Through this post I would like to highlight the growing current trend in many companies. Till now, all the companies pay huge amounts to recruitment agencies for finding suitable candidates for their respective companies. The recruitment agencies in turn provide the comapanies with the CV's of candidates through its strong reach and charge a huge sum from the company if the candidate is selected.
Why can't the company HR use LinkedIn to find candidates?
Today almost every professional has a profile on LinkedIn. The company HR can easily find suitable candidates for the required profiles by searching on LinkedIn. Infact many companies have started using LinkedIn for shortlisting candidates. I never took LinkedIn seriously but I changed my mind when I got few interview calls through LinkedIn. This trend is not yet very popular but I am sure this is going to gain popularity in coming years.
One point that can go against my view is that not everyone has a LinkedIn profile. I agree with them but at the same time I am sure, once this trend becomes popular everyone will be forced to have a LinkedIn profile. Infact this is the whole purpose of LinkedIn, to link all professionals together. Then why do we need a Third Party to link two professionals?
Why pay a huge amount when you yourself have access to thousands of profiles?
Its not far when companies will realize this and switch to use LinkedIn for recruitment. The golden period of Recruitment agencies will soon end in coming years.This is definitely going to help the companies in cost cutting measures as well. Ofcourse, for this to happen, the HR will have to take some pains.
Reader's views are very important and I request all my readers to provide their valuable comments/suggestions.
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Where will HR get its commission from? This is a malpractice followed even in your company. :-)
ReplyDeleteST
Hello Sapan... the article objective is very right.
ReplyDeleteI can discuss related to IT-sector India recruitment exp of mine. I have used Linkedin for last 2 years to get introduced to quite some new people, and couple of cases ; went on to hire cases as well. But this approach works well for mid-level positions.
for lower mid-level positions & jr positions (IT exp of 3 yrs to 6-7 yrs) which consitite bulk (approx 65%) of total IT hiring -- Linkedin is not yet fully used by candidates. Plus recruitment consultants maiantain heavy database of such candidates even since they were 2 yrs old IT consultants.
Lastly, I find now find such databses being replicated onto Linkedin groups, the grouos being promoted/owned by recruitment champions/consultants themselves. Thus this way they can track & connect to IT consultants as he/she gorws in exp.!!
Cheers
Sumeet
It's a question worth asking. If recruitment agencies cannot answer how they are adding business value to your HR function then you are probably contacting the wrong ones. Likewise with the 'huge sum' comment.
ReplyDeleteRecruiting individual technical roles yourself, when time allows, via LinkedIn, is certainly a possible way of recruiting your technical staff.
However if you're recruiting a team of 10 IT contractors who needed to be on your client's site yesterday, all with security clearance, some with work permits to verify, then a pro-active recruitment agency is probably going to save your day.
I don't see why a non-urgent non-specialist permanent individual role couldn't be adequately resourced by your own HR department if they have technical expertise and can use sites such as LinkedIn.