Recruitment
and Selection refer to “the process of attracting and choosing candidates for
employment” (Business Dictionary, 2018). LinkedIn emphasises efficiency in its hiring process with few hours spent
and less overall effort (Schifrin and Shaw, 2015).

       The recruitment team focuses heavily on selecting candidates that do not
search for a job and are fully employed elsewhere, (passive recruitment) and through
candidates applications (55%). Moreover, new hiring can come from employee
referrals (30%), as well as university recruitment (15%) (Schifrin and Shaw, 2015).

       LinkedIn uses two methods of recruiting potential candidates. The first one
focuses on internal recruitment, selecting
people within the company, employees that applied or not for an open position.
This type of recruitment constitutes an advantage due to more knowledge of the
candidate’s strengths and weaknesses, as well as candidates motivation
enhancement (Stone, 2014). According to Stone (2014), a limitation of the
method includes the dissatisfaction of the
employees who applied for jobs and got
rejected. This could lead to a lack of motivation, as well as inbreeding
creativity, both having a bad impact on
LinkedIn’s goals.

       The second method focuses on external
recruitment, where the pool of talent is bigger and new skills and know-how can
be introduced into the organisation (Stone, 2014). According to the vice
president of the Global Talent Organisation, the brand focuses on selecting candidates that are early in the
career, providing them with excellent training and development programs
(Schifrin and Shaw, 2015). A disadvantage of this method can be the time needed
for the new employee to adjust and train in the organisation, and the additional difficulty of attracting new
employees.

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       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 complex
with different interviews often with different people from the team, campus
tours and team lunches to ensure the best match
between the organisation and employees. Furthermore, the interviewers also
consider the six core values (exhibit 1) available to the public to check if
the candidates’ values line up with LinkedIn’s
and if the candidates “did their homework” before applying and coming for an interview (Schifrin and
Shaw, 2015).

        LinkedIn’s hiring process and its HR practices
line up with the business strategy, creating a pleasant environment for both
employees in terms of opportunities, and the organisation in terms of best
people to fit into its culture. 

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