Unlike many heads of executive recruiting firms, I am not a LinkedIn denier. LinkedIn is a tool — a useful one — that can be deployed to help recruit candidates to any company. Undoubtedly it has helped to fill a good many openings across a wide range of functions.
Most headhunters are not candidate sourcing or recruiting research experts. Headhunters would rather focus on “more important” things like reeling in the next client. There’s a reason . . .
In social networking circles, a low LinkedIn member ID number gives you street cred. Because LinkedIn numbers its users sequentially. the lower the member ID, the longer you’ve called LinkedIn your business networking home.
Really, name gen! Like there’s a such a shortage of names that the 100 million registered users on LinkedIn feel so alone. That’s like saying that brothers or sisters on the TV show 19 Kids and Counting just can’t get enough of each other or that the Octamom is lonely. Wait, she still is! I mean, really!
The first dumb thing that recruiters do is treat passive candidates like active ones, a stance that mistakenly presumes intense interest, if not desperate need, for the job. However, I would add recruiters who do want to treat passive candidates differently often lack the right tools.