LinkedIn a Valuable Tool for Staffing Firms






With LinkedIn shares soaring, there’s been discussion on the web about the possibility of LinkedIn taking the place of recruiters and staffing firms.  After, all, LinkedIn is an index of sorts for employees’ professional profiles.

However, to consider LinkedIn a replacement for recruiters is, as one commenter put it, like saying a toolbox can replace your mechanic.
Technology is constantly changing, and just as the emergence of job boards couldn’t replace the people needed to assess fit and act as an agent for both parties, neither can LinkedIn, ZoomInfo, or any non-human technologies to follow.
LinkedIn makes finding people easier, but who calls to solicit interest?  What about passive job seekers – often the most desirable performers – who don’t make it known they are searching, but have to be sought out?
LinkedIn, Facebook, Twitter, and other online mediums are all tools for recruiters.  They make matching the right workers with the right clients and the right job descriptions speedier and more accurate.  The staffing firms and HR departments who leverage these online technologies are contributing to a Culture of Speed, which is key to helping businesses – our clients – succeed.
At the end of the day, nothing can replace the face-to-face networking and relationships built on trust the very best staffing firms create with job seekers and employers. We know you, and we know who will be a good fit. Not even eHarmony can claim success rates like ours.

About TRC Staffing Services, Inc.

2 Responses to “LinkedIn a Valuable Tool for Staffing Firms”

  1. As a recruiter I agree; tools like Linked-In are invaluable, but can’t replace human judgment (yet). Tools like CareerBuilder, Monster and Linked-In have created great tools to assess the job seeker…but no one has provided a tool to assess the job; the REAL job description, the real preferences of the hiring manager, the company culture, the ways the job and company will, or will not, satisfy the aspirations of the employee. It’s a cliché but there is no more important decision companies make than whom to hire and we are a long way from automating that process. There is also a case to be made that internal company managers are not even the best human beings to make the hiring decision. Many managers are either inexperienced in hiring or too emotionally subjective about their hiring needs. In these situations an experienced outside recruiter with a vested interest in the health of the company may provide the very best decision-making in the hiring process.

  2. Awesome points, Keith. We’ll add that while many managers are quite capable of recruiting, they don’t have the time to become experts. That’s the value HR and staffing experts can add. Thanks for your contribution.

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