In today’s digital age, LinkedIn has become an indispensable tool for job seekers and recruiters alike. With over 740 million members worldwide, LinkedIn is the world’s largest professional networking platform. This begs the question – do employers actually prefer candidates who apply through LinkedIn over those who apply directly through a company’s website or other channels?
There are arguments on both sides of this issue. On the one hand, some recruiters claim that LinkedIn applications allow them to quickly vet and evaluate candidates based on their profiles and connections. The platform’s search functions also make it easy to find potential hires based on skills, experience, education and other criteria.
However, others argue that LinkedIn applications are often neglected or overlooked in favor of company website or email applications. Some recruiters feel that candidates who apply directly show more initiative and interest in the specific role. There are also concerns that information on LinkedIn profiles may be inflated or misleading.
So which application method do most employers really prefer? The short answer is: it depends. Certain factors like the size of the company, the industry, the type of position, and the individual hiring manager’s preferences all come into play.
LinkedIn Applications Offer Advantages For Employers
Here are some of the key reasons why many recruiters and hiring managers look favorably on LinkedIn job applications:
Easy To Vet Candidates
With LinkedIn applications, recruiters can quickly review the candidate’s profile, skills, work history, education, recommendations, and other relevant information. This allows them to easily vet and evaluate applicants based on their qualifications and fit for the role. According to a 2018 study by HR.com, 66% of talent recruiters said they turned down a candidate based on their LinkedIn profile.
Ability To Search And Source Passively
LinkedIn Recruiter and other talent searching functions allow recruiters to easily find and connect with relevant candidates who may not be actively job hunting. They can search for potential hires based on criteria like location, skills, job titles, education, and more. Sourcing candidates through LinkedIn allows recruiters to proactively build their talent pipeline.
Tap Into Wider Talent Pool
Candidates who don’t see a particular job listing may still be open to considering new roles. Applying through LinkedIn allows recruiters to tap into a much wider pool of potential talent outside of their normal applicant channels. Even if a candidate isn’t actively looking, a compelling InMail message could capture their interest.
Evaluate Digital Body Language
According to LinkedIn, profiles with a professional photo receive up to 21 times more profile views and 36 times more messages. Profiles with recommended skills get up to 17 times more contacts. This “digital body language” offers clues to recruiters about how seriously the candidate is invested in presenting themselves professionally online.
Assess Cultural Fit
By looking at a candidate’s LinkedIn connections and groups, recruiters can get a better sense of their professional interests, values, priorities and personality. This can help assess if they would be a good cultural fit for the company and team. Shared connections can also provide backchannel references.
Potential Downsides Of LinkedIn Applications
Despite the advantages, LinkedIn job applications also come with some potential downsides and risks for employers:
Over-Reliance On LinkedIn Data
Information on LinkedIn profiles may not always present the full picture or could even be exaggerated or falsified. While useful for vetting, recruiters should not solely base hiring decisions on LinkedIn without further assessment. 80% of recruiters say they have caught a lie on a resume or job application.
Diverse Candidate Pools
Some studies have found that Black and Hispanic professionals are underrepresented on LinkedIn compared to their share of the workforce. Relying too heavily on LinkedIn could mean missing qualified diverse candidates in applications.
Limited Screening
While LinkedIn provides useful candidate information, it has limitations for determining true skills, cultural fit or assessing softer traits. Recruiters may still need to use interviews, assessments, reference checks etc to screen applicants.
Volume Of Applications
Some argue that applying via LinkedIn makes it too easy for candidates to submit applications en masse with just the click of a button. This can overwhelm recruiters with unqualified applicants to sort through.
Overtaking Company Careers Site
If candidates can easily apply on LinkedIn, they may not bother visiting the company’s actual careers webpage. This causes employers to lose control over their candidate experience and branding.
Best Practices For Evaluating LinkedIn Applications
Here are some best practices recruiters should keep in mind when leveraging LinkedIn profiles and applications:
– Use LinkedIn data as a starting point for vetting, not the sole deciding factor for evaluating candidates.
– Look beyond LinkedIn by requiring candidates to submit resumes and applications directly to the company as well.
– Use interviews, assessments, and reference checks to look beyond the LinkedIn profile. Verify skills and qualifications.
– Actively source and engage diverse candidates, don’t overly rely on inbound LinkedIn applications alone.
