Old-school recruiter’s guide: The pros and cons of using LinkedIn’s AI to find talent
For SMEs competing with larger organisations for talent, LinkedIn AI could help level the playing field. But proceed with caution.
After 20 years in recruitment, I was sceptical about LinkedIn’s AI tools launch last month. But here’s the truth after some testing — used strategically, they’re a game-changer for Australian small businesses trying to hire efficiently with limited resources.
According to LinkedIn’s The Future of Recruiting 2024 report, 62% of recruiting professionals express optimism about AI’s impact on recruitment. For SMEs competing with larger organisations for talent, this technology could help level the playing field.
What LinkedIn AI actually does well
Even sceptical recruiters like myself have come to appreciate LinkