Not long ago, we met a company from the US who was visiting Shanghai. They need a service technician and had lined up a guy to interview, but they felt uncomfortable.
They want our help, so sent over the resume of this guy who they found on LinkedIn.
We were stunned to see they had brought him to Shanghai to interview. We are not ones to judge just by resume, but we highly doubt this guy would have gotten any distance with us or even been picked up. He is no longer in consideration while they would have likely made him an offer.
How do companies get into these puzzles? It is true that you can find candidates anywhere in the world.
You can arrange interviews and make offers. We can get you an engineer in Rwanda in a few days even though we have no business there. LinkedIn and other services have made finding people worldwide feasible. However, the ability to know what is in the market in a different region of the world is one problem. These Americans brought this guy in and LinkedIn got them there. Indeed, to not know China at all and bring in this guy, not bad.
However, that is a long way from getting the right guy for the right price and in a proper model for the country you are interested in.
Now the reason they talked to me showed their wisdom. They felt a little uncomfortable as anyone should in this case. They sensed they could do better with help.
LinkedIn for Hiring – What about Trust?
The key question for them is getting a person they trust as they are an ocean away. That is our speciality.
Filtering candidates is one of two real high needs in getting the right people, It is so much more than getting a pool of people and filtering by resume data. If you give me 5 food service companies who want a logistics manager, the search for each will be remarkably custom. The possibility to get a very good match now exists in more than just location and college degree. We need to know you well and also know what is possible for you at what price in any context.
The key to excellent recruiting is drawing in people who are not active in the market. This is a high skill. The best workers are hard to draw in. You cannot often get these people by sending a LinkedIn message.
LinkedIn is a huge asset to us. We work it every day and can fill all its gaps, so we do not want to say LinkedIn is not valuable. We just think you need to have more than some resumes in a geography and then interview and hire. Hiring Talent is more important to your success than that.
Anything to add?