If the Recruitment project has several objectives, each one as important as the other, nothing compares to the attraction of the workforce because that's where it all begins! As part of its efforts to achieve this objective, last spring the Human Resources department hired two senior advisers in talent attraction to, among other things, develop strategies to increase the University's visibility on the external market.
One of these strategies is the use of LinkedIn. This professional networking platform is, without great surprise, a powerful recruitment tool. For example, it allows our recruiting experts to detect promising talent on discussion groups, to have access to recommendations and comments from previous employers or to reach candidates who are not seeking employment.
Since last June, all the University’s job offers have been systematically posted on LinkedIn, and it's paying off! Today, 19% of applications received come from LinkedIn compared to 24% from the University's Jobs site. The platform displayed nearly 2 million impressions of University job postings and, of these, generated 22,358 clicked views, 10% of which resulted in job applications.
While the effectiveness of good recruitment lies in the use of multiple channels, online recruitment is a valuable tool for attracting candidates in addition of being an ideal space to promote our organizational culture. This network alone is a tremendous asset as an ambassador for our employer brand.
But which employer brand? Currently, this branding is almost non-existent. As part of the Recruitment project, we are working on a strong employer identity and a complete overhaul of the Jobs (Careers) website, which will be launched in early 2021. Stay tuned!