Need proof that recruiters search LinkedIn more than other online social networks for top-level candidates, so you need to be there?
I was talking with a CEO in the tile industry a few days ago who didn’t know about LinkedIn and was resistant to joining. He had no idea that he needs a brand-solid online footprint to position himself in front of recruiters and hiring decision makers, and LinkedIn is one of the best ways to do it.
After I explained the value of leveraging a strong LinkedIn presence, he asked me what percentage of recruiters source C-level candidates on LinkedIn. I told him my research from various sources indicates that at least 40-50% routinely search the site when vetting top talent.
The people at ere.net, a website for recruiters, polled nearly 500 recruiters who attended a webinar they ran in December.
They asked which of the major sites recruiters used most. Here are their results:
LinkedIn — 66.8%
Facebook — 7.8%
MySpace— 1.5%
YouTube — 0.0%
Twitter — 0.9%
Other — 3.6%
None of above — 19.3%
Even more telling may be the comments from recruiters who attended the webinar. Here’s what some of them had to say about how they use LinkedIn and its value to them:
“Social hubs like facebook/myspace/twitter still have communities very outside the professional realm that LinkedIn has, so they will never quite be viable in many industries until they think about how to branch out.”
“LinkedIn is the EASIEST point of entry for a non-tech related recruiter. It is easy to use Linkedin and you can connect with a bunch of people quickly.”
“I use a rough but relatively comfortable (for me) “adultness” index for measuring networking sites. Facebook, MySpace and the like are more for “play”. LinkedIN has a more “adult” purpose. It is no wonder that LinkedIN has the street cred among both recruiters…and the recruited.”
“Most recruiters that use these technologies will go where it is easiest to find candidates. LinkedIn makes it very simple to get a good understanding of the persons background. They also make it relatively easy to get in touch with the person — you know the company they work at, can contact direct through inmail or through a trusted source.”
“A big part of what I like about Web 2.0 is that it invites people who are enthusiastic about their professions (craftspeople) to engage with other enthusiasts, keep up to date on best-practices, and stay at the bleeding edge of their field. Those are the people I want to hire. If someone’s not sharp enough to take advantage of these available technologies, then they’re missing out on a huge advantage. I’d much rather get the candidate who’s already in the know, and constantly updating their skills.”
Your takeaway? If you’re a top-level executive — actively seeking your next gig or thinking ahead — get on LinkedIn and get busy.
Related post:
Get the Best Out of LinkedIn for Your Personal Brand, Networking, and Executive Job Search
