Why and How LinkedIn Can Bring More Than Just Top Talent To Your Company

LinkedIn is one of the social media sites that may be as misunderstood as Twitter. CEOs and key executives constantly ask me why they should be using either one. They haven’t been able to grasp the impact these tools can have on their company. The CEO or key executive doesn’t have to actually use either of them, but they should at least encourage the use by the appropriate people in their organization.

LinkedIn is more than just social networking like Facebook. I think of Facebook as a personal social site and LinkedIn as the business people's social site. LinkedIn and Facebook serve different purposes.

Unlike Facebook which hides a lot of information about the person, unless you are directly connected, LinkedIn profiles are pretty much open for everyone to review. Granted the person controls what information they chose to display, but whatever they decide it is open to just about everyone. This is actually a good thing.

Since most profiles on LinkedIn are about the person’s professional background it really isn’t too much different than posting one’s resume online. This opens up a whole new way to use LinkedIn to benefit your company.

Here are some examples:

Hiring. Why pay thousands of dollars to Monster, CareerBuilder or The Ladders in order to have access to their resume databases? If you are seeking a professional person chances are very high you can locate them on LinkedIn. You can review their background, experiences, accomplishments, awards, education and so on,  for free or a small monthly fee.

In addition you can connect to references, view a list of people with similar backgrounds, identify people in your industry or even specific companies. LinkedIn has provided you and your hiring team not only with a wealth of people, but also given you an enormous amount of information on this person.

Reference Checking. We hear this all the time, people won’t give you references unless they know they will give a good reference. OK, so now you have a way of getting your own references.  LinkedIn allows you to find people based on companies. LinkedIn will give you list of people that have worked at a specific company and those currently working at the company. Now you have a list of people independent from the ones the candidate provided you.

Customer Leads. Cold calling has never been the best way to access a company. With LinkedIn your sales people can now develop warm leads. Your salesperson can identify a potential customer, find who else in their network has contacts within the company or better yet knows the person your salesperson wants to meet and ask for an introduction. How about asking if they would set up a lunch with the potential customer? This is a powerful tool few sales people use.

Vendors. What a great way to pre-qualify vendors. Go on LinkedIn look for people that have left the company and connect with them. You may learn some things the salesperson will never tell you. Granted, depending on the person the information could be biased. That works both ways. As with all information the person collecting the information will have to filter it as they see fit. But I submit having it and ignoring it is better than not having it at all.

Affiliations. Another tool that helps identify potential companies to affiliate with. This is a great way to be introduced to someone you hope to develop a professional business relationship. Often contained within the profile are recommendations that may help you decide if this is the right company to work alongside.

Open Jobs. A component of hiring but this has a different spin. The ability to post open positions  for free or low cost. With LinkedIn groups you can post a job for free and have hundreds of thousands of people be aware of it. In addition, for a reasonable fee you can target specific people, with specific backgrounds, in specific industries only. So you don’t receive hundreds of unqualified resumes.

International Contacts. LinkedIn is a global site. If you are seeking contacts or considering doing business in a foreign country, LinkedIn may provide the contacts you need to get started. If your company is considering coming to the USA, the level of contacts available to you in just about every business sector is well worth your time to check out.

I could continue, but if I haven’t convinced by now why go on. Even if these reasons don’t work for your company, think beyond the specifics above. Think about how these resources can be utilized in your company. That is the real value of LinkedIn. It opens up so many opportunities that have not been available in the past.

I would encourage everyone to be active on LinkedIn. The benefits far out weigh any drawbacks.

Join the other 10,000 CEOs, key executives and HR professionals and download a FREE copy of our best-selling book, You’re NOT The Person I Hired. Just CLICK HERE  and under the FREE Hiring Resources section you can download our free eBook.

Retaining your best talent is always the best thing any company can do. Download our FREE Non-Monetary Rewards and Recognitions Matrix. It will help you retain your best people without additional compensation. CLICK HERE to download under the Free Resources section.

I welcome your thoughts and comments.



Something Negative Was Posted Using Social Media. Now What?

Q. One of our employees posted something very inappropriate regarding one of our managers on their Facebook account. Another person showed this to the manager, who became very upset. Our HR department is telling me I can’t fire this person as it is a freedom of speech issue.  Is this true? What about the manager’s rights and our rights as a company to protect our employees?

This is a very hot topic in the hiring and firing world today. Companies need to be very concerned about things like this happening. Unfortunately, most of the time companies are caught completely off guard when this happens. Yet, given the explosion in social media every company that has employees should be prepared on how they will handle this. Consider starting with some sort of social media policy.

I asked Laura Fleming, a labor attorney and partner with the Newport Beach law firm Stradling Yocca Carlson & Rauth for her advice.

