While employers, colleagues and contacts in professional network endorse a candidate’s skills on his profile with a single click, how can employers authenticate the recommendations and make sure they are reliable and trustworthy endorsements?
While recruiters are increasingly putting to use these professional recommendations on LinkedIn, but not as per the average job seeker might probably imagine.
These recommendations are sometime redundant as jobseekers can request their professional contacts and friends to endorse them for their skills and also return their favour.
Sometimes LinkedIn users also get recommendations and endorsements from people they actually do not know. Considering the pile up of endorsements and recommendations on a candidate’s profile, can be quite confusing and misleading for a recruitment manager.
So how do you filter out the authentic recommendations from the clutter? When certain recommendations are highlighted time and again by employers and colleagues from diverse facets of business, it simply means the candidate’s skills in those specific areas can be trusted. On the contrary, general recommendations which do not assure you of the candidate’s skills do not prove to be true and trustworthy.
Steve Lowisz, CEO of Qualigence International finds the LinkedIn endorsements feature can prove to be completely useless and lack validity. Sometimes the recommendation provided might itself be not reliable, since the hiring manager can easily identify if the reference has been vetted by a candidate.
See: List of Do’s and Don’ts on a LinkedIn Profile to make it More Recruiter Friendly
If you doubt the references provided by a candidate differs from those stated on LinkedIn, then hiring managers can cross-verify to check authenticity by easily calling the reference to gather additional information before hiring the prospect.
Contacting references is a great way to verify facts since the one who is giving recommendation has many valuable insights to divulge about the potential candidate to the HR manager.
Are the value of recommendations and endorsements on LinkedIn useless? No. While some of these recommendations may sound generic in nature, it is best interest of the recruiter to personally cross-check for facts and conduct thorough background screening before recruiting a potential hire. Recruiters should use their knowledge and sound sense of judgement to distinguish between the real and lies.
These endorsements on LinkedIn should be used by recruiters as a starting point to identify the candidate’s unique selling skills and experiences. It also helps them to check if a candidate is actually good at doing the job, what others claim she is good at doing. Furthermore, data points can be used to verify for no contradictions, between the resume, interview and references.
LinkedIn features can also be used to assess the candidate’s personal brand image and if the candidate leverages them with high integrity. However, endorsements for a particular skill should not be taken with absolute seriousness, without probing into detail on their expertise levels.
Consider all details and data with a pinch of salt, for these are the starting points to help you identify the most suitable candidate for a perfect job role based on competency, skills, qualification, experience and of course, nonetheless positive recommendations.
Also read: Should Job Seeker and Recruiter Connect with Each Other on Social Media?
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