With thousands of potential candidates adding their profile to LinkedIn every day, is the site fast becoming the ‘one stop shop’ for your recruitment campaign? Many in the industry think so and, judging by the recent press regarding the site’s improvements and attraction of new members, it is looking more and more likely.
Finding a job on LinkedIn
LinkedIn is, first and foremost, a community. Members regularly visit the site to search for companies, link with other member and ask questions. Because of this interaction there is a high volume of referral activity. Should a position/role become available at a respected company, word spreads quickly.
Researching a company’s culture, brand and talent is easy because most members are associated with a company. This allows prospective applicants to make a more informed decision as to whether or not to apply. The result is a higher number of applicants that are appropriately qualified and fit the company’s culture. The flip side of this, however, is that a company advertising a vacancy through LinkedIn will, inevitably, get spammed with a high volume of speculative applications.
Due to its professional nature, profiles created on LinkedIn are normally more accurate and comprehensive than those created for Twitter, Facebook etc. Users are unlikely to embellish their profiles for fear of being caught out by connections or employers. LinkedIn profiles can be, and often are, linked to third party social sites, such as Twitter, a personal website or blog. This is a particularly useful source of information as you can quickly research an applicant’s interests, creativity and passions.
Being able to search and compare member profiles is a huge advantage when researching applicants. Comparing skills, recommendations, previous roles and companies help to ascertain who to progress to interview stage.
Keeping an eye on member’s status updates can signal when someone is looking for a new role. Typically users will update their online profiles, skills and ask for recommendations when they are about to start looking for something new. Knowing and acting on these signals can prove a real advantage for recruitment departments and acting can negate the need for recruitment consultants.
The ability to allow candidates to apply for a role directly through LinkedIn, or providing a link to your Company recruitment site, makes the process seamless. Through to the short list stage, when the applicant is added to an eRecruitment system, such as CIPHR iRecruit, the entire recruitment process has been conducted on LinkedIn. LinkedIn also provides an “introduction” feature allowing a current employee to introduce a recruiter or another colleague to one of their LinkedIn contacts.
Monitoring status updates of LinkedIn members can suggest trade events that they are attending. Using this as a tool for targeting a specific set of members means you can build a strategy as to which events should be attended by your business.
LinkedIn is by no means a tool that can replace eRecruitment systems. In fact, used in conjunction with current recruitment tools, LinkedIn can prove a very effective research tool. As people start to share more and more about themselves online they are also providing companies with a valuable employment resource.
Has your company used LinkedIn to recruit employees. If so let us know about your experience.