Putting the
recruitment value of LinkedIn into perspective! By Claire Tuffin
Is avoiding a fee the only reason so
many clients are opting to use LinkedIn as their first route to filling a
vacancy? Having talked to numerous clients and other recruiters, the resounding
answer seems to be yes!
Of course, it’s fully understandable
when we are all being tasked with driving down costs and getting value for
money. LinkedIn certainly delivers on the former point, but will never deliver
on the latter as it is the electronic equivalent of placing an advertisement in
the relevant trade publication and then sifting through the response, hoping
that somewhere in the pile of cvs is the gem you’re looking for. It takes time
and resource to wade through your LinkedIn list and even then you are only
reading what the candidate has written about themselves and who would ever
include a poor recommendation in their profile?
So you may get volume, but what you
will never get is an objective opinion about the individual’s capabilities;
competency tested skills assessment; and importantly, some indication of
personality and culture fit - never mind their remuneration details. Bearing in
mind that the most requested requirement these days is “culture fit” it would be
an extreme stroke of luck to identify someone with the requisite skills who just
happens to be right for your business, all through the one dimensional medium of
a computer screen.
And anyway, what about finding the
very best person for the position - not just someone who will do? How can you
be sure that the profiles from your LinkedIn search are the very best people out
there? The answer is that you can’t. It’s a gamble and gambles can be costly.
It takes years of developing market knowledge to be able to identify who the
best people are and then know where to find them. That’s what adds value and
ultimately saves you time and money.
Of course, I would say this though
wouldn’t I as VMA Group is an executive recruitment consultancy! But it’s
true. This knowledge takes years to develop and we spend a lot of money
building our networks, marketing our business to attract talent, and training
our consultants to provide a truly consultative and knowledgeable service. VMA
Group has spent 35 years tracking and meeting the very best PR and Corporate
Communications professionals in the business and has extended this globally
through our offices in Brussels and Hong Kong,
plus our affiliate partnership in North
America . We also have over 13 years of developing interim and
permanent contacts in Human Resources across the UK so VMA Group
is well placed to find those elusive star candidates who can make such a
difference to a business and the effectiveness of a
team.
But don’t get me wrong, I’m a big
fan of LinkedIn. It’s just a case of bearing in mind its limitations and
understanding that, although initially a recruitment fee can feel painful, if
you do the maths it really is the most cost effective way of filling a
specialist role quickly and efficiently.
Of course we use LinkedIn ourselves
to ensure that we’re aware of all the relevant talent in the market and to
ensure that we have them on our radar. And I admit, we use the site when looking
to grow our own team but we always remain mindful of its limitations.
In fact we’re currently looking for
a new marketing manager and more recruitment consultants to join our team of 55
so.......do feel free to get in touch if we haven’t already said hello to you
via LinkedIn that is!
I agree, LinkedIn is great, but wading through those piles of CVs can sometimes turn out a gem that was worth it. Great post. Thanks.
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