The way that companies recruit new talent is changing.  Companies are moving with the times.  Many use the search function on LinkedIn to scour networks for new talent to headhunt or just keep on a ‘watch list’.

What’s wrong with this?  Well, nothing actually.  However, the problem is where people land jobs via their social network – simply because of who they know.  The old adage ‘it’s not what you know but who you know that matters’ remains true.  But there is an argument that social recruiting may be encouraging an ‘old boys and girls club’ approach to recruitment.

It’s true that sites like LinkedIn provide a great forum for jobseekers to promote themselves, for networking with peers and for discussing industry issues. 

The line is crossed though where people recruiting for roles look to old friends and colleagues in their network first.  Does this mean that ‘digitally-aware’ people with extensive social networks are better at getting jobs?   And conversely, are people who don’t use social networks disadvantaged?  

It seems that, from a corporate perspective, ‘social recruiting’ should have clear guidelines.  LinkedIn is undoubtedly a great, low-cost way to reach potential talent, but companies must guard against recruiting candidates based on who they know.

The recruitment process will continue to change with the evolution of technology.  The job of HR though is to ensure objective assessment remains central.  This is essential to ensure companies get a candidate that is the right fit for the role and organisation.

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