What are the most common networking mistakes for staffing firms in remote work?

The online presence is a HUGE challenge when there are a lot of searches running. The client and candidates come first, so for me I make less time to amplify my voice online when I am at capacity with work. There are services that essentially run your online presence for you, but I am not there yet. That would help though. What is really important is to make sure your website, 'one sheet'', and LI profile reflect who you are as you or your firm evolve. I am super focused on the candidate experience, and helping to onboard my placements, so I need to go back and make sure my profiles and website reflect that. I think once you find your 'point of difference' and what you want people to know about you, it is easier from there.

Your online presence is only as strong as the relevance of what you’re amplifying. It’s very important to ensure that your online articles, testimonials, are speaking to what’s happening in the world around us and giving clarity to the issues that your audience is facing in the present.

I see a lot of recruiters throwing things on the walls and hoping something sticks. They think it’s a volume game, and feel that if they have enough in their funnel, eventually something will stick. And sometimes it does. And sometimes it falls off. Any recruiter who cares about their clients, their candidates and their reputation, will approach this business as a long relationship game and nurture them. Not every meeting turns to a placement, but those who invest in people they meet are investing in their future because you never know who will end up where!

In my approach, I choose to send emails only when I believe the candidate is a perfect match for the job and hasn't responded on LinkedIn. It's about respecting their preferences and making sure our communication is targeted and meaningful. This strategy allows me to prioritize personalized outreach, focusing on those candidates who align best with the position. It's not just about reaching out—it's about creating a more intentional and effective connection with potential candidates.

Anyone who is a curious, life long learner who loves their career, will always seek to grow and do better. How can you do that without knowing what you need to improve? You can’t.

Feedback is the guiding light in the recruitment process. Without it, we're essentially navigating in the dark. Constructive feedback not only provides valuable insights for improvement but also fosters transparency and trust between recruiters and candidates. It's the key to refining strategies, enhancing the candidate experience, and ultimately ensuring a more effective and empathetic recruitment process.

Authenticity is key. Communication is key. Connections are key. Relationships are key. And with our minds being so filled with information, being able to remember things is key!! If you met someone at an event and want them to remember you, reach out to them. And then reach out again. It’ll⭐️

100 percent true . I can safely say that 80 percent of those that have contacted me failed to follow up . Speaks volumes . Securing the right person for the right job is a 2-way street . Ask yourself..if you were the interviewee , how would you like to be treated ? It starts there .

The larger the agency, the more You need to take initiative to connect to other departments. Especially when you work at a large agency with multiple sectors and multiple locations.large agencies don’t always do a great job of creating authentic connectivity so take it upon yourself to do it!

Forgetting to network internally is a significant oversight in the remote work landscape. Internal networking fosters collaboration, idea exchange, and a cohesive team spirit. In the absence of physical proximity, virtual internal networks are the lifeblood of our agency. They ensure streamlined operations, knowledge sharing, and a unified approach to client engagements. Our team's synergy directly impacts the quality of service we provide. Regular internal networking sessions, whether virtual coffee breaks or collaborative online platforms, enhance communication, bolster morale, and fortify our agency's foundation, ensuring seamless remote operations and exceptional client experiences.

As I guess, a bit of an ‘old school recruiter, I cannot understand why so many people who purport to be in the people business, are so keen to use technology to dehumanise the process? For me, recruitment is a personal thing, and I am all for picking up the phone, leaving a message and then emailing as the final resort. Candidates want to feel valued, what better than calling with good news about an interview or progression to the second stage? usually it is faster and goes a long way in strengthening your relationship. So, to hark back to the old School - pick up the phone more and email less! P.S. works just as well with clients too.

I just posted a similar response on another topic but it bears repeating. The most common networking mistake, whether remote or not, is asking for something before you've become interesting, relevant, or valuable to your audience. When originating a networking relationship, start with an offer. Who can you introduce this person to? What piece of information can you offer? How can you add value? Becoming valuable and creating a reciprocating relationship will lead to deeper networking connections.