e Posting a job on LinkedIn to attract great pricing people through talent recruitment is a smoke and mirrors game for amateur recruiters and hiring managers.

 

LinkedIn promises to attract good candidates for your roles, but really it signals to your prospective applicants you are spending very little time, effort, thought and money on talent recruitment and finding the right person for the job.

 

Ipso facto it’s not an important role and likely to be poorly positioned in the business.

 

LinkedIn job ads suggest you’re a conventional outfit with limited talent recruitment networks and pipelines. It suggests you treat people as a commodity.

 

Whacking up a job ad on LinkedIn looks cheap. It broadcasts desperation. It suggests time to hire is more important than quality of hire. It indicates a lack of thought and care in talent recruitment.

 

How you can use LinkedIn for talent recruitment!

 

If people are reading a job ad for a Head of Pricing or Director of Planning & Revenue Management role on LinkedIn they are likely to assume that the rest of your recruitment process is equally as predictable and transactional. Would they be wrong?

 

Our research on the Australian jobs market shows that Australian based businesses are becoming much more passive in their pursuit of talent recruitment – despite the diatribe of fighting the war on talent. See our blog on executive recruitment.

 

It used to be only low level unskilled work that was advertised on LinkedIn. Now it’s everything. Even CEO roles are being posted on LinkedIn.

 

Gone are the days of headhunting or building talent networks. Everyone is cutting costs and slapping jobs up on LinkedIn and even congratulating themselves for searching hard for the best talent.

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Our research shows that despite all of LinkedIn’s promises to deliver you the best candidates, it actually delivers very little:

 

  1. LinkedIn application only give you visibility of active candidates and then a list of passive candidates that rarely fit the description.
  2. When you advertise on LinkedIn, you are essentially missing a large proportion of the market that are not looking for a job and a better fit for the role.
  3. Approaching people via a LinkedIn network still requires someone to filter, screen and sell the role to potential candidates.
  4. An algorithm and/or a recruiter with little insight into the discipline, role, company strategic objectives, transformation program, strategy is hardly going to do a good job selling the role to prospective candidates.
  5. Experts in their field want answers to difficult questions before they even consider meeting you for interview.
  6. Applicants applying directly to LinkedIn may have ulterior motives for applying for the job which may not sit well with you.
  7. Active job seekers may be desperate to leave their job or line manager. They may just want to live in Australia and tolerate anything to do so. They may job hop and want a change. They may be incompetent and have been found out by their team. They may be fishing for salary advise or testing out their interview skills and not interested in the job at all.
  8. LinkedIn does not woo, qualify or vet applicants’ drives, motivations and values.
  9. Endorsements and testimonials do not definitive assessments of capability.
  10. People often give endorsements to receive them in return.

 

Of course, you can get good candidates applying to LinkedIn ads. However, initial screening is based on CVs and key word searches. This means there is a strong possibility that good candidates still get passed over.

 

Conclusion:

 

In effect LinkedIn promises it all, and actually diminishes your brand image, cheapens your recruitment process, and massively reduces your talent network.

 

See our blog on how you can achieve value in pricing hiring.

 

Even if you think you are receiving tons of great applications through LinkedIn, the reality is you are probably not. A good recruiter probably would use carefully curated networks to source candidates. A good talent manager would have created a sticky candidate experience that engages and vets people throughout the process.

 

See our blog on whether AI can help with recruitment for pricing roles.