How do you screen out candidates from LinkedIn?
I recently posted on LinkedIn that I was looking to hire an entry level Marketing Manager. I received an overwhelming number of responses. I only asked for an updated resume to apply. How do I filter out the candidates I want to interview? Cover letter, experience, references?
Jeff, there’s a great deal of preparation before you even begin the recruitment process. You really need to have a recruitment strategy in place. If you don’t have a HR department, I suggest you employ a recruitment consultant/firm to look through the applications and select only those who fill the criteria you set. That too is important before you begin. You need to clearly define what it is you’re looking for in your ideal candidate.
Make a clear outline of the role – the duties and responsibilities involved in the position before you even begin any screening process. You should also have some testing in place to evaluate the skills and experience of the candidates. That can be handled by the recruitment consultant.
Advertising will certainly bring you candidates. However, you need to have the back end process in place so you can adequately handle the volume. With a professional on the team, you can quickly sort through the applications and bring up perhaps ten who fill the role (at least on paper).
Once you have some possible candidates, you can then test them on their skills. Without it, you could end up having to go through the whole process again and again.
I wish you luck.
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You would probably want to start by looking at years of experience. After that you might want to ask them to do a few phone interviews to test out their knowledge.
Here is a helpful resource with questions to ask. http://www.mynewstips.com/marketing/9-questions-to-ask-your-next-seo-before-hiring
Jeff, what preparation have you done? Here are some of the things you should consider. Role Description, Screening Process to identify Attitude before Skill, Staged Screening process, Testing process to determine relevant skills and attitudes, reference checking process, induction process. It is all about finding the right candidate and getting them up to speed as quickly as possible. It doesn't matter what medium you advertise in it is all about the preparation and the process. My experience is that without the process you will get it wrong time and again!
If you don't have a recrutiment staff to handle the influx of applicants I strongly suggest you hire a professional instead. Your time is better spent running the company.
When I post the job, I make sure the job description is detailed and includes several deal breakers marked as such in bold underlined type. Then I tell the reader please don’t apply if you do not possess the following qualifications; these are deal breakers.
Many people will use it just to share their job status and resumes, but with the wide range of discussion forums and online networking tools, LinkedIn makes it easy to identify candidates who are engaged in the industry and looking to advance. Screening out candidates from LinkedIn based on the skills they have mentioned in their profile and analysing the number of people endorsed their skills will be helpful.
First of all, you can find great candidates on LinkedIn, but even though this is the techno age, you still need to meet or talk with these potential candidates (preferably in person but video chat can work). There's a lot to be said for the "unspoken" and intuitive things we pick up instinctually. Body language, just an overall feeling about someone that isn't a good feeling or vice versus. There's just nothing like feeling, seeing, hearing the essence of someone to pick up the subtleties that you couldn't from just reading a profile and resume online.
Sometimes you still gotta go the "old school" route :)
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