LinkedIn is an excellent social network for professional purposes. And it’s a great place to identify candidates for an opening you may have. However it is also limited in the candidates you can easily identify and engage. If you’ve wondered, can LinkedIn replace a recruiter, the short answer is no.
With more than 575 million users on LinkedIn, it has become a wonderful resource for company HR departments and recruiters alike. This is especially true in a couple of scenarios. The first is for entry level and junior positions. The second is for active job seekers.
Entry level roles and junior positions often have a basic skill set that can be easily identified in someone’s resume or LinkedIn profile. In these situations, LinkedIn can be an effective resource for finding candidates that match your criteria. Whether it is industry experience, geography, or specific certifications or training, you can use LinkedIn’s tools to create a shortlist of candidates.
Additionally, LinkedIn is a good place to identify quality candidates who have actively indicated they are looking for a new position. Over the years, LinkedIn has improved the ability for employees to indicate they are open to new offers without exposing this to their existing company.
Identifying and contacting these candidates in LinkedIn is simple and straightforward. But these people represent the tip of the iceberg when looking for the best, most qualified candidates. And with the success of the social media platform, the issue of ‘candidate fatigue’ has become a real problem.
There are simply too many recruiters and HR professionals using LinkedIn that are going after the same identifiable group of candidates on LinkedIn. A 2017 infographic from Hirewell showed that only 14% of LinkedIn users check their inbox regularly. And with the increase in messages from recruiters, the chances of getting a response is decreasing.
And it doesn’t stop with candidates who have identified that they are actively looking. The same study notes that 52% of hiring managers said passive candidate recruitment has also been less effective due to the high number of recruiters on LinkedIn competing for the same candidates. In addition to the low response rate, another problem is that it takes a long time to reach, screen, and identify the right candidates.
As you can imagine, the more senior the role you’re trying to fill, the lower the chance you’re going to have success using LinkedIn. Hiring for key executive positions is as much an art as it is a science. It requires trust and credibility. LinkedIn along with newer artificial intelligence (AI) engines simply can’t replicate the human aspect of hiring top tier talent.
Successful executive recruiters are invaluable to their clients because of the trust and credibility they have built over time with their networks. Because of this, they are able to deliver better passive candidates who would never trust a social platform or AI algorithm with their intent. Executive recruiters are also able to reduce the amount of time it takes to find and screen candidates. Which, at the executive level, can mean the difference of hundreds of thousands of dollars to the bottom line. The longer a position remains open, the more it impacts the company in both the short and long-term.
Identifying, attracting, and then hiring the best candidate is a high-touch endeavor and requires a genuine relationship to build the trust required for them to make a change. With the number of boomers retiring, the competition is increasing for a smaller pool of talent. Working with executive recruiting firms provides you with a competitive advantage. If you have questions or simply want to learn more, send us a note.