Since its launch in 2003, LinkedIn has progressively increased in its number of users until last month, according to the social media monitoring website Social Bakers, to 251 million profiles, of which it is estimated that 65% are permanently active.
This has made it the preferred social network for professionals to be in contact with colleagues, bosses, former bosses and mentors. However, its real potential, and often unused, is based on the possibility of recruiting the best available talent when looking to fill a vacancy in organizations.
The explosive emergence and accelerated growth of social networks completely changed the way we develop our personal relationships, of course the professional field also did not escape this situation and for this reason the departments of human talent of organizations must be updated and trained to use productively the possibilities of web 2.0 that among many other benefits allows the selection of qualified personnel.
The proper use of these tools is essential to avoid letting out the thousands of talents available on the network that another company could find first, thus losing the option to improve competitiveness, productivity and even innovation.
To carry out an effective labor recruitment process through LinkedIn, the following recommendations should be taken into account: