Time to get beyond LinkedIn

by Mitch on 24/08/2008

TalentBar wrote an interesting article today on the value, and declining value, of information provided by social networks such as LinkedIn. My own company, Xpand, are expert at using social networks to find information, however it can become easy for anyone (ourselves included) to get caught up in the vastness of this information. Excerpt from Time to get beyond LinkedIn:

Twenty years ago, you had to build contact information databases the old fashioned way: a ton of cold-calling. But this aspect of our business is going the way of $2 gasoline.

We have to move beyond this initial shock of so much contact data. Master the tools, but then move on – because the value of that simple data is declining every day. Remember, executive recruiters and their clients often know the five obvious potential candidates. So why do they use a recruiter?

Whether you’re in recruitment or any other industry that may require you to gather corporate information, there is a lot of evidence to suggest these tools are highly valuable, but are also losing their value. Clients now have access to our networks and are motivated to use them as cost-cutting methods to outsourcing recruitment.

Value the data you have at your fingertips, but don’t allow the vastness to confuse the fact that the data you have is useless if you do not utilise it as urgently as you would any other lead available in your network.

No comments yet.

  1. 24/08/2008Kevin Wilson says:

    It has been said that many companies now will look at social networking sites when looking at the backgrounds of potential employee recruits and, in many cases, what has been discovered has led to the potential employee being removed from consideration.

    As a recruiter, how deep do you go (or do you feel it is appropriate to go) into a persons private life via social networking sites when determining if they are suitable for a position and do you feel that a persons actions outside of a working environment should play a major role in the eventual decision to hire?

  2. 24/08/2008Mitch says:

    @Kevin – That is actually a really valuable question and I’ve been asked similar questions a few times before. Personality or cultural profiling is occasionally used by the recruitment industry, specifically with some executive search firms such as Korn/Ferry International.

    My personal stance is that sometimes you can know too much about people that can effect things in the wrong way. While personality and cultural fit within an organization is very important, there raises a question in how much information is too much information.

    I have personally gone to great lengths to source excellent talent in the Sydney marketplace that is relevant to the jobs that I work on, but delving into people’s personal lives is something that I hope to never be involved in. This is a touchy area for a lot of recruiters I know and something we hope to avoid as an industry.

    Frankly, if you can’t decide if someone fits into an organization culturally after 2, 3, sometimes 5+ meetings, then something needs to be reworked in the interview process to ensure that personal information is being discovered in a mutually beneficial, face-to-face manor with the party being aware of the information sharing process.

  3. 15/02/2009thoughtful says:

    I found your blog on google and read a few of your other posts. I just added you to my Google News Reader. Keep up the good work. Look forward to reading more from you in the future.