Is Linkedin Changing the Face of Recruitment?

Is Linkedin Changing the Face of Recruitment?

Unless you’ve been living under a rock for the past 10 years, you’ve probably heard a fair bit about the professional social network Linkedin. Its success has changed the working world in many positive ways, allowing us to stay in touch with other professionals and network from the comfort of our desk. But the area most fundamentally affected by the rise of Linkedin has to be that of recruitment, with a vast majority of employers now reporting that they have recruited someone via the online platform.

Outside of Linkedin, the most common way of recruiting for mid to high level experience positions is through head-hunters and search firms. These professionals have a database of potential candidates at their fingertips and are constantly scouting for new talent. This means that when a new position becomes available, the head-hunter can match a potential candidate to the post and act as a mediator between company and employee. The ever-growing usage of Linkedin means that more and more of this personal information stored in headhunter databases is publically available, and so employers are increasingly choosing to recruit independently in this way. But is this a good thing?

Sure, it’s an incredible feat that Linkedin have achieved. Employers now have a seemingly infinite pool of candidates at their disposal, which means that they’re bound to find the right person for the job, right? Not necessarily. Employers choosing to recruit in this way are missing out on the personalised filtration of candidates provided by head-hunters. Admittedly, there are filters available on Linkedin that will allow you to select based upon level of education, experience, amongst other factors, but what is lacking is the human aspect. Linkedin cannot tell you whether a candidate is willing to move for a new opportunity, or whether they are interested in working in the relevant sector. A head-hunter would already know this information before presenting the company with potential candidates, thus preventing time wasted pursuing candidates who were never going to be interested in the first place.

For candidates too, the prevalence of Linkedin based recruitment can pose a problem. With recruiters, candidates only have to have one conversation about their professional goals, flexibility, desired salary etc. whereas when recruitment is done directly between individuals and companies, the candidates are obliged to repeat the same information each time they speak to a new company, often without any results.

Recruitment services provide a personal touch to the whole process. Naturally, a human can understand you and your needs, be you a candidate or an employer, much better than a simple Linkedin search can. Technology is encroaching on a variety of sectors of work, but recruitment is not yet ready for this takeover; it is to be resisted if we want efficient, personalised recruitment rather than a quick fix that ultimately doesn’t work.

If you enjoyed this blog, you can read more of the same here, and why not try out a recruitment service yourself? Take a look at our offers and send us your CV today!

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B.Y.O.D…. Coming to an office near you!

How long did you spend guessing what the acronym stands for?  A while?  Not long?  If you were quick off the mark, chances are your company has adopted a Bring Your Own Device to work policy.  Gone are the days of being provided with a company laptop and phone, as businesses move towards allowing their employees to use their own personal smartphone or tablet for work purposes.

In an effort to cut costs, companies are BYOD-ing with increasing vigour.  Statistics speak for the advantages; a report published by Cisco in 2012 found 89% of companies in the nine countries queried to have enabled their employees to use their own devices at work.  Companies save not only on supplying the actual hardware and software but also because of increased productivity as working offsite becomes a possibility.

Yet, one would have thought that such a policy would have provoked some backlash on the basis that company technology, previously provided, is now being funded out of employees’ pockets.  Furthermore, is there the unspoken expectation that employees should be working around the clock, leaving the office only then to work from home?

On the contrary, research shows that being able to use your own devices at work actually increases employee satisfaction.  As Dermot McCann, Managing Director Australia and New Zealand at Kaseya, states, “Mobile professionals have their own clear preferences, whether it’s Android or Apple’s iOS iPhone and iPad devices, and they don’t want their employer dictating one over the other”.  This is what companies can capitalise on; with the general public now being the net consumers of avant-garde technology, buying the latest models as soon as they become available, companies can bypass the installation of new IT systems which is time consuming and costly.  If employees already have cutting-edge technology, it makes little sense to purchase it twice.  Hallelujah for management intent on cost-cutting and improving employee satisfaction.

