Additionally, we offer a “Just Joined” graphic, perfect for new hires to share and celebrate their new position with their network on LinkedIn. Encourage your new hires to utilize these tools as it not only fosters a sense of pride and belonging but also amplifies our company’s presence on the platform.
More Engagement = More Referrals: Engaging content can pique the interest of potential candidates. This increases the chances of our current employees referring someone they know – leading to a richer talent pool.
Broadened Reach: Currently, our LinkedIn page has an impressive 15,000 followers, but with the collective efforts of our 250 employee followers, we can significantly broaden our reach!
Tips to Increase Engagement
Encourage your team to follow the ATS LinkedIn page.
Promote sharing and commenting on our posts. The more interactions a post gets, the wider its reach.
Celebrate achievements and milestones by sharing them on LinkedIn. This not only boosts morale but also showcases our company’s culture.
Additional Recruiting Information
Why would I need to request SOURCING?
Sourcing is the dedicated process of identifying and engaging with potential candidates. It’s not just about waiting for the right talent to come to us, but actively seeking them out to ensure we always have the best individuals for the roles we need.
Our team will source passive and active talent for current contract vacancies or proposal activity pending award. Please complete a Sourcing Request Form when you are ready to review candidates and provide feedback to our Sourcing team.
Success Story: Thanks to Jubran’s sourcing we found Eric for a critical Video / Multimedia Production role on one of our prime contracts. Since our Deputy PM is so great at what she does, she also sourced the same candidate through other sources. We were able to recruit Eric through both angles at once and he has been a great hire for our Audio / Visual work. (Dorion B., VP Talent)
How to use Sprint Recruiting
A recruiting sprint is necessary for organizations who have many competing priorities and limited resources. We have 70+ active contracts in need of recruiting support and a team of only 4 recruiters, 2 staffing managers, and 1 sourcing specialist. The recruiting sprint utilizing a SCRUM approach to prioritize business needs and assign jobs to individual recruiters requires BUGM leadership and hiring managers to be available for 15-minute daily standup meetings throughout a 2-week sprint.
Our primary objective is to fill one or more of the identified priority jobs, however, the recruiting sprint is also effective in uncovering issues preventing us from filling vacancies (i.e. flexible work demands, salaries out of line with experience, etc). We conclude the sprint with a retrospective meeting for lessons learned and to determine plans for the next sprint. Contact Dorion Baker for more info.