Monthly Archives: October 2013

LinkedIn is a high performance talent recruiting solution

The web has changed how we communicate, stay in touch with family and friends, sell products, purchase goods and now the way we recruit and retain employees. A firm no longer needs to hire an expensive headhunter or recruitment firm to identify and attract top talent. Anyone with a LinkedIn profile can find potential candidates through their network of contacts.

LinkedIn is capitalizing on the power of their network of 238 million registered users to offer more advanced talent tools that can help any size organization mine for the talent they need to grow their company.  Linkedin presentation on Recruiter

Today I attended a presentation by LinkedIn on their corporate Recruiter talent solution.  This tool or solution is not something you just add as a premium paid service to your existing free account. It is a much more complete solution in that it not only provides the power to tap into the vast database of information available from the profiles of users, but it includes what seems to be customized consulting services provided by a team of highly knowledgeable account  managers and support staff.

With the Recruiter solution from LinkedIn you can locate anyone throughout the vast network of LinkedIn who has the skills and experience you seek and then approach them directly. But LinkedIn claims that how to approach people and how to make your company appealing to people who are not actually seeking a change is an art that a company needs to understand. This is where the LinkedIn consulting services that are part of this corporate Recruiter package provides attractive value to any organization looking to adjust to the new way of attracting top talent.

According to research, the younger generation of talent are very mobile in terms of employment and are interested in change if it provides challenging and interesting work. This means that the hiring organization needs to appear to be exciting to them, not just the job itself.

Because of the ongoing war for talent in hard to fill positions, LinkedIn says that talent hungry competitive organizations must learn how to brand themselves better to attract the skilled workforce they require. They compare the recruiting component of these organizations to the sales function. Top sales and marketing people are always selling their company, product and services and recruiters must start thinking the same way to make their organization stand out.

LinkedIn does not provide pricing for the Recruiter platform and solutions, but claim they need to do a needs analysis to determine the investment required for a particular organization.

Stephen Goldberg