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Dos & Don'ts
"When posting an ad on a job board, should I include compensation?"
(Answer provided at the end of the newsletter.)
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LinkedIn = The Holy Grail??
New recruiting tools arrive in the marketplace (Monster, CareerBuilder and now LinkedIn) and everyone thinks that they have hit the Holy Grail. Yet, job boards are just tools. Use the tools poorly and, the end results are less than stellar. If you put a power saw in my hands and ask me to build a bookshelf, what's the result? A crummy bookshelf. I have no idea how to use a power saw and it would take me five times longer to build than it would take an experienced carpenter. If I want quality results and I value my time, I'll hire a carpenter to build my bookshelf.
If you want quality results with recruiting tools, experience makes the difference? And, having access to the advanced tools is critical. LinkedIn has built all its best recruiting features into the Recruiter version, leaving individual job postings in the dust in terms of performance.
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LinkedIn: The Good, The Bad, & The Opportunity
Good: 161 million profiles.
Bad: 161 million profiles that you have to search.
Opportunity: Finding a diamond in the rough among 161 million profiles.
LinkedIn is a powerful recruiting tool with a database of 161 million profiles. Wow -- that is a lot of data to sift through to find candidates. How do you cut through this maze? Using LinkedIn's free database capability to find targeted candidates is like using a steak knife versus a power saw to cut through a tree trunk. After about 30 minutes of searching LinkedIn with the free service, most people will give up. Upgrade to the Recruiter package (yes, LinkedIn is in the business of making money) and the search become easier, yet still time intensive. Even if you can afford the Recruiter package (it's expensive), you still need an experienced recruiter to use the tool who has time and experience to maximize its potential?
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Safari Interview Tip When interviewing a passive candidate found on LinkedIn, initially "sell" more than "interrogate." Interview lightly in the first round of interviews and share the vision of your company. Once you gain interest, follow up with a deeper interview.
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Answer to Today's Dos & Don'ts
"When posting an ad on a job board, should I include compensation?"
Answer:
Best practice is "YES!" When people search for a new job on a job board they tend to use a number of key search criteria, such as job title, location and salary. If there is no salary specified in your job ad, your ad may fail to match with the searches of the majority of candidates. Fewer people will see your ad and, therefore, fewer potential candidates will apply.
Transparency works. Providing compensation information will motivate candidates to apply to your job ad if it matches their desired salary range.
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