– Encourage candidates to visit the company careers site and avoid applying by Easy Apply wherever possible.
– Look for red flags of exaggeration/misinformation but don’t dismiss candidates out of hand based just on LinkedIn.
– Evaluate cultural fit beyond just connections and groups by engaging candidates further.
Tips For Improving LinkedIn Candidate Experience
If leveraging LinkedIn for recruiting, companies should also focus on optimizing the experience for candidates by:
– Keeping LinkedIn job descriptions robust, detailed and up-to-date.
– Including informative company pages and employee profiles.
– Ensuring the application process is quick and seamless.
– Following up with candidates promptly if interested.
– Giving clear status updates and closure to applicants not moving forward.
Do Candidates Prefer Applying Through LinkedIn?
The other side of the question is – do candidates themselves prefer leveraging LinkedIn to apply for jobs? Some of the benefits for applicants include:
Easily Discover Open Roles
Candidates can set up job alerts and recommendations based on their profile to surface relevant opportunities. LinkedIn lists both advertised roles and unposted jobs identified via recruiter activity.
Quick Applications
Applying via LinkedIn profiles is typically quicker than navigating through lengthy application forms on multiple company sites. The Easy Apply one-click option makes applying simple.
Showcase Your Brand
With a robust LinkedIn presence, candidates can essentially create a dynamic resume for recruiters to evaluate upfront, rather than starting from scratch with every application.
Expanded Opportunities
Beyond active job search, LinkedIn allows candidates to be found by recruiters for roles they may not have considered or found on their own. New prospects can arise through InMail exchanges.
Relationship Building
Interacting with recruiters and following companies on LinkedIn enables candidates to start building relationships before even applying for a job. This can provide a networking advantage.
Insider Company Info
Following a company’s LinkedIn page can give valuable insights on company culture, brand, recent news/achievements and employee testimonials that offer a competitive edge.
Track Record Of Interest
Candidates can document when they have expressed interest or applied to various roles via LinkedIn. This provides helpful records and reminders for follow-up.
Potential LinkedIn Application Pitfalls For Job Seekers
While offering advantages, relying too heavily on LinkedIn in your job search also comes with some risks:
Too Much Emphasis On Profile
Candidates may end up spending more time finely tuning their profile versus directly applying for roles. The perfect profile alone won’t land a job if not actively applying.
Low Response Rates
The easier applications may lead to applying to more roles. However, response rates to LinkedIn applications tend to be lower than direct applications.
Lack Of Customization
The convenience of profile-based applications means less customization for each specific role versus tailoring a unique cover letter and resume.
Applicant Tracking Systems
Many companies use ATS to screen applications through company sites. LinkedIn applications may bypass these systems entirely.
Undervalue Company Site
Focusing solely on the LinkedIn process could lead candidates to overlook important information, brand exposure and requirements on company career sites.
Overemphasis On Connections
Simply having shared connections with a hiring manager won’t necessarily give an advantage or guarantee an interview. The right experience and skills are still crucial.
Tips For Leveraging LinkedIn Effectively As A Candidate
To maximize their chances of success, job seekers should adopt the following best practices when using LinkedIn to search and apply:
– Complete your profile 100% with detailed work histories, education, skills, recommendations etc.
– Research companies before applying to understand their culture, values and requirements.
– Apply directly through the company site whenever possible, in addition to LinkedIn.
– Customize resumes and cover letters for each application, don’t rely solely on your profile.
– Follow up proactively with recruiters after applying by message or email if possible.
– Track and document applications and continue expanding your search channels.
– Stay up-to-date on company pages for insider news, updates and relationship building.
– Don’t overestimate the power of connections. Focus on your unique qualifications and fit.
Conclusion
In the modern recruiting landscape, LinkedIn has firmly established itself as a go-to channel for both employers and candidates. When used strategically, LinkedIn enables easier discovery of opportunities, vetting of applicants, and showcasing your professional brand to stand out from the competition.
However, both recruiters and applicants should avoid becoming over-reliant on LinkedIn alone. Supplementing with direct company applications, interviews and assessments ensures the most thorough and effective hiring process.
By integrating LinkedIn as a component rather than the be-all-end-all of your job search or recruitment strategy, you can maximize its many benefits while minimizing potential downsides. Approach it as an addition to, not a replacement for the hard work of building relationships, customizing applications, demonstrating your skills, and finding the right mutual fit between talent and employer.