiting strategy never grows old; as if all other methods fail, recruiters can always rely on the outbound process for their recruitment needs.

So recruiters can look at the outbound recruiting strategies as a safety net to fulfill your requirements. These are very effective ways to build your company branding and even get the word out of your company and its products. So let find out more on these strategies that seem to be the answer to our recruitment issues.

Leverage the right people

When we talk about leveraging people, we are referring to individuals that were part of or within your organizations having a significant or a relatively important place in your company or individuals that are a part of the institute where you wish to conduct your campus recruitment.  For instance, alumni from that same institute or employees or interns from your company can have an impact on the applicants. Aside from this even if you have former students as your employees or interns holding the sessions that too can affect the candidate attitude towards your company.

Using Existing Platforms

Existing platforms such as your company website and of course social media that are as crowded as the popular ones can also impact a potential recruit attitude to your company. You can also use popular media if you get responses. So make sure that all these platforms have positive content on them at all times and is updated from time to time, so that they promote a healthy attitude towards you and your company. As this too affects the quality of candidates you receive.

Have a Personalised Strategy Ready

Research has proven that students are likely to respond to personalized methods of connecting to them for a particular job opportunity. You can also use frequently used job portals to meet your requirements, even though it is an online mode of communicating your job vacancy and that too a cost-effective one, I presume. Make use of a resume book database or an institute resume book database. When emailing such potential recruits, ensure that you do it directly from your company; it makes a big difference in their perception of your company.

Hold Company Presentations

This is a great way to get to know potential candidates, as they have a chance to interact with you on a first-hand base and get all their queries or doubts resolved immediately. Besides students will respond better to your campus recruitment in the future as they have met the company representatives. So whenever you do hold a campus recruitment session, make sure you inform the ones who questioned as they are the ones who are sure to respond and notify their friends who are seeking a similar job opportunity. When conducting a presentation ensure that you have the right people, as this plays a major role in the impact that you have on potential recruits as a company looking to recruit talented individuals.

Career Fairs

This is another interesting technique that can yield good results. It is relatively similar to campus recruitment but the difference lies in the participation of several companies from different fields ranging from small, medium to large-sized. So your competitors increase, thus, limiting your chances of capturing the right talent with the desired qualifications. Nevertheless, it a great platform to build a reputation so that the next time you participate in one, you are likely to receive a better response nonetheless.

Therefore, make sure to use these alternative techniques to capture talented individuals that best suit your needs and to boost your selection process of recruiting. This is a nice opportunity to take advantage of, especially since most companies prefer to scout for candidates using social networking sites rather than making use of the traditional methods that can still be applied for the same purpose. To end on a positive note here something to think about, Opportunity; is missed by most people because it is dressed in overalls and looks like work Thomas A. Edison. If you have any views do post them in the comments section and well be glad to add them in.

Taping desired talent with the credentials that you require to fill a vacancy at your organisation can be difficult to do but possible even if they are passive candidates. The frequency with which Social channels are utilised to tap talent has increased considerable due to obvious reasons. When one is sourcing for candidates online it is like searching for a needle in a haystack. Nonetheless the real question is how to capture passive candidates that are not actively seeking a job change especially on Social Media.

If you exhausted all your resources to tap talented folk then utilising Social channels is a good option. And if you wondering how you can tap such talent then we @SourcingAdda can be of assistance as our popular Wednesday discussion addressed the very question you had that lead you to this post. And thanks to one of our Bangalore group member Varun who suggested we discuss on, Ways to Tap Passive Candidates we are able to assist you adequately. Therefore let find out what was disclosed and add to our learning as well so let begin….

Tapping Passive talent online using digital channels isn’t an easy process as highlighted in the conversation above but with the patience and perseverance even capturing online talent can be mastered. Some of the things that you can do to be successful tap into your network on social channels, wait for an opportunity to present itself and then be sure to use it well. Don’t underestimate the simple communication processess we use on a daily basis and use age old techniques to build a rapport and ease the task of on boarding passive talent. Utilise resources that are at your disposal to build pipelines of qualified talent such as LinkedIn; a professional platform. Interact and build relations on such platforms. Sometimes the simple resources or mediums can become a gold mine for Talent Acquisition only if you thought to use it and went about it in a creative manner.

The insights shared have lots of useful tactics that you can utilise to capture the talent you desire so be sure to use it now that you’ve learnt about it through the discussion. Were certain that you’d like to know more about the techniques used to reduce no show of candidates since the discussion was very helpful. And if you like to know how you can contribute more, then here is what you can do in 2 simple steps, namely

1. Follow us @Sourcingadda to gain real time updates to our upcoming activities and events
2. a) Leave your views or requests to join these groups in our comments section below

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1. b) DM us to @Sourcingadda with your name, WhatsApp. Contact no. and location

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