How do you stand out in this noisy and constant barrage of enticements? Dropbox makes it highly personal, because the person candidates want to hear from most is the their potential manager. Our sales development manager sent her an introductory InMail saying she was exactly the kind of person we were looking for.Īfter being hired, Veronica Velasco told us, "I definitely wouldn't have completed the application if the lead hadn't reached out," adding, "I was happy where I was and wasn't actively searching … I wouldn't have left for anything less than an amazing opportunity."Ĭandidates are used to receiving multiple emails per week (and sometimes per day) from recruiters, bots, CRM talent systems, etc. We recently used LinkedIn's new Apply Starters feature to reach a candidate that had expressed interest in a position but wasn't actively looking. Direct contact with the hiring manager shows candidates that their prospective lead is involved in the process and really cares about them personally. This allows candidates to hear directly from the source about the role, team and objectives. We try to make sure that hiring managers are the first or second touch point with candidates. As a result, Dropbox applies three techniques to proactively attract talent: All of these trends mean we must adapt our hiring strategies to focus on engaging candidates even before they think about applying.
In addition, there is a changing dynamic in employee tenure as millennials continue to see organization hopping (working less than three years at a company) as an opportunity for growth that's not detrimental to their professional brand. And guess what - these are all Dropbox talent markets. LinkedIn's March 2017 Workforce Report ranked these cities 1st, 4th, 6th, and 7th, respectively, as the cities with the largest skill gaps. More specifically, talent shortages in San Francisco, Austin, Seattle, and New York make every hire a multi-offer affair.
0 kommentar(er)
