DONG finds candidates on LinkedIn
Oprettet den: Friday, 9. December 2016 - 13:30 / caf
LinkedIn is one of the preferred recruitment channels at DONG Energy. Jobs are posted here as well as on their website and various job portals. The manager looking to hire a new employee and the recruiters also post available positions in their own network.
“It is the best place for proactively finding candidates for our positions. This is where you look – and that is why LinkedIn is our preferred social medium for recruiting,” says HR Director Hanne Blume from DONG Energy.
Facebook is also used for more broad target groups, office trainees and graduates. LinkedIn has been used strategically for the past five to six years.
Searching for specific types
DONG Energy sees LinkedIn as the best social medium for actively searching out specific types of employees.
“We can search for different professional qualifications and competencies, look into specific industries even search out suitable candidate profiles. Also, we look into various networks that a relevant profile could be a member of,” Hanne Blume points out.
LinkedIn is also the best choice for doing background checks of candidates, who have applied for positions – or if somebody in the network has a relevant name for the position – and later more detailed references will be added on.
What are they passionate about?
DONG Energy also looks for personal qualifications – and the candidates’ ability to create relations. For instance, are they connected to former colleagues? Likewise, the interest for a specific topic or area can be looked into. What groups is the candidate a member of?
Furthermore, Hanne Blume looks at the flow in the CV. What has the candidate done before? Which education? Which results has the candidate created? What has been the contribution of the candidate on former and present work place?
“It is about finding out which competencies and experiences the candidate has. On LinkedIn, it can be hard getting out the personality. But I look for passion, independence, attitude and personality. Are they passionate about something? Are they ambitious and able to co-operate?” says Hanne Blume and continues:
“I want to see a joy of working and the ability to create something. That they want to be a part of the team. We cannot use good engineers who sit in the corner alone and are good.”
Personality needs to shine through
Is the candidate part of groups inside energy, such as wind, oil or gas, then is shows a genuine interest in that specific professional field?
“Sometimes, I can see candidate’s passion for something by looking at his or her membership of the right groups and networks. Some people also write about their more personal competencies on their profiles so it clearly shines through, who they are,” says Hanne Blume, who also looks is the CV to see if the candidate has changed jobs often, if they have changed industry or if they have dedicated their entire career to the oil and gas industry.
Use a professional picture
LinkedIn is a medium for professionals and career-minded individuals.
“So my advice is to have a professional picture on your profile. Not saying that a picture of a person doing sports would disqualify him or her, but I expect to see a professional look,” says Hanne Blume, comparing it to the way you would come to the reception with your résumé back in the old days. Typically, you would dress for the occasion and not dress in shorts and runner’s gear.”
Are connections important?
DONG Energy does not look at the number of connections you have on LinkedIn, but they do look at the relevance of your connections.
“I look for indicators showing that the candidate can network and create relations. If you have 100 or 500 connections is not important. It just needs to reflect an ability to be part of a team – both professionally and outside work. So being part of the local football club also counts for something, because it shows that the candidate can create relationships,” says Hanne Blume.
LinkedIn has opened doors
It is clear for DONG Energy that LinkedIn is being used more and more, and in that way the database gets better and better for companies looking to recruit.
”It might be that there are some super good project engineers who love their job and do not have the need to be seen by other companies. They already have the right job. But most people want to show that they are in the market,” says Hanne Blume.
LinkedIn has made it possible to search more widely for candidates in comparison to back when you posted a job add in a national newspaper, and the company had to take the candidates who came.
“Today, when we post a position, we can get up to 300 candidates. That is why we ourselves contact people on LinkedIn. There is a real fight for talent, and in specific areas it is hard finding the right specialists. Sometimes we need to look abroad, so yes, LinkedIn has opened up new doors for us,” says Hanne Blume.
Furthermore, experience shows that it is expensive using search agencies and in many cases DONG Energy’s own employees are able to do an effective screening because they know exactly which competencies they are looking for. They can hot the bull’s eye with LinkedIn!
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