This is a very sensitive issue that depends upon the nature of the Facebook posting.  Under the National Labor Relations Act, all employees — whether or not they are members of a union — have the right to join together and discuss the terms and conditions of their employment.  Thus, employees who complain about management, whether offline or online, may be engaging in protected activity.  Whether a Facebook post is protected depends upon (1) whether the employee is voicing an individual or a collective gripe; and (2) whether the post relates to the terms and conditions of employment, or  is simply an inappropriate personal attack.  Posts which are supported by co-workers, and which relate to the terms and conditions of employment, are likely protected.

Sometimes it can be very difficult to tell the difference between protected and non-protected comments by employees online.  Thus, before taking action against the employee, I recommend that you consult a labor attorney.

Join the other 10,000 CEOs, key executives and HR professionals and download a FREE copy of our best-selling book, “You’re NOT The Person I Hired.”  Just CLICK HERE  and under the FREE Hiring Resources section you can download our free eBook.

Retaining your best talent is always the best thing any company can do. Download our FREE  Non-Monetary Rewards and Recognitions Matrix. It will help you retain your best people without additional compensation. CLICK HERE to download under the Free Resources section.

I welcome your thoughts and comments.

Brad Remillard

Booster Shot to Find Top Talent Through Social Recruiting

Booster Shot to Find Top Talent Through Social Recruiting

Are you ready for a booster shot in the arm to finding top talent?

In delivering our brand new program on Social Recruiting to a Vistage Group, I was struck by how comfortable everyone was with social media, but had not yet started using these common sites and tools, like LinkedIn, Facebook, and Twitter, for recruiting; however, I knew I wanted to use outsourcing seo work  to help me with my marketing strategies.

Social media platforms include built-in analytics. These help you track key metrics like likes, shares, and clicks through to your website, go here and get free online UTM generator this data is incredibly important. But they don’t give you the full picture of how traffic flows to your website from social channels, or how a visitor becomes a customer. In fact, 87 percent of CMOs at Fortune 500 companies say they can’t prove that social media marketing brings in new customers.

In 3 short hours, we covered the key elements of establishing an infrastructure to recruit top talent on the Internet, how to turn social recruiting into a process, and how to apply off-line techniques to the on-line world. Social Recruiting could turn out to be the virtual “booster shot in arm.” There are so many opportunities to connect with high potential candidates through on-line identification, acquisition, engagement, and nurturing – it’s almost overwhelming.

Does your company have a specific plan to leverage social media to find top talent, OR is more along the lines of who has time to post a job ad on Monster.com and hope for the best. You know how those efforts typically pan out.

Imagine having a specific plan of attack for every opening in your company – for this level job, here are the immediate 8 social media tactics we’ll use when we open up the position. I’ll bet with just a few simple techniques, you could dramatically boost the number of top talent candidates flowing into the top of your funnel.

Are you currently using social recruiting as one of your primary finding and sourcing tools?

Have you sent any of your managers/executives to training on how to find great candidates for their teams?

What research/benchmarking have you conducted with comparable companies to see what they are doing with social recruiting?

Are the best comparable companies winning the war for talent because they’re effectively using social recruiting?

Barry Deutsch

You Can Shorten Your Hiring Process

Q. We are a mid-size company that doesn’t hire that often. It seems that when we want to hire it takes a long time just to find qualified candidates. Is there a way to shorten the time it takes to hire someone?

A. Hiring fast rarely includes hiring the very best. The best way to shorten the time it takes to hire someone is to have a pool of qualified people available when you need them. The problem is that most companies start the hiring process when they need someone, which often happens after one of their best people just gave notice. Companies then expect that at that exact moment in time a highly qualified candidate will also be searching, the stars will magically align and they should be able to hire this person. Wouldn’t it be nice if every time you were looking, highly qualified candidates were also looking? It just doesn’t work that way. Most hiring processes are reactive. To change your situation your hiring process must become proactive.

Highly qualified candidates don’t search based on your hiring schedule. They search based on their schedule, so hiring can’t be a one time event that happens when you decide you are ready to hire someone. This option will only provide you the best available candidates at that moment in time. Companies that excel at hiring top talent know that hiring is a process and having a queue of qualified candidates is critical. Your hiring managers should always be on the lookout for potential people, even if your company only hires once a year. Every manager should have at least two or three potential candidates for the key positions in their department. This means that your hiring managers will have to dedicate at least some time each month to hiring. They should engage potential hires, identify who might be a potential hire, attend professional groups where these potential hires exist, respond to unsolicited resumes that have potential instead of deleting them, use LinkedIn to connect with potential candidates and follow up with potential candidates when contacted. None of these takes a lot of time to do, maybe an hour a month. These small things can dramatically shorten the time it takes to hire someone and also increase the quality of those hires.

You can explore our audio library, download free examples of compelling marketing statements, download a summary of our research project that identifies the biggest hiring mistakes, and get our culture assessment tool by clicking the links. All of these are free.

I welcome your thoughts and comments. Please forward this to your contacts on Facebook, LinkedIn, or anyone you think would benefit from this article.

Brad Remillard