LinkedIn is not essential

 LinkedIn image

LinkedIn is a great place to post your jobs (although it is rather expensive at  US$495.00/posting).  It is a great place to keep up on recent articles in your field (especially hiring and HR).  It is a great place to post your own articles and get them seen. It is a great place to market your employer brand and the good things about your company.  It is a necessary place to source your potential candidates, but…

Not everyone is on LinkedIn.  And of those who are, some are there multiple times, some have not updated their profiles since LI launched in 2003, some are spammers and fakes, some have withdrawn from the market, some have retired, etc., etc., etc.  We want an index of all the candidates we need at this moment, and then again at that.  And although LinkedIn likes us to think that it is, not everyone is there. 

That makes LI a great place to start, but, like “post and pray”, it may not get you the best candidates.  It may allow you to see the “good enough” ones or even the best ones, but the rate of “opens” on InMail is not all that great.  In some niches, some skill sets, some industries, very few people are on LinkedIn.  I’ve done a few nursing supervisor searches and it was rare to find nurses that use a computer in their limited time off and never on the job. 

Each new recruiting software brings with it the fantasy that it is the “silver bullet”, the way to automate recruiting and make it fast, cheap and easy.  There are no silver bullets.  People are not products that can be inventoried, promoted like the latest soap, ordered online like something from Amazon.  People can say “No”.  Or “Impress me”.  Or “Why would I want to do that?”

The power in hiring shifts.  When there are enormous numbers of relatively unskilled workers and a few jobs that need them, then the employer has the power.  When there are few, skilled workers and many openings, the power lies with the candidate.  Each industry, each niche, each position may have a different power relationship and one method will not work for all of them. 

Do you know what the employment circumstances are around each of your open positions?  How do you know?  What tools do you use to discover this so you can optimize your recruiting time?

So what else is there? Email has been shown to get more response than both InMail and the phone, but there is an art to both as well as the need for persistence and time.  What do you do?

 

HR and Hiring Managers

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