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You can’t assess  a  whole person  from a  LinkedIn profile  alone.  You  only  see  what  people  want  you  to see. LinkedIn  is  a  great  tool  to  identify  potential  talent. In fact, LinkedIn is so powerful, leadership candidates  now hire  consultants  to  create  content  for their  LinkedIn profiles.

As  the  first step for considering  candidates, LinkedIn  is useful.  You can sort out  the  candidates  who  might  be  a match  from  those  who  simply  would  not qualify. Just  like a  resume,  LinkedIn  profiles  are  promotional  marketing pieces  used  by  candidates  to  stand out,  focusing  on career  highlights.

Profiles are not a list of accomplishments, results, failures  and  lessons  learned.  You  can’t  assess  a whole person from a LinkedIn profile alone. You only see what people want you to see. While there may be truth to what is written, it needs to be investigated and verified when you meet in person,  through reference checks, .and background verification.

Going the next step in your recruiting process is typically a phone interview. This step gives you some indication of capacity, energy, and how the candidate communicates and thinks. Yet, phone interviews are still only a partial assessment.

Checking references is also an important part of the decision  making  process.  References are  often excellent for  validating  information  from  other  sources.

An in-person interview ( or Video Interviews, now in the face of COVID)  allows  you the  ability  to  assess mannerisms. It allows you to learn how the candidate communicates, how they think, solve problems and work within a team. During an interview you will be able to assess energy level, judgment and some leadership capabilities. It is still important to try and meet in person as, not only to formally  interview  and  evaluate  them, but to also assess fit and chemistry with the team.  You want to have a feel for who they are as a person. You need to meet candidates more than once and in different circumstances  to  be  able  to  assess  them  fully.

 

Items to investigate in the interview:
  • Timelines: Did the candidate perform well at their previous position?
  • What  challenges  did  the  business  overcome?
  • What  specific  contributions did the candidate make?
  • Investigate the details  of  what  the  person  actually  did  with  whom  and  what resulted?
  • How does this person specifically  motivate and lead?
  • What  accomplishments  are  they  most  proud  of?
Strong  recruiters  also  develop  relationships  with  great leadership  performers,  much  like  following  top athletes on professional sports teams. We  follow strong performing companies and their key players. Furthermore, recruiters spend  most  of  their  time  vetting  and  calibrating  talent. This  is  part  of  the  value  a  seasoned  recruiter  brings to  you  and  your  company.

 

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