The small business guide to the new 'Apply with LinkedIn' tool
Professional networking site LinkedIn has introduced
plugin that allows companies to receive
applicants' LinkedIn profiles direct to their websites.
Adam Shaw, MD of Assured Recruitment explains how the new feature
will affect your recruitment process.
The company has made the code for the 'Apply
with LinkedIn' button available to organisations to place on
their websites. Applicants can then submit their LinkedIn profile
wholesale, or edit their existing page to highlight particular
aspects of their experience. They also have the option to add a
personalised cover letter.
The question is, what will this new feature do for companies
looking to recruit?
Firstly, it's another string to your recruitment bow. The 'Apply
with LinkedIn' tool makes it easier for prospective employees to
apply for new roles, and help to streamline some of the processes
that you are are likely to be doing already, such as checking
applicants' LinkedIn profiles.
LinkedIn can be a useful window to see how prospective employees
use public networking sites, what interests and news feeds they
use, and of course to see what connections they may already have
within the organisation.
However, the downside is that the automated tool's ease-of-use
may encourage more unsuitable applicants to go for positions that
they aren't qualified or suitable for - meaning more work for a
company's recruitment team in sifting through larger volumes of
Furthermore, from the company's perspective, the plugin can only
show how a candidate's qualifications and background match the
requirement at a relatively superficial level. More to
the point, no formality or quality checks exist: for example,
in identifying the cultural fit of the candidate to the
organisation, and how they can contribute to the team.
For companies, it's important to retain perspective on what the
plugin can do. It can help in further automating applicant
tracking, in quickly gathering a number of applicants, and in
making the 'first cut' on the applicant long-list. However,
it's only when recruiters start to engage with applicants that the
real work can begin: such as establishing whether a candidate
will align their objectives with the organisation's, or if they
have the potential to be disruptive.
The key element in engaging the right person for a business,
especially at a senior level, is establishing the culture fit and
how effectively the person can apply their experience within their
new company - an element which can't yet be done by software.
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