At times, LinkedIn seems to be the king of everything related to Human Resources and talent, as well as business networking (and increasingly a social network with selfies and stories). For recruiting, many HR professionals think of LinkedIn by default. And of course, recruiting on LinkedIn is very efficient for certain use cases, and not so much for others. Check out this guide to orient yourself on the best recruitment scenarios on LinkedIn, and where platforms like Get on Board can help you better.
The pros and cons of LinkedIn for recruiting
Points in favor of LinkedIn for recruiting:
- ✅ A gigantic talent base, probably the most massive of all platforms.
- ✅ Allows for passive hunting of candidates who are not looking for work, especially for managerial or high-level candidates.
- ✅ Allows identification of people's social connections, which can facilitate getting an introduction to particularly hard-to-reach candidates.
The cons of LinkedIn when it comes to recruiting:
- ❌ LinkedIn Recruiter can be extremely expensive, especially for enterprise plans.
- ❌ If you want to reach all of Latin America, paying to promote your jobs on LinkedIn can also become very costly.
- ❌ LinkedIn is so massive that you'll be flooded with candidates irrelevant to your job. This becomes very frustrating for technological positions such as Software Engineering or Data Science. This has caused many companies to abandon posting vacancies on LinkedIn, limiting themselves to hunt passive candidates only. "If I post on LinkedIn I get an avalanche of candidates, of which only 5-7% are real matches for my job", told us a customer from the banking industry.
- ❌ You need additional ATS software to properly manage your candidates, as LinkedIn only provides you with the first contact.
- ❌ Spam and bots are daily occurrences on LinkedIn. It has become an extremely saturated social network, with a lot of "junk" content (LinkedIn itself encourages this behavior, providing you with pre-written messages). For this reason, trying to recruit candidates by writing to them via InMail or direct message is becoming less and less effective.
- ❌ Software development professionals tend to detest the dynamics of the LinkedIn social network, and therefore never check their DMs. Some (the most talented) don't even have a LinkedIn profile, or have it empty and outdated.
When to use LinkedIn for recruiting
LinkedIn can work very well for certain hiring cases:
- When you need to identify talent that is not actively looking for employment, in roles that are not technological. If it's about roles more related to technology, you can do much better hunting using platforms like GitHub or Get on Board.
- When you need to find influencers, ambassadors, or roles where social capital is highly valuable.
- To find high-level management and high-reputation positions. All business leaders and C-Level executives are on LinkedIn, and they tend to be very active on the platform.
- To find consultants and thought leaders who are experts in their field.
Where Get on Board can help you better than LinkedIn
Get on Board's user base in Latin America exceeds 1,000,000 professionals directly registered on the portal. This number, despite making Get on Board the biggest tech-focused platform in Latin America, is of course much smaller than LinkedIn. But if any of the cases we list below is yours, Get on Board can help you more effectively:
- ⚙️ To find talent more specialized in technology. While expert talent in Software Development or Data Science tends to avoid LinkedIn due to its high noise rate, these professionals find in Get on Board a cleaner experience, free of spam and where they can easily find the jobs that interest them.
- 🌐 To find talent throughout Latin America, in a single job posting, at a low cost. LinkedIn forces you to choose a country for your remote jobs. This means you'll always have your jobs restricted to a geographical area, and if you want to promote your job to a regional audience, promoting it will be extremely costly. Get on Board allows you to consolidate all the regions of Latin America where you're looking for candidates in a single ad, and doesn't charge you extra for offering your job to a wider audience.
- 🚀 To have a talent database and ATS software in one place. Get on Board offers a unique blend of a talent marketplace, directly integrated with ATS software (which you don't get on LinkedIn). When you post a vacancy on Get on Board, you get ATS software for that vacancy at no additional cost (you only pay for the posting). If you also sign up for a subscription plan, Get on Board gives you many more monitoring and management tools for your recruiting team.
- ✨ When you want to have Artificial Intelligence tools to quickly filter your candidates without bias. Get on Board has an AI layer called Superpower, which enhances your recruitment without taking you off track. It offers you intelligent and equitable filters to validate your candidates' experience and knowledge, and tools to massively handle large numbers of candidates. You'll be able to carry out the process from start to finish on Get on Board, efficiently and directly integrated with the candidates.
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