Recruitmentand Selection refer to “the process of attracting and choosing candidates foremployment” (Business Dictionary, 2018). LinkedIn emphasises efficiency in its hiring process with few hours spentand less overall effort (Schifrin and Shaw, 2015).       The recruitment team focuses heavily on selecting candidates that do notsearch for a job and are fully employed elsewhere, (passive recruitment) and throughcandidates applications (55%).

Moreover, new hiring can come from employeereferrals (30%), as well as university recruitment (15%) (Schifrin and Shaw, 2015).       LinkedIn uses two methods of recruiting potential candidates. The first onefocuses on internal recruitment, selectingpeople within the company, employees that applied or not for an open position.This type of recruitment constitutes an advantage due to more knowledge of thecandidate’s strengths and weaknesses, as well as candidates motivationenhancement (Stone, 2014).

According to Stone (2014), a limitation of themethod includes the dissatisfaction of theemployees who applied for jobs and gotrejected. This could lead to a lack of motivation, as well as inbreedingcreativity, both having a bad impact onLinkedIn’s goals.        The second method focuses on externalrecruitment, where the pool of talent is bigger and new skills and know-how canbe introduced into the organisation (Stone, 2014). According to the vicepresident of the Global Talent Organisation, the brand focuses on selecting candidates that are early in thecareer, providing them with excellent training and development programs(Schifrin and Shaw, 2015). A disadvantage of this method can be the time neededfor the new employee to adjust and train in the organisation, and the additional difficulty of attracting newemployees.        The main drivers of the brand are the candidates that fit into its culture. A successful candidate must respect and adopt the company’s five core cultural tenets ( Transformation, Integrity, Collaboration,Humor and Results).

This is viewed as essential to a candidate’s success(Schifrin and Shaw, 2015). The selection process is complexwith different interviews often with different people from the team, campustours and team lunches to ensure the best matchbetween the organisation and employees. Furthermore, the interviewers alsoconsider the six core values (exhibit 1) available to the public to check ifthe candidates’ values line up with LinkedIn’sand if the candidates “did their homework” before applying and coming for an interview (Schifrin andShaw, 2015).        LinkedIn’s hiring process and its HR practicesline up with the business strategy, creating a pleasant environment for bothemployees in terms of opportunities, and the organisation in terms of bestpeople to fit into its culture.

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