LinkedIn and recruitment: errors to avoid from the candidates’ viewpoint
Companies are looking more and more to LinkedIn to recruit the ideal candidate. And job-seekers have a lot of faith in what is worldwide the most important professional platform. Yet the match-up between recruiters’ requirements and aspiring workers’ expectations does not always produce the idyllic results that both parties hoped for.
The errors that companies make in the selection phase on the professional social network par excellence do not go unnoticed by candidates, who in the majority of cases decide that they will no longer take that employer into consideration. And as a follow on, to ignore their advertisements and to avoid being put forward for future vacant positions in that same context.
Of the mistakes ascribed to companies looking for workers on LinkedIn, surely the most unpleasant is ghosting. After an initial contact, selectors disappear without providing any more news, leaving candidates to wait for days in a state of uncertainty, refusing the necessary feedback even when it is the candidates themselves who solicit it. These selectors are rejected out of hand by 62% of candidates in the future.
Candidates who, often, can no longer trace who contacted them for an introductory meeting inasmuch as the company is not even present on the social network with its own page. And this is the second mistake: the absence of an official company profile on LinkedIn is regarded as suspicious by future workers, who tend to get a negative idea of the company itself.
In addition to ghosting and the lack of a page on LinkedIn, selectors are also taken to task for other unpardonable wrong moves that arouse suspicion in workers to the point of making them ignore company job adverts. Undoubtedly messages drafted in sexist terms or that set age limits are among these errors. Yet messages that are too complex, with an excess of key words or a plethora of corporate language terms are also included.
So, what should the ideal job post be like? Certainly, it should include a clear indication of the required requisites, soft skills included, and the tasks to be carried out as well as clarification concerning prospective benefits and the location (remote, hybrid, in-company). Finally, a description of the company culture and the ethical values of reference are no less decisive.