What to Look for in a Senior Candidate’s Linkedin Profile
- May 28, 2014
- Hiring Advisor, Senior Candidate Searches, Accounting And Finance Jobs, Executive Recruitment DC, Finding Senior Candidates With Linkedin, Recruiter Washington DC, Recruiters Washington DC, Using Linkedin To Find Senior Candidates
If you’re about to launch a staffing search for a senior level auditor, accountant or financial pro, there’s nothing wrong with starting in the realm of social media; Just make sure you leverage this resource wisely and don’t make false steps that could send your process down the wrong path. Keep these considerations in mind as you narrow the pool and begin actively pursuing candidates with long and impressive career histories.
1. Start with the broadest possible keyword search.
This rule applies to almost any position search at any level, from VP candidates to summer interns. Choose a simple set of keywords using the position title, the industry (accounting, finance, etc), and the geographic region or metropolitan area where the job will be located. This will help your recruiting staff collect a short list of potential applicants who can self-select once they receive an in-mail invitation to apply and a copy of the job post.
2. Examine profiles after the resume review stage.
After you’ve narrowed a stack of submissions down to a manageable size, review the Linkedin profiles of your top contenders before extending interview invitations. Look for positive signs like these:
- A long list of articulate, concrete, and detailed testimonials
- A high ratio of recommendations to total contacts. (50 recommendations will be more meaningful if the candidate has a 50 person contact list, and less meaningful if the person has a contact list of 500.)
- Career history details that complement and fill out the details of the candidate’s resume
- A specific focus that aligns with your company’s needs over the next three to five years
3. Develop an approach strategy based on passive or active pursuit.
Do you prefer to focus on candidates who are actively looking for new positions? Or would you like to approach those who are content with their current employers? Keep in mind that both strategies come with advantages and disadvantages. Passive candidates may be in high demand, but they tend to be unmotivated job seekers and may have high standards regarding salary and working conditions. Active candidates may come with fewer demands, but you’ll need to find out why they’re unhappy with their employers (or not currently working).
For more information on how to leverage Linkedin and other social media resources during your staffing search, reach out to the DC financial staffing pros at Cordia.