From Telegram to LinkedIn. My 18th Recruitment Journey. - NAJINTERNATIONAL Executive Search | Recruitments | HR Advisory

From Telegram to LinkedIn. My 18th Recruitment Journey.

From Telegram to LinkedIn. My 18th Recruitment Journey.

From Telegram to LinkedIn: My Sentimental Recruitment Journey. Can you imagine recruitment without LinkedIn?

Today marks 18 years of using LinkedIn. Eighteen years with you on board. This time has been full of inspiring individuals, interesting projects, and countless clicks on “accept invitation.” Who would have thought that this professional relationship would outlast most of my plants at home? “From Telegram to LinkedIn.

When congratulations from LinkedIn arrived in the morning, I initially accepted the message automatically. However, as I was about to delete it, my memories and reflections from those years suddenly flooded back.

I pondered how much this place has changed.

As I have been involved in recruitment for nearly 30 years, my reflections mostly revolve around this aspect. I may not write anything groundbreaking, but we all know how much has happened in the recruitment market over the years.From Telegram to LinkedIn.

Even before the LinkedIn era, my initial recruitments took place in a very analog manner:

    • Mainly through advertisements in Gazeta Wyborcza (Job supplement),
    • The only contact with candidates was via landline or telegram requesting contact (I still remember the number 905 to this day).

I could write a lot about those times, but for now, I’ll stop in 2006 when I joined LinkedIn. My memories evoke an image of this platform, which then seemed like an exclusive club for the business elite, promising new opportunities for international networking. My presence on LinkedIn was a deliberate intention aimed at easier access to new contacts, and since I was involved in acquiring high-profile experts, this new place seemed like an ideal recruitment channel.

After a few weeks of logging into their pages and looking around, the initial impression was one of silence, calm, and stagnation. Candidate profiles were without photos, anonymous, or with very limited personal data. This indicated a significant distance and cautiousness in disclosing personal information, even though no one had heard of GDPR at that time. However, privacy and discretion were crucial because the early users were mainly high-profile candidates holding prestigious positions. Although LinkedIn was a numerically modest platform with low candidate activity, there were still hopes associated with its further development.

However, we had to wait much longer for that moment.

Just when the stagnation period on LinkedIn seemed at its peak, and it appeared that nothing significant would happen, an unexpected “boom” occurred, transforming it into one of the most dynamic recruitment tools. Today, it can boldly be stated that, for some, it is an indispensable source for acquiring potential candidates.

Today, this platform is not only a place to search for jobs and employees but also a dynamic space for building business relationships, sharing knowledge, and achievements.

I have the impression that it’s no longer acceptable “not to be on LinkedIn” if you want to make a mark in the professional space. We work on our profiles, not only on their appearance but also on content and appropriate activity. This applies to both candidates and employer profiles.

How has LinkedIn influenced recruitment processes during this time?

Since the appearance of the LinkedIn portal in 2003, recruitment has undergone revolutionary changes:

    • This platform allowed professionals to build their personal brand, significantly influencing recruitment processes.
    • Thanks to LinkedIn, employers and recruiters now have access to a global pool of talents, increasing the efficiency of the recruitment process and speeding up the identification of suitable candidates.

LinkedIn has set a new standard in terms of:

  1. Searching for employees, enabling employers to identify specialists with specific skills and experience.
  2. Additionally, the platform allows candidates to actively participate in industry discussions and build relationships with potential employers even before the formal recruitment process.
  3. Thanks to features such as recommendations, publishing professional content, and thematic groups, LinkedIn enables candidates and employers to take a more holistic approach to assessing competencies and organizational culture.
  4. This tool also supports career development by providing educational resources and industry information.

The introduction of LinkedIn has also changed how companies present their job offers, allowing them to build attractive employer profiles and effectively reach candidates. Thus, this platform played a crucial role in shaping modern recruitment strategies, increasing efficiency while enabling better alignment of candidates with job requirements.

However, does this platform replace all previous recruitment methods?

Definitely NO.

It is important to remember that, although LinkedIn is undoubtedly a valuable tool in the recruitment process, there are many other equally important means of acquiring talent. Diversity in platforms and recruitment methods is crucial for effectively reaching different groups of candidates. Relying solely on one tool can limit access to potential talents who may prefer other online environments or more traditional job search methods.

However, success in recruitment is not only about proficiency in online tools. Diversity of methods and a holistic approach are crucial for effectively reaching different candidate groups. Therefore, maintaining diverse recruitment strategies is essential to avoid overlooking any potential talent.

Therefore, it is essential for employers to maintain diverse recruitment strategies tailored to the specifics of their industry and target group.

Today, when the job market is more dynamic and competitive than ever, the importance of effective recruitment is growing. Not everyone has the time or the right skills to effectively search LinkedIn for suitable candidates, and it is even more challenging to establish effective communication and build relationships with them.

This is where professionals come to the rescue.

By using the services of an experienced recruiter, you can gain not only access to a broad network of contacts and market knowledge but, above all, save time and increase the chances of finding the right candidate who best fits the needs and organizational culture of future employers.

Such collaboration opens doors for Employers to a unique talent pool and provides support in building strong, lasting relationships with potential candidates. In today’s world, where speed and precision in making recruitment decisions are crucial, the added value from professional support is invaluable.

After 18 years on LinkedIn, I am still learning and adapting to the evolving recruitment industry. This platform has enabled me, along with many other recruiters, to achieve even better results by maximizing the chances of finding the perfect candidate. It serves as a reminder of the ongoing need for learning and adaptation in the dynamic field of HR. Agata Kostrubiec Senior Project Manager

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