By Kejal Shah, Talent Acquisition Manager
I want to start this conversation by noting 94% of recruiters out there use LinkedIn as their main vetting platform. I must also admit that I fall into that category. Clearly, no bias here..
For the past several years I have seen many candidates reach out to me with copies of their resumes, letters of recommendation, and endless formal references but none of them effectively show all facets of a personal value proposition and what skills they could actually bring to the table through the interviewing process. Now, I will say, having a great resume is important but is not the end-all-means to being hired into a company. Especially with COVID-19 running rampant throughout our workplaces and communities many companies have scaled back their onboarding and maybe don’t look at resumes as much at this time.
If you wish to find a new opportunity that best matches your skills to a company that will appreciate your tremendous value during a time of uncertainty and strong career options; I would suggest considering the research I have done for both career seekers and talent managers across all markets regarding effective usage of LinkedIn…
If we look at the market overall, Kinsta.com quotes a couple of interesting statistics:
- “[…] A study found that 122 Million people received an interview through LinkedIn, with 35.5 Million having been hired by a person they connected with on the site.”
- “One good LinkedIn stat for recruiters is that employees sourced through the site are 40% less likely to leave the company within the first 6 months.”
Let’s check out another great resource called expandeddramblings.com:
- “20,000 US companies use LinkedIn to recruit”
- “Keeping your positions up-to-date in your LinkedIn profile makes you 18 times more likely to be found in searches by members and recruiters”
- “100 Million average number of job applications submitted on LinkedIn monthly.”
LinkedIn also does effectively communicate why they are the best means to find a new career on their network platform:
- “70% of the global workforce is made up of passive talent who aren’t actively job searching, and the remaining 30% are active job seekers.”
- “ 87% of active and passive candidates are open to new job opportunities.”
While spending time social networking or submitting your resumes through a standard application process might help; LinkedIn truly is the largest reaching market for connection top-talent to fresh, dynamic opportunity and fellow professionals. For my talent managers and recruiters out there; I would submit to you that each industry is different and may require that your resume is the forefront of your hiring process. I would urge to think about how times have changed. The way people connect with our talent management and executive team is entirely different than even just five years ago. Candidates want to reach out through LinkedIn and have a real conversation with leadership teams and if we become too formal and restrictive in our approach, we might miss out on some great people. Do not allow this to happen.. losing great candidates will stunt your corporate growth potential. People wish to know what the culture is like not even just through the recruiters but also the management team training and developing new talent. Also, career opportunities for candidates (before and soon after COVID-19 has passed) will continually become more available in new spaces in the workplace. Candidates will return to the workplaces and we will need to understand their personality on all platforms and not just on paper.
Ultimately that single piece of paper with experience does not carry the same weight it once did. I think we all would agree with this. Not to say, that it isn’t important but that a resume is only a small step of the interviewing process. I have found through personal and professional experience that owning your personal brand on LinkedIn and through the content that we create can make a tremendous impact on the perception people see in us within the LinkedIn and social networking community. Usually, I would submit to you that perception is reality. But this does not mean that every hire from LinkedIn will be a perfect fit or that we should stop using paper resumes all together. I predict within the next 5-8 years paper resumes will, in fact, disappear or moved to fully customizable downloads off LinkedIn. A “One-Stop-Shop”, per say, for employers to hire even more efficiently during and after uncertain times.
So, to all my talent managers and recruiters out there, I invite you to be ready for this shift and start preparing to connect candidates on a much larger scale. As a talent manager, I am a gatekeeper. I hold the key to unlock the future success of the company.