SOME sceptics argue that folks who have a LinkedIn profile and get employed through the social media site are more the exception than the rule. 
All the hype about LinkedIn’s supposed power to connect headhunters to potential recruits is dismissed as nothing but a self-serving press release. 
And it is understandable if you are a non-believer. After all, so many companies and job-hunters remain traditionalists; surely not everyone will migrate to an online platform.
But there are reasons why investing in a well-written LinkedIn profile is worth it. 
Contrary to popular belief, LinkedIn is changing the way human resources and employment agencies approach their craft. 
In fact, some pundits argue that LinkedIn will soon make employment agencies obsolete — or at least force them to adapt. If this is the case, then you want to get on the bandwagon before it leaves without you!
Read the following and judge for yourself:
Active marketing to employers
Here is why you can expect LinkedIn to be friendly to job hunters: The site is actively courting companies and headhunters with the promise of specialised searching capacity, exclusive access to prime candidates, systematic recruitment databases, and candidate relationship management. 
And the more companies they entice with their wares, the more the site will be used for sourcing purposes.
Consider the LinkedIn feature Talent Pipeline. For a small fee, recruiters can tap into well-filtered lists of applicants and invite potentials for interviews through InMail. 
You can expect this feature to sell well as it saves companies precious time and money. 
You can also expect that once many companies use this service, you will have more job-hunters creating competitive LinkedIn profiles, which in turn will make LinkedIn a robust place for linking talent with organisations.
Feedback from companies
You need not look far for evidence that LinkedIn’s job-matching potential is fact and not fiction. 
Why? Companies themselves have declared their reliance on LinkedIn for hiring employees.
According to BlueRiseMedia, half of the Fortune 100 companies hire through LinkedIn. Pfizer, for example, has revealed that four out of 10 of its employees were recruited through LinkedIn.
There is also a study conducted this year by the Society for Human Resource Management, which found that almost 80 per cent of recruiters use social media in hiring. 
Of this web-savvy number, most prefer to use LinkedIn than Facebook or Twitter. This makes sense, given that of the three social media sites, LinkedIn is the one aimed at creating professional personas.
n Scoping passive candidates
One attraction of LinkedIn for recruiters is its ability to get companies connected with passive candidates — that is, people who are not actively job-hunting. 
If you are aware of how top employees sometimes get “pirated” or “poached” by the competition, then you have a good idea what scoping passive candidates is all about. 
For many headhunters, the best hires can be those with proven track records — people you can entice to leave their present place of work through fatter benefit packages or more impressive positions. 
With LinkedIn, recruiters can subtly and even anonymously search for potentials — an important consideration, as communication with passive candidates needs to be done as discreetly as possible.
But more so, LinkedIn offers companies targeted job advertising — vacancies are posted only for the viewing of those whose qualifications closely match the companies’ needs. 
This puts the job opening within the radar of people who wouldn’t otherwise have known that a company is hiring. It is a definite attraction, as sorting the traditional file cabinet of resumés is not only outdated but also time-consuming.
Credibility
Simple logic will point to you why LinkedIn is a recruiter’s tool of choice. 
Anyone can embellish or lie in a resumé but with a LinkedIn profile, the chances of a candidate faking his credentials is minimised.
This is because endorsements and recommendations can be traced to real people, some of whom may even be well-respected names in the industry. 
Also, the fact that these online resumés are broadcasted to all members of one’s professional network means that a profile owner would think twice before putting something he can’t back up.
Growing membership
There is a solid principle in economics:  Business goes where the market is. And there is a huge manpower market in LinkedIn.
According to Mashable, as of 2013, there are 200 million LinkedIn users all over the world. TechCrunch reports that two new people create LinkedIn accounts every second. 
In addition, about 40 per cent of LinkedIn members are active and update their LinkedIn profile regularly. 
This means more accurate and up-to-date online resumés, which in turn means a stronger roster of would-be employees.
The evidence strongly suggests that getting hired through the site is not just by chance. The site is not perfect, but its immense potential is unquestionable. 
So, if you don’t have a LinkedIn profile, think about setting one up soon.
Article by Kay Vardeleon, associate writer with Sandbox Advisors, a firm that helps people with careers, job search and training in Singapore. For more information, visit www.sandboxadvisors.com 

SOME sceptics argue that folks who have a LinkedIn profile and get employed through the social media site are more the exception than the rule. 

