LinkedIn has become an essential platform for professional networking and recruiting. With over 722 million members worldwide, it offers organizations an effective way to reach qualified candidates. However, many employers are still unsure about the best practices for using LinkedIn during the hiring process. Specifically, questions arise around notifying existing employees when their coworkers apply for jobs at the company. Doing so has potential benefits but also risks that companies should carefully consider.
Quick Answers
Here are quick answers to some common questions around notifying employees on LinkedIn:
- It’s generally not recommended to notify all employees when someone they know applies. This could spread unnecessary information and cause internal issues.
- Consider selectively notifying close team members of an applicant on a case-by-case basis. Weigh the potential pros and cons first.
- Be thoughtful about which employees you loop in—focus on those who could provide meaningful referrals or insights about the candidate.
- Avoid notifying managers or team members who may react negatively and cause problems.
- Make sure to comply with laws around employee privacy and data sharing when deciding who to notify.
- Focus notifications on providing helpful, relevant information about the applicant that could aid the hiring process.
When Should You Notify Employees?
The first question to ask is if you should notify employees at all when their connections apply. There are a few scenarios where it could be beneficial:
- The applicant is a close colleague of current employees. Peer referrals can provide unique insights.
- The hiring team wants additional context about the candidate from familiar coworkers.
- Notifying select employees can encourage them to share the role and attract more applicants.
- You want to gauge internal reactions and feedback about the prospective hire.
However, there are also risks to notifying staff about applicants:
- It may come across as intrusive and invade the applicant’s privacy.
- Employees may spread rumors or confidential details about the candidate.
- It could alienate staffers who have negative relationships with the applicant.
- Notifications may distract and disrupt employees’ existing work.
Consider the specific situation carefully, and aim to provide notifications that will aid the process without causing problems. Err on the side of caution if the risks seem to outweigh the benefits.
Who Should You Notify?
Target notifications to employees who can provide meaningful input about applicants they know. Avoid blanketing the entire organization as this adds little value. Consider notifying:
- Close team members – Coworkers familiar with the applicant’s work and abilities can give detailed referrals.
- Former managers – Past managers can provide performance reviews and hiring recommendations.
- Colleagues in the department – Departmental peers may have insights into the applicant’s qualifications and fit.
- Project collaborators – Coworkers who have collaborated closely can give firsthand experiences.
Be selective about who you loop in. Focus only on those who can contribute substantive feedback without compromising the applicant’s privacy.
How Should You Notify Employees?
Create notifications that are helpful, professional, and respectful of the applicant. Best practices include:
- Keeping details confidential – only share what will aid the hiring process
- Following company policies around data sharing and privacy
- Using neutral, objective language to describe the applicant
- Avoiding subjective commentary or opinions about the candidate
- Framing it as a voluntary opportunity to provide input, not a requirement
The notification should focus on encouraging referrals that give recruiters a well-rounded view of the applicant for the available role.
What are the Risks of Notifying Employees?
While notifications can provide additional insights, they also carry inherent risks, such as:
- Spreading rumors – Employees may gossip about the applicant, impacting their reputation
- Leaking confidential data – Sensitive details about the applicant may get circulated improperly
- Biased feedback – Personal grudges between staffers could skew input on the applicant
- Interpersonal conflicts – Notifications might cause friction between the applicant and current employees
- Distraction – Non-essential notifications can divert focus from normal work
- Recruiting competition – Looping in certain team members could dissuade them from applying
Minimize these risks by carefully selecting notification recipients, keeping details limited, and framing the notice objectively and professionally.
| Risk | Mitigation Strategy |
|---|---|
| Spreading rumors | Only share essential, job-relevant details about the applicant |
| Leaking confidential data | Remind notified employees about privacy policies and secure data handling |
| Biased feedback | Seek input from a diverse range of employees to balance perspectives |
| Interpersonal conflicts | Gauge risks of friction and avoid notifying problematic relationships |
| Distraction | Send notifications sparingly and only when valuable input is needed |
| Recruiting competition | Frame notice professionally as an optional referral request, not a competition |
What Information Should You Include in Notifications?
Aim to provide helpful context about the applicant while protecting privacy. Relevant details to include:
- Applicant’s name, previous job title/department
- Their prior working relationship with the employee (colleague, manager, etc.)
- The position and department they have applied for
- Qualifications or experiences relevant to the role
- A brief, objective overview of their job performance and accomplishments
Also incorporate:
- A request for the employee to optionally provide any useful insights into the applicant’s abilities, achievements, work style, etc.
- Instructions to direct feedback confidentially to the hiring team and avoid sharing unnecessary commentary
- A reminder to focus recommendations on job-related qualifications rather than subjective opinions
Keep descriptions factual, concise, and focused strictly on information that will legitimately aid hiring decisions.
What Details Should You Avoid?
Be very cautious about including any details that could violate privacy laws or unfairly bias the process. Avoid:
- Personal details irrelevant to the applicant’s job performance
- Subjective or editorial commentary about the applicant’s personality or work style
- Unconfirmed gossip or rumors about the applicant
- Details about compensation, bonuses, discipline, health issues, etc.
- Reasons why the applicant is leaving their current position
- Comparisons to other applicants the employee may know
Violating the applicant’s privacy or sharing uncontrolled opinions could expose the company to legal risks and unfairly impact their application.
How Should Employees Respond to Notifications?
Employees who receive LinkedIn applicant notifications should:
- Keep details about the applicant and application confidential per company data policies
- Provide objective, job-focused input on qualifications, not personal commentary
- Send constructive, professional feedback directly to the hiring team
- Decline to provide recommendations if they lack sufficient insights or only have biases
- Avoid internal gossip or speculation about the candidate and process
- Redirect colleagues’ questions about the applicant to the recruiting team
- Notify HR/recruiters if the notice causes substantial personal discomfort or conflict
Responses should align with company values around privacy, fairness, and objectivity. Employees should avoid problematic speech.
What Should Employees Avoid?
When responding to applicant notifications, employees should be careful not to:
- Disclose confidential details about candidates without permission
- Make exaggerated, dishonest, or purely subjective recommendations
- Spread rumors or damaging information through back-channel discussions
- Sabotage candidates they have personal vendettas against
- Involve other colleagues to validate grudges against the applicant
- Recommend against hiring purely due to personal dislike or envy
Immature, unethical, or unprofessional responses can damage work culture and expose the company legally.
| Do | Don’t |
|---|---|
| Provide objective, performance-focused feedback | Make exaggerated positive or negative claims |
| Keep applicant details secure and confidential | Spread rumors through workplace gossip |
| Be constructive, professional, and honest | Sabotage due to personal grudges |
| Focus on qualifications for the role | Speculate or make assumptions |
| Send input directly to recruiters | Damage applicant’s reputation |
| Decline input if insufficient knowledge | Violate privacy laws and company policies |
Conclusion
Notifying employees about LinkedIn applicants they know can provide valuable insights but also carries risks. Companies need formal notification policies that balance the benefits and mitigate the dangers through thoughtful, selective sharing. By framing notices professionally, focusing on job qualifications, and avoiding subjective opinions, organizations can leverage employee input while minimizing legal and cultural risks.
With careful precautions, targeted LinkedIn notifications allow recruiting teams to make more informed decisions based on a 360-degree view of applicants from internal colleagues. Handled appropriately and ethically, notifications can yield quality referrals without endangering privacy or workplace dynamics.
