LinkedIn recruitment approaches, a force for good or evil?

It is hard to ignore the impact that LinkedIn has had on the recruitment industry. LinkedIn is the “largest professional network” in the world with some 19m registered users in the UK alone, it has fundamentally changed the way that organisations connect with individuals.

Although it could be believed LinkedIn would be manner from heaven for Headhunting Recruitment Agencies, this is not actually the case; traditional agencies relied upon a cache of knowledge built up over decades of interviewing thousands of candidates and building a profiled database of potential job seekers as they progress through their career.

But with the advent of LinkedIn recruitment approaches, direct recruiters are able to talk directly to potential candidates themselves, missing out the middle man. This means that with the power of social media, many large organisations are taking recruitment back in house.

But what is the view of the LinkedIn users who use the site for social networking, business information and maybe didn’t necessarily sign up to be approached about an “exciting new role in your field”?

Pros:

  • To build a network of like- minded professionals in your industry and company is essentially creating a pool of contacts of potential clients and candidates. Even if you do not directly know someone on LinkedIn, you can ask to be introduced through a mutual connection, and in doing so will start to build relationships and a rapport with other professionals.
  • The ability to search for roles and candidates is made feasible with filters in field, job title, company, industry or name. Therefore, if a recruiter knows at least one pre-requisite or searchable item, then they are more likely to find a suitable candidate than without.
  • LinkedIn is a great resource for researching people who currently work in a certain company or similar role to research more around what the client is looking for in candidates, as well as to be better informed of the role when speaking with candidates.

Cons:

  • It is common place on LinkedIn for people to present a slightly adapted version of themselves with their profile. This challenges the recruitment process in identifying candidates with certain skills and experience.
  • The inability to determine who are the authentic connections. A large number of people accept invitations from unknown people; sometimes even irrelevant to their profession. Thus making it tricky to know who are the close connections, and will actually be able to (and willing to) introduce you.

We recently published a poll through Twitter which asked:

“Do you welcome approaches from recruiters via LinkedIn?”

The Results told us that 72% do welcome approaches from recruiters via LinkedIn and 28% do not welcome approaches from recruiters via LinkedIn 

Our Managing Director, Paul Moran, commented

“It is clear from the poll that LinkedIn users who are at work and not actively seeking a new position don’t actually mind being approached. This is great news for in-house recruitment teams who might fear that unsolicited approaches are damaging their ’employer brand’ equity and for LinkedIn users who can see what other roles are available which are a good match for them without having to lift a finger – other than have a good personal profile of course.”

If you are looking for your next career move, you can get in touch with us via our website and check our regularly updated travel industry job listings.