DigiRocks VS Linkedin: Who knows candidates best?

How can a 15-strong recruitment agency boast that it knows more about candidates than the Linkedin behemoth and its 18,000+ employees?

Despite the 8 sections and 16 headings that each user can add to his Linkedin profile, the data remains poor because they are :

who verifies the reliability of Data?
unchallenged - low depth
incomplete: nothing on soft skills, for example

This is tantamount to betting on the self-assessment of talent and taking the risk of failing to recruit.

What's DigiRocks' secret to getting better quality data than Linkedin and being sure of recruiting the rare pearl?

Complement the declarative CV with a pitch.

What is the digiRocks pitch?

In less than 30 seconds (or 15 lines), the pitch describes :

Professional desire: what he really wants to do
The 3 concrete results he/she is proud of
Its 3 key mode skills #hashtag
His personal touch.

All told like the trailer for your favorite movie!

"But this data is also declarative! "Well, no, that's where the value lies.

The pitch made in DigiRocks is the result of synchronous and asynchronous exchanges between talents and recruiters to challenge their experience and create profiles that are transparent, verified and easy to decipher. The result: we know these talents better than their mothers.

But above all, we help our customers avoid recruitment errors (which are far too costly) and recruit the right person, for the right job, at the right time, for the long term.