In today’s competitive recruitment landscape, finding top talent on LinkedIn has become both a science and an art. With more than 1 billion users and countless professionals updating their profiles daily, LinkedIn is an essential tool for any modern recruitment strategy. But are recruiters using it to its full potential? Here are five actionable strategies to improve LinkedIn sourcing and speed up the talent acquisition process, without sacrificing quality. 1. Define clear candidate personas Before diving into your search, make sure you know who you're looking for. Creating detailed candidate personas helps recruiters avoid wasting time on irrelevant profiles. Define must-have skills, job titles, industries, experience levels, and educational backgrounds. Having these criteria in place enables more accurate searches and better communication with potential candidates. 2. Master Boolean search LinkedIn's search capabilities are powerful — when used correctly. Learn to use Boolean operators like AND, OR, and NOT to refine your searches and zero in on the right talent. For example:(“software developer” OR “software engineer”) AND “JavaScript” AND NOT “intern" This technique dramatically improves your ability to find highly relevant candidates quickly. 3. Personalize your outreach Generic messages are easily ignored. Use the candidate’s name, mention something specific from their profile, and explain why you’re reaching out. A well-crafted message demonstrates respect and effort, and it increases your chances of a reply. A simple personalization formula:“Hi [Name], I noticed your experience at [Company]...”“We’re working on an exciting project in [Area]...”“Would you be open to a quick chat?” 4. Use an ATS to track your efforts An Applicant Tracking System (ATS) helps streamline sourcing, especially when dealing with large volumes of profiles. With the right ATS, you can automatically log interactions, organize candidates by stage, and generate insights over time. This helps avoid duplicated outreach and ensures you’re not missing great talent already in your system. 5. Analyze and adjust your sourcing strategy Track which messages get the most responses, which profiles convert to interviews, and which searches yield the best talent. Data should guide your strategy, not just instinct. Continuous improvement is key to staying competitive.   Efficient LinkedIn sourcing is more than just finding people quickly, it’s about building relationships with the right professionals at the right time. As the recruitment landscape evolves, tools and strategies must evolve too. Discover how Fullsigth can help you recruit smarter and faster.

This comprehensive guide, will walk you through the process of setting up Fullsight, our all-in-one platform designed to boost recruitment, enhance business management, and drive growth for consulting companies. Whether you're new to Fullsight or looking to optimize your setup, this step-by-step guide will provide you with the knowledge and tools you need to get started.Step 1: Account CreationBegin by visiting the Fullsight website and clicking on the "Try it free" button.Choose a domain for your workspace, enter your email address and create a password to create your Fullsight account.Follow the prompts to complete the account creation process and your workspace will be fully ready in a matter of seconds. Step 2: Company Profile SetupOnce logged in, navigate to settings and you'll find the company profile. Review your company name, and other relevant information.Customize your company profile by adding a logo. This logo is very important for invoicing, login page and public workspace pages. Step 3: Customize the user's experienceCustomize your company branding on the settings "Customization" option.Change the colors according to your company branding.Change the login background, the public links preview image and the public pages banner.Change the sidebar logo, add important redirection pages, that will be shown on the public workspace pages, and choose the authentication methods that you want to offer to your employees.Don't worry about the password that you've setup on the account creation - if your email is a Google or a Microsoft email, you'll be able to use such login mechanism on the next login. We switch your account from a email + password account to a Google or Microsoft account. Step 4: Create your recruitment setup We've created a basic setup for you, but we invite you to change it according to your company needs.Navigate to the settings option "Recruitment".Create candidates' types - these type are meant to segregate your type of candidates, and they will be displayed in the form of tabs on the candidates' list.Create favorite list typesAllow your recruiters to segregate their favorite lists between different favorite types.Setup the states your candidates can go through - we've already created the most used setup for you, based on our customers Fullsight's usage. Define candidates' position types.Define the most important skill types your company recruit for.Define weekly recruitment goals per recruiter. Step 5: Design your business setup Again, we've created a basic setup for you, but we invite you to change it according to your company needs.Navigate to the settings option "Business".Create customers contacts' types - these type are meant to segregate your type of contacts, and they will be displayed in the form of tabs on the customer contacts' list.Create lead types - these type are meant to segregate the external customers requests (via integration), and they will be displayed in the form of tabs on the leads' list.Setup the states your contacts can go through - we've already created the most used setup for you, based on our customers Fullsight's usage. Define weekly business goals per business developer. Step 6: Invite your employees to use Fullsight Now that a basic setup is created, your workspace is ready to onboard your recruitment and business teams.Navigate to the users listClick on the button invite and enter the email and choose that employee roleThe user will receive and invitation email and he can now signup and enter Fullsight. You've successfully set up Fullsight and are ready to start boosting your recruitment, enhance your business management processes, and drive growth for your consulting company. Remember to explore Fullsight's additional features and resources to maximize your experience and achieve your business objectives.

