The Social Recruiting Advantage, Losing Candidates with LinkedIn, and How Job Seekers Look for Work

Posted by Samara Parker
May 20th, 2015

LinkedIn threw HRTech software providers and many employers for a loop last week when they implemented changes to their API that restricts the use of their “Apply With LinkedIn” feature.

But us tech nerds aren’t the only ones struggling with LinkedIn these days.

According to Irina Shamaeva anyone using LinkedIn’s “Job Posting” feature to recruiting is at risk of alienating potential hires by no fault of their own.

Why You Lose Potential Candidates with LinkedIn Job Posts – Posted by Irina Shamaeva @braingain

“While professionals may consider changing jobs for many reasons other than money, the salary is one of the most important factors. If you post jobs on LinkedIn, you need to be aware of the salary information, automatically communicated to your potential applicants.”

In her article Irina explains how LinkedIn includes estimated salary information provided by with job posts and in the LinkedIn advanced job search dialogue and why this may be losing you applicants!

I do give LinkedIn props for featuring her piece in their “Recruiting & Hiring” channel 😀

Data Reveals How Candidates Want to be Recruited – Alyssa Sittig


Another thing I think LinkedIn deserves recognition for is their awesome use of infographics.

LinkedIn recently released their Talent Trends 2015 survey of 20, 000 professionals working in 29 different countries.

They then compiled the highlights from their survey in this Infographic.

How Workers Find Jobs Now – Peter Cappelli


If you love information like that released in LinkedIn’s survey, but prefer more objective sources, then this article is right up your alley.

Peter shares relevant information on the state of the labour force and the mindset of job seekers found in the most recent census.

How Social Recruiting Can Give You Advantage in Tight Job Market – By Jessica Miller-Merrell @jmillermerrell


Jessica explains how social presents a unique opportunity to reach, engage and relate to the candidate before they consider applying for a job.

She emphasizes the importance of using social to connect and build your employer brand in order to really capitalize on the unique benefits that social recruiting has to offer.

How to: Actually Engage Candidates You Source (As Proven by Science) – Holly Fawcett @HollyFawcett


Just how do you go about engaging with a job seeker that you randomly tracked down online?

If this is something that you struggle with, or an area where you feel that you could use a refresher, then you will love Holly’s article.

It’s full of awesome, science-backed advice for engaging candidates effectively.

That’s it for this week! If you have a blog post that you think we should feature, then let us know in the comments 😀