Making Job Candidates More Accessible to Recruiters

Whether your client is conducting an active or a passive job search, visibility online and within their local or industry community is key to being discovered by recruiters!

But what should your clients be doing to ensure they are accessible and improve their chances of getting contacted for the right opportunity?

The CDI Education Committee posed that question to recruiters from various industries to discover the answer to:

When sourcing candidates who aren’t directly applying for jobs, what is your process? How can candidates make themselves more accessible to you?

In this sixth Q&A Recruiter Voice column, we share their answers on how they find candidates and how candidates can make themselves more accessible to them. This is a juicy column, with details around:

  • Where recruiters source candidates.
  • Detailed suggestions on how to make a job seeker’s LinkedIn profile work better for job matching.
  • Sites other than LinkedIn that recruiters use.
  • Importance of Google to job candidates.
  • How candidates should reply to recruiters when they are contacted but not seeking a new position.

Special thanks to recruiters:

  • Claire Petrie, PHR, SHRM-CP | Talent Acquisition Manager at Remedy Intelligent Staffing
  • Lindsay Ireland | TorontoJobs.ca
  • Marlin R. Akplogan | Bilingual Talent Acquisition Manager at Angus Consulting Management Limited
  • Ron Beck | Director of Healthcare Leadership & IT Recruitment at Carecor Health Services Ltd.

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