However, here’s the hitch:

With the need for multiple operating systems to access a central corporate IT system from anywhere, company security is increasingly at risk.  As employees store files on their smartphones, keeping track of confidential property is proving somewhat of a headache for the IT department.  Lawyers are equally perplexed at how to draw up a liability contract when the line between the personal and professional spheres has become so blurred.  With greater power to employees, who is responsible for the safeguarding of company material: IT or the individual?

As such, the implementation of BYOD requires increased employee training on adhering to the latest privacy procedures as well as advice on how to protect company confidentiality.  Having raised some of the most common concerns, here are some steps you should follow as an employee of a company which has adopted BYOD:

  • Acquaint yourself with the company policy on the use of personal devices in the workplace. Make sure you know the limits and the responsibilities of the policy.
  • Check whether your company obliges you to install certain security/antivirus software or encrypt your device.
  • Have you backed up your device according to company guidelines? Data loss may be your responsibility.
  • Ensure that you have downloaded (and know how to implement) the appropriate device wiping app in the event that your phone/tablet gets lost or stolen.

Did you find this advice useful?  Share it with your contacts!  Then, have a look at our job offers on our webpage here and more useful advice here.  Thanks for reading!

The Mobile Generation: Is the future pointing to mobile recruitment?

 

The world’s gone mobile. We now live in a time where the lines between the digital and the real world are blurred. You can’t walk down the street without seeing a Smartphone or a tablet in the hands of every other person you pass. Mobile has revolutionized the way we live our day to day lives.

Mobile technology is taking over the world, but strangely it seems like the recruitment industry has turned a blind eye. According to a recent survey by Potentialpark, only 7 percent of corporate career sites are optimized for mobile devices. Now, you might be reading this and thinking that sounds about right, no one’s looking for a job on their mobile; mobile business just isn’t relevant to the recruitment industry. However, according to that same survey, 19 percent of job seekers have reported use of their mobile device for career activities. Even more interestingly, a further 50 percent said that they “could imagine” themselves doing it. So how influential is mobile business really?

Let’s have a look at some stats. A report by Comscore mobile last month showed that 6.8 percent of all US web traffic came from mobile devices. They also estimated that, by the end of 2011, over 91 million consumers will be using mobile devices. And this is in the US alone. These are some impressive figures. What is much more astonishing to me though, is the lack of attention companies in the recruitment industry are paying to these figures. It now seems that, if you don’t have a mobile strategy you should be figuring one out rather soon.

“Job seekers are using their mobile devices for job search whether employers like it or not,” explained Julian Ziesing, a spokeman for Potentialpark.

One of the reasons the mobile generation has evolved and succeeded so quickly is that people like to be connected on the go. It’s becoming clear that job seekers want to search for jobs and be notified about jobs on the go too. 30 percent of subjects in the Potentialpark study said that they would happily apply for jobs using their mobile device.

But let’s not get ahead of ourselves. Job seekers are saying they would apply for jobs using their mobile device, but being able to do so is something completely different. As I have mentioned, the majority of career sites are not mobile-optimized, thus greatly restricting site operation for mobile users. What you will have probably noticed is that, the people who label mobile recruitment as a myth, or simply express negativity towards it, all argue the same point: mobile technology isn’t ready for recruiters. In fact they are right. At this moment in time mobile recruitment has not really taken off, but what is becoming clear is that it will.

The demand is there and the phenomenon of mobile recruitment is a very real one. For me, it’s something which is guaranteed to take off in the New Year. Here are 3 reasons why:

  1. It improves the candidate experience and as we all know, this is one of the most important things in today’s social-orientated world
  2. It improves you as a brand – you will have a more positive image
  3. It can enlarge your talent pool, giving you access to higher quality candidates

So it seems that “Traditional” recruitment is gradually disappearing. Social recruitment is becoming more and more influential and it won’t be long until mobile recruitment explodes onto the recruitment scene. My advice is preparation. It isn’t quite there yet, but the key to your company’s success could just be a good mobile strategy. So get planning!