10 Reasons Jobseekers Don't Click Through on Recruiter's LinkedIn Profile

micvadam
Mic Adam CEO, Vanguard Leadership

Posted on December 15th 2013

10 Reasons Jobseekers Don't Click Through on Recruiter's LinkedIn Profile

There is a lot of advice on how candidates should optimize their LinkedIn profile so they can be found by recruiters.  I recently came across this post 5 Reasons Recruiters Don't Click Through Your LinkedIn Profile which inspired me for this post.

Over the summer months of 2013 I have done some research how recruiters in Belgium present themselves on LinkedIn (750 profiles of recruitment professionals reviewed) and here are my conclusions (and also the reasons why candidates do not click on recruiter’s profiles).

LI - no-profile-photoReason #1: 50% have NO profile picture.  Recruiters want to see what candidates look like, but so do candidates want to know what recruiters look like.

Reason #2: They have no contact information.  And yes, only the 1st degree contacts can see you email/phone number but still as a recruiter you want to have the “good”  candidates find you easily.  Only 1 in 8 has their email/phone number visible somewhere in their profile!  Only 50% mention their website!

BTW. Few job seekers are not using the Inmail functions.

Reason #3: Only 33% have a personalized Vanity URL.  This could suggest a newbie or someone who does not care about their image or profile.

Reason #4: Few contact (Less than 250).  I understand you are careful with who you let into your network but less than 500 contacts does not foster any confidence that the recruiter is “well connected”.  It is also unlikely they will connect with you, even if they do not share who they are connected to..

Reason #5: About 50% have completed their summary information (your elevator pitch).  When it comes to their work history it seems they are not willing to provide much detail about it other than their title.  Less than 10% have discovered the multi-media possibilities of LinkedIn.  It seems the motto is “less is better”.  Again not fostering confidence.

Reason #6: Recruiters do not seems to share much which groups they belong to.  Most are part of 8 to 12 groups mostly general or peer groups.  So again, it makes it difficult for candidates to get in touch with them.  (Tip: remember, you can send free emails to all group members). Additionally, recruiters do not seem to follow any companies.  Most follow their own only.

Reason #7: Few recruiters are active on other networks such as Twitter, Facebook or Google+.  So Twitter handles can barely be found on their LinkedIn profile.

Reason #8: You have “Select what others see when you've viewed their profile” set to anonymous or semi-anonymous.  The candidate is not able to click back.

Reason #9: Recruiters barely use Status Update to inform their network they are looking for candidates or even better sharing valuable information about the recruitment business or processes.

Reason #10: Most recruiters have few endorsements (sign of unhappy candidates?).  And recommendations are even more hard to find.

When it comes down to company profile, recruitment companies do not stand out an example.  Here are some examples:

    • 76% have their logo on the company profile
    • 33% have a cover picture
    • 41% have Products and Services filled in
    • 22% have recommendations for these Products and Services
    • 33% use Company Status updates to inform their followers about new opportunities or to share information with their contacts.
    • 97% of all company updates NEVER get shared, liked or commented on
    • Less than 50% mention on their website they can be found on Social Media!

.I would like to end with 2 conclusions:

  1. Recruiters still social media (and LinkedIn in particular) as a one-way street where they control the drive direction.  However, social media is a two-way street with a lot of opportunities.  Most recruiters are aware they need to have a professional profile but they have a long way to go.
  2. Recruiters seem to forget they need to find new clients and opportunities to fill too, but their profile does not appeal to future clients.

What reasons do you have not to visit recruiter’s profile?  Love to hear from you!

If you are interested in getting a copy of the results of my survey (200 companies and 750 profiles reviewed), please mail me at mic@vanguard-leadership.be .

micvadam

Mic Adam

CEO, Vanguard Leadership

I am bridging the gap between Social Media and Business through years B2B and B2C sales, marketing and general management experience. I am an online & offline networker and social selling individual. I thrive on the passion that drives sales & profits by demonstrating and diversifying the unique selling points of high quality products and services through traditional channels as well as new media.

I focus on:

• Social media policy creation and curation to protect reputations of individuals and companies.
Social Selling training and implementation
• Social Media Training on all current platforms such as LinkedIn, Facebook, Twitter, YouTube, Blogging (Wordpress & Tumblr), Flickr, Foursquare, Pinterest, Google+, Yammer, Socialcast etc. 
• Conversation Management & Social Media Monitoring for Small, Medium and Large companies bringing hands-on experience
• Social media consulting and advice
• Author and Blogger
• Public speaker on social media, social networking and social media policies.
• Market researcher on social media usage and social media policies
• Business development and Lead Generation

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Comments

I guess going by this study most recruiter in LinkedIn never get to personalize their profile. If this be true then it would be difficult to connect with clients.

People need to feel the personality behind the profile so they can easily communicate their needs with ease. Its important having this post exposing some crucial points online recruiters have been missing.

I have left this similar comment in Kingged.com - the content
syndication website for Internet marketers where this post was found.

Sunday - kingged.com contributor

http://kingged.com/10-reasons-jobseekers-dont-click-through-on-recruiter...

I've noticed an increase in requests from recruiters to be added to my LinkedIn network, but there has been only one who actually messaged me with a specific job description for an open position.  I'm not sure why recruiters even bother to join my network.  They don't promote jobs or ask for my feedback on what kind of potential candidates my company/department generates.

I don't click on their profiles because I'm not actively looking to get recruited.  But I have many sub-ordinates who are looking for jobs in their preferred fields and are in my call center on a temporary basis.  I believe that recruiters inherently understand that customer service/call center jobs are entry-level positions and most agents won't make a career out of them.  I understand the transient nature of call center agents and their pursuit of higher pay, better benefits, fame & glory, etc.  It doesn't make sense to me that recruiters aren't partnering with supervisors and managers to flush out the special talents of employees stuck in these entry-level jobs.

What groups are you in?

What skills are you looking for?

What does your company produce?

Tell me something useful so I can help them achieve their professional goals.