Recruitment is an investment, but one that can quickly become costly if not well-optimized. Between advertising, screening, interviews, and onboarding, the hiring process can drain valuable resources. In a time where companies are seeking greater efficiency and return on investment, reducing hiring costs without compromising candidate quality is no longer a bonus; it's a strategic necessity. Here are five actionable strategies to achieve just that. 1. Automate repetitive tasks with an ATS Manual processes are not only time-consuming but also prone to error. By implementing an Applicant Tracking System (ATS) like Fullsigth, recruitment teams can automate tasks such as CV screening, candidate communication, and interview scheduling. This not only speeds up the process but also reduces the need for additional personnel or external help. 2. Leverage internal mobility Before opening a new vacancy, ask yourself: could someone internally fill this role? Encouraging HR management to prioritize upskilling and internal promotion reduces hiring costs significantly while boosting employee satisfaction and retention. 3. Focus on targeted sourcing, not volume Many companies still believe that publishing job posts on multiple job boards guarantees better results. In reality, this often results in a flood of unqualified applicants. Instead, focus on where your ideal candidates are - whether it's LinkedIn, niche communities, or IT outsourcing partners - and tailor your message to speak directly to them. 4. Standardize your recruitment process Lack of consistency leads to inefficiencies. A standardized process, supported by a centralized ATS like Fullsigth, ensures your hiring pipeline is well-structured, repeatable, and optimized over time. This leads to faster decision-making and lower costs. 5. Measure and improve continuously You can't reduce what you don't measure. Use built-in recruitment analytics tools to track metrics like time-to-hire, cost-per-hire, and source effectiveness. These insights help identify bottlenecks and optimize spend on what really works.   Hiring doesn't have to be expensive to be effective. By focusing on process efficiency, internal talent, and data-driven recruitment, companies can achieve more with less. Fullsigth is an ATS designed to support modern businesses by streamlining recruitment workflows and providing real-time data to optimize hiring strategies. Discover how Fullsigth can help you reduce costs without sacrificing quality.

In today’s fast-paced recruitment environment, decisions must be based on more than intuition. Whether you're managing IT outsourcing, running an HR department, or leading a consulting business, data matters. With Fullsigth, an advanced Applicant Tracking System (ATS), you can transform hiring data into actionable insights - without the need for external tools or manual spreadsheets. But how are these statistics actually generated in Fullsigth? Let’s walk through the process step by step. Step 1: Activity is tracked in real time Every interaction - from initial application to final decision - is automatically recorded. This includes:Application dateTime spent in each recruitment stageInterview outcomesReasons for rejectionConversion rates between stagesThanks to this detailed tracking, Fullsigth builds a complete picture of your recruitment process. Step 2: Data is structured by pipeline and role Fullsigth organizes the data based on the specific pipeline used for each role. Whether you're recruiting for technical, business, or management positions, each pipeline provides context-specific stats. This is particularly helpful for IT consulting firms or HR management teams hiring across multiple departments. Step 3: Metrics are updated automatically One of Fullsigth’s strengths is automation. As soon as a candidate advances (or exits) the process, the platform recalculates key metrics. You don’t need to trigger anything manually - the system keeps statistics fresh and relevant in real time. Step 4: Visual dashboards and filters make insights easy Instead of raw tables, Fullsigth presents statistics through intuitive dashboards. Filters by date range, department, recruiter, or role allow HR teams and managers to zoom in on specific areas of interest. This empowers recruitment decisions based on actual performance - not assumptions. Step 5: Data export and reporting Need to report results to management or clients? Fullsigth allows easy export of key metrics. This is especially valuable in outsourced recruitment models, where transparency and performance indicators are critical.   With the pressure to hire faster and better, especially in IT outsourcing and HR management, teams need real-time data to make agile decisions. Having instant access to stats on bottlenecks, delays, or successful hires enables strategic planning and continuous improvement. Beyond candidate tracking, Fullsigth helps you manage recruitment as a business process. With built-in analytics and customizable pipelines, your team can move from reactive to data-driven hiring. Whether you're scaling a consulting business or refining internal HR operations, Fullsigth turns statistics into your recruitment superpower.