Fistful of Talent had a blog post last week entitled “LinkedIn Profiles – More Accurate than Resumes … Sad but True.” This quote came from Reid Hoffman, founder of Linked In, in a presentation made at the first Social Recruiting Summit in 2009 …
… people won't lie in public via LinkedIn. With that in mind, the core elements at play in most LinkedIn profiles – the titles, the dates, etc. – are always going to be more accurate than the resume.
I’m hopeful that in this age of transparency, candidates have learned those hard lessons!
Telling is Jessica Lee’s statement that “if you're truly looking for ‘what's up’ with a candidate, you need to rely on the LinkedIn profile.”
Web 2.0 as a recruiting strategy …
–is trending north. If you aren’t where recruiters are looking, you won’t be found. And no visibility can negatively impact credibility.
–forces transparency. Unless you are, perhaps, a well-entrenched politician, you cannot lie and get away with it. It is too easy today to dispel any misstatements, exaggerations, or untruths.
–allows even stronger positioning as a coveted high-value target. You can be “in the game” long before you “need” to be playing the game.
–fosters the candidate’s ability to position himself from his strengths, values, passions, and interests rather than forcing him to be all things to all people .
When CFOs choose to work with me, they have no choice but to create profiles on Linked In … it’s part of their success factor. And what is showing up on Linked In is exactly the same branded message a company, CEO, or Board member will find in his other marketing collateral.
Transparency + Integrity is Critical!