All the hype about LinkedIn’s supposed power to connect headhunters to potential recruits is dismissed as nothing but a self-serving press release. 

And it is understandable if you are a non-believer. After all, so many companies and job-hunters remain traditionalists; surely not everyone will migrate to an online platform.

But there are reasons why investing in a well-written LinkedIn profile is worth it. 

Contrary to popular belief, LinkedIn is changing the way human resources and employment agencies approach their craft. 

In fact, some pundits argue that LinkedIn will soon make employment agencies obsolete — or at least force them to adapt. If this is the case, then you want to get on the bandwagon before it leaves without you!

Read the following and judge for yourself:

Active marketing to employers

Here is why you can expect LinkedIn to be friendly to job hunters: The site is actively courting companies and headhunters with the promise of specialised searching capacity, exclusive access to prime candidates, systematic recruitment databases, and candidate relationship management

And the more companies they entice with their wares, the more the site will be used for sourcing purposes.

Consider the LinkedIn feature Talent Pipeline. For a small fee, recruiters can tap into well-filtered lists of applicants and invite potentials for interviews through InMail. 

You can expect this feature to sell well as it saves companies precious time and money. 

You can also expect that once many companies use this service, you will have more job-hunters creating competitive LinkedIn profiles, which in turn will make LinkedIn a robust place for linking talent with organisations.

Feedback from companies

You need not look far for evidence that LinkedIn’s job-matching potential is fact and not fiction. 

Why? Companies themselves have declared their reliance on LinkedIn for hiring employees.

According to BlueRiseMedia, half of the Fortune 100 companies hire through LinkedIn. Pfizer, for example, has revealed that four out of 10 of its employees were recruited through LinkedIn.

There is also a study conducted this year by the Society for Human Resource Management, which found that almost 80 per cent of recruiters use social media in hiring. 

Of this web-savvy number, most prefer to use LinkedIn than Facebook or Twitter. This makes sense, given that of the three social media sites, LinkedIn is the one aimed at creating professional personas.

Scoping passive candidates

One attraction of LinkedIn for recruiters is its ability to get companies connected with passive candidates — that is, people who are not actively job-hunting. 

If you are aware of how top employees sometimes get “pirated” or “poached” by the competition, then you have a good idea what scoping passive candidates is all about. 

For many headhunters, the best hires can be those with proven track records — people you can entice to leave their present place of work through fatter benefit packages or more impressive positions. 

With LinkedIn, recruiters can subtly and even anonymously search for potentials — an important consideration, as communication with passive candidates needs to be done as discreetly as possible.

But more so, LinkedIn offers companies targeted job advertising — vacancies are posted only for the viewing of those whose qualifications closely match the companies’ needs. 

This puts the job opening within the radar of people who wouldn’t otherwise have known that a company is hiring. It is a definite attraction, as sorting the traditional file cabinet of resumés is not only outdated but also time-consuming.

Credibility

Simple logic will point to you why LinkedIn is a recruiter’s tool of choice. 

Anyone can embellish or lie in a resumé but with a LinkedIn profile, the chances of a candidate faking his credentials is minimised.

This is because endorsements and recommendations can be traced to real people, some of whom may even be well-respected names in the industry. 

Also, the fact that these online resumés are broadcasted to all members of one’s professional network means that a profile owner would think twice before putting something he can’t back up.

Growing membership

There is a solid principle in economics:  Business goes where the market is. And there is a huge manpower market in LinkedIn.

According to Mashable, as of 2013, there are 200 million LinkedIn users all over the world. TechCrunch reports that two new people create LinkedIn accounts every second. 

In addition, about 40 per cent of LinkedIn members are active and update their LinkedIn profile regularly. 

This means more accurate and up-to-date online resumés, which in turn means a stronger roster of would-be employees.

The evidence strongly suggests that getting hired through the site is not just by chance. The site is not perfect, but its immense potential is unquestionable. 

So, if you don’t have a LinkedIn profile, think about setting one up soon.


Article by Kay Vardeleon, associate writer with Sandbox Advisors, a firm that helps people with careers, job search and training in Singapore. For more information, visit www.sandboxadvisors.com