![]() While you don’t need anywhere near 77, if you have zero, maybe it’s time to get one or two. There is no limit to how many recommendations you can send or receive on LinkedIn. ![]() You can offer to reciprocate now or in the future, but it isn’t critical to do so. It should go without saying, but always express your gratitude. Write your potential recommenders simple but thoughtful messages. Make sure you customize your requests.Most people won’t proactively write a recommendation for you. “Recruiters should request recommendations regularly,” advises Fred, “And should ask for permission to use them beyond LinkedIn, e.g., in bid work, on their websites.” Don’t forget your manners Since they are dated, collect them over time so you appear authentic rather than desperate. It would mean a lot to me if you wrote a short recommendation on my LinkedIn profile.”ĭon’t ask for 10 in one day though. I’m actually trying to build out my presence on social media. So the next time someone thanks you for a job well done, reply: “Thanks. Asking while your work is fresh makes it easier for them to say yes. When you successfully make a placement, immediately ask the candidate and the client/hiring manager for a quick recommendation. “She is a really great recruiter” isn’t nearly as meaningful as “She changed my life because she did X, Y, and Z.” When should you ask? Stories are always better than vague empty statements. If you’re great at giving immediate and honest feedback, jog their memories. Perhaps include a few points about your recruiting process that differentiate you. Supply them with anecdotes, detailed circumstances or results achieved that you want to highlight. Remind your recommenders what you did for them. “Candidates are usually very thankful for my service, so when they receive my congratulatory email for the role that I found them, most don’t ignore the request to put a few lines on my profile.” What should they write? He also asks clients whom he thinks will say yes. Only ask someone if he or she can objectively comment on your relevant skills and capabilities.įred asks every placed candidate for a recommendation, and even asks candidates he doesn’t place but whom he did a great job for. You can also ask people outside of work, but in all cases be thoughtful. Think about hiring managers, HR colleagues, and senior executives too. Prioritize candidates by the quality of their experiences working with you. Presumably you’ve placed an array of happy candidates, and most would be willing to say something meaningful and positive about you. Recommendations are an easy way to set yourself apart. Just as you don’t want to settle for an average candidate, candidates don’t want to work with an average recruiter. Recommendations help persuade candidates to work with you. Recommendations can be the difference between a candidate responding to your InMail – or not.Īnyone who’s ever bought something on Amazon or picked a service provider on Yelp can tell you that people’s reviews matter. When all other profile sections are equal, the recruiter with five glowing recommendations is more likely to get a candidate response than the one with zero. “Recruiters achieve their reputations through excellent service, and then they can demonstrate those reputations through recommendations.” Why recommendations matter for you “In my industry, you need a brand that is better than everyone else’s,” says Fred. They also suggest he’s a very likeable guy. Simply put, his recommendations are proof that he is in fact a good recruiter. He recognizes that recommendations collectively confirm the skills and expertise that he proposes throughout the rest of his profile. He knows that recommendations are a validation of his skills and experience, and a strengthening of his recruiter brand. What’s fascinating about Fred is that he has integrated getting recommendations into his relationship-building strategy with clients and candidates. ![]()
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