LinkedIn and the Future of Recruiting

By Jerome Ternynck
CEO, SmartRecruiters

LinkedIn kindly invited me to attend Talent Connect, their first large scale customer event hosted this week in San Francisco. Here are some of my key takeaways.

A Crowd of Innovators:

This was not just a crowd of happy customers. It was clear attendees came to learn and to help. It felt as if the crowd was unified around a common quest: to make the world of recruiting a better place.

80 Million Users and Counting:

It took LinkedIn 477 days to reach the one million user mark, but only 9 days to sign up their most recent million for a total of over 80m users today. Their growth in the professional world is simply

Holding 80 million resumes is incredible. Holding 80 million up-to-date resumes is incredibly disruptive. When I left MrTed to found SmartRecruiters I immediately updated my LinkedIn profile. So LinkedIn has my current profile while every headhunter, ATS, job board, and independent database has become outdated.

If you’re still relying on old-school databases (including your own for that matter) you are hunting in a graveyard.

“The Source”:

The question of whether LinkedIn is going to transform recruiting forever is not a matter of “if” or “when” but “how”.

LinkedIn has become and will remain “The Source”. No more resumes, no more databases. Just standardized online profiles. We have entered an era of transparency. Transparency generates trust and it triggers good
behaviors. Now recruiting will have to be social again. And that is
great news.

After years of hunting, fishing, and farming, recruiters (and managers) will now have to start socializing with the people they wish to hire.

Views: 638

Comment by Sylvia Dahlby on November 6, 2010 at 5:35pm
I'd like to add that at two last trade show I attended, I collected about 150 business cards. Only about half of them have LinkedIn Profiles -- and ALL of them are HR or staffing industry people, good leads for me. Should I ignore the half that aren't on LinkedIn? Does that make them less worthy of networking or less desirable to do business with?
Comment by Paul Alfred on November 6, 2010 at 6:16pm
Sylvia your comments are so well put together If I had any differing viewpoints ( and I do in some areas ) Id wait to make it in my next series of Blogs on LinkedIn and Social Media I am currently researching...
Comment by Sandra McCartt on November 8, 2010 at 11:56am
Here is an interesting little tidbit. One of my clients just had their legal department review all employee profiles on LinkedIn. Several employees were instructed to redo their profiles because they had too much detail as to their job responsibilities, which legal felt was on the cusp of revealing proprietary information. The profiles now reflect their titles only and the years they have been there.

So much for profiles being a replacement for resumes. Knocked me into a cocked hat as far as having a candidate review an employee profile to get a feel for what the group is doing.

Another client is having HR review profiles. They are making particular note of employees who have the "interested in career opportunities" option checked. They are being asked if they are looking for another position.

Just an observation , it always happens when there is information in the public venue that it is reviewed by someone in the organization.
Comment by Amos on November 8, 2010 at 1:44pm
To your point Sandra - Its interesting to see how linkedin is bringing good value in some ways - but with too much info, these new areas of information will be just become short profiles (Dear linkedin member, please read your NDA before posting company profits or IP etc) Someimtes the best candiates on Linkedin are a 6th degree away - or further - hope managers are willing to take headhunting 101 or even socializing 101. When I stop looking for resumes will be the day resumes dwarf into a sophisticated pre-programmed hologram of the individual. I actually wrote My Philosophy on Resumes:
Comment by Penny Sciore Sweigart on November 8, 2010 at 3:33pm
I like and agree with the post except the job board and ATS graveyard comment.

Everything in our (recruiters, sourcers, talent acqusition specialists, headhunter, whatever title you go by etc.) arsenal has it's place: university recruitment, job boards, ATS systems, etc.. As we globally compete to hire the "best of the best" (quote from the movie The Men in Black) for our customers, clients, etc. we need to look at the process like a doctor selecting the right prescription for his patient. The position profile (the ideal candidate ask questions and understand the job experience, education and attributes desired before sourcing) to determine what means to use when to locate the "ideal candidate". I agree with Jerome in LinkedIN is the place to go as a sourcer -- it's great for unfamilar searches -- it educates you not only on the candidate pool but adds keywords for utilization in additional searches like: Careerbuilder boolean searches and the creation of resume alerts, our Monsters resume search agents and College's/Univeisities where the talent was congealed, but LinkedIN is not a resume depository; it is a sourcing tool and generates leads like a muse, for further exploration, by reviewing the profiles it gets those synapters firing on where recruiters can find the "best and the brightest" as well as serving as a secondary referral source to the candidate we hire.

Dog owners / you get rid of your old dog and buy a new one everytime your neighbor or friends show you their cute, smarter or faster versions of "man's best friend"?... No, you keep your best friend and play with the neighbors and enjoy them for the short time you see the new friend. Why? Because a dog's a dog, you've raised, trained, you know your dog and it listens to you and hopefully you like your dog. I like my iCIMS ATS and for now see no reason abandoning my best friend -- but I am planning on using LinkedIN while it's "HOT" who wouldn't?
Comment by Craig Silverman on November 9, 2010 at 2:50pm
Sourcing is only piece piece of the placement pie. Sure you can find boatloads of resumes or profiles but that is a long way from a hire. The work continues after the net is cast. You should fish 0r source in as many ponds as you can, you never know what you might catch. Know that the placement is made in the match. Much of the work is in the screening and interviewing. How do you quickly get from 700 or maybe 2000 resumes (candidates) to the top 3? What is your process? Linkedin, job boards and resume databases are little help with these issues and this is where you stand out from the crowd.

Craig Silverman
- Getting Ready to Launch!


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