Author Topic: Strictly sourcing related reasons to use LinkedIn  (Read 1495 times)

rakibul

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Strictly sourcing related reasons to use LinkedIn
« on: June 23, 2019, 10:07:12 AM »
Strictly sourcing related reasons to use LinkedIn

1.It has a high passive to active member ratio — One of the primary differences between a good and a great recruiting source is the ratio of passive over active prospects that populate it. Although both types of prospects are desirable, those who are not actively looking for a job (the so-called passives) are much harder to find and communicate with. If your target is active job seekers, you must realize that in a tight labor market, they don’t require advanced direct sourcing techniques to identify and sell them on applying. With little more than a job posting, they will find you on job boards or your career site. But if you’re seeking the roughly 80% of prospects who are not actively looking for a job, you have fewer sourcing choices because they will not look at job announcements or visit career sites. But fortunately, these employed and not-looking individuals comprise the majority of LinkedIn members. There are other communities dominated by non-lookers (i.e. Facebook and Twitter) but LinkedIn is superior because its content focuses exclusively on professional contacts, sharing, and communication. Without the high percentage of “information clutter” from pictures, small talk, and family matters found on other sites, recruiters on LinkedIn have less information sorting to do. Obviously finding top employed prospects alone is only the first step in sourcing; you will also have to contact, build a relationship, and work hard to convince these non-lookers to even consider a job opportunity. After the connection is made, LinkedIn is not the best relationship-building or communications tool, so supplemental prospect research may be required including creating “Google alerts” on individuals and of course, direct communications and relationship building through e-mail, text, voice, Facebook, or Twitter.

2.The number of members continues to increase — Because of its professional focus and its many uses outside of recruiting, it has become a standard practice for most professionals to have a profile on LinkedIn. In fact, one of its strengths is that its members can be visible on LinkedIn without being suspected of looking for a job. As LinkedIn has added more professional features (i.e. answers, groups, events, etc.) employees have even more professional reasons for joining, expanding the percentage of members who are currently not active job seekers. Having a profile does, however, provide the added benefit of making a person “visible” to recruiters. So even if you’re not actively looking, having a profile will provide you with an opportunity to be periodically “found”, so that at the very least you will know if you’re still marketable.

3.Its database quality can be verified — Although LinkedIn has more than 150 million users, volume doesn’t always mean quality, so you always need to verify the quality of the membership of any prospect database. The best way to verify quality is to use your own employees as a benchmark measure. First, make a list of your very best performers in a high-volume key job at your firm. Then check the LinkedIn database to see what percentage of your best employees are found in a search of their database (you can do the same analysis for your worst employees). Then compare the percentage of your top performers found on LinkedIn with the ratio of your top performers found on other sites including large job boards, referral sites, Facebook, and Twitter. Don’t be surprised when you find that the highest percentage of your top performers are found on LinkedIn.

4.It is referral-friendly — The most effective recruiting source both in volume and quality are employee referrals, so any sourcing option becomes more valuable if your employees will regularly use it find referrals. Because LinkedIn has many features that are not related to job search, your employees probably already frequent LinkedIn to benchmark, to gain mentors, to ask questions and to learn. LinkedIn makes it easy for your employees to identify and connect with others in the same profession that may eventually become an employee referral. Recruiters, who have a broader access to the entire LinkedIn database, can also “suggest” names within LinkedIn that an employee may want to build a relationship with in the hope of eventually making them a referral.

5.Its profiles are easily comparable and searchable — Because resumes come in dozens of different formats, they are a nightmare to search and compare side-by-side. LinkedIn profiles are consistent, meaning that they all contain the same format in every profile. This consistency makes it easier for recruiters and hiring managers to compare different prospects side by side on the same factors. LinkedIn makes it easy to search their database on a variety of topics including industry, connections, current and previous companies, job title, location, profession, and education. LinkedIn also provides targeted updates and follower statistics which allow you to limit and target the updates that you receive.

6.Its profiles are accurate — Research has shown that LinkedIn profiles can be more accurate than resumes. Because their profiles are seen by so many colleagues and individuals (many of whom would’ve attended the same schools and worked at the same organization), it’s much harder for an individual to “get by” with a profile that contains inaccurate information. LinkedIn profiles are also more likely to be up-to-date than resumes, in part because LinkedIn will periodically encourage you to keep improving and updating your profile.

7.LinkedIn can help you identify when someone is about to begin looking — Smart recruiters can learn that certain actions by an individual may “signal” that they are about to enter “job search mode.” The signals might include updating their profile, joining new groups, becoming a LinkedIn answer “top expert” or increasing other networking activities. Contacting a targeted individual who in the past has expressed no interest in a job may get a completely different result when they are considering entering job search mode. And if you get there early, you will likely encounter little recruiting competition.

8.LinkedIn makes it easy to apply — Allowing individuals to apply instantly for a job without having to update their resume is a powerful advantage. Some firms are beginning to use a LinkedIn profile (at least initially) as a substitute for a resume. One way to do that is to add an “Apply with LinkedIn” button to your job postings.

9.It has a job-posting capability — LinkedIn makes it easy to post and distribute current job openings to both types of prospects. When you are seeking active candidates, use LinkedIn job postings as a supplement to your normal job-posting channels.

10.It provides recommendations and facilitates introductions — If you need additional information on a prospect, LinkedIn provides a recommendations feature, which although subjective, it can provide additional insights into the individual and what others have experienced when working with them. LinkedIn also has an “introduction” feature that allows an employee to introduce a recruiter or another colleague to one of their contacts.

11.It facilitates event recruiting — Professional events can be a great place to recruit and the LinkedIn events tool has a limited capacity to help you learn what current professional events are being attended by your target audience. It can also be used to publicize your own events.

12.It includes executive search capability — Because many executives have LinkedIn profiles, the LinkedIn database may allow your internal recruiters to replace some external executive searches.


Reference:https://www.ere.net/20-reasons-why-linkedin-will-be-the-1-recruiting-portal-of-the-future/
« Last Edit: June 24, 2019, 09:28:30 AM by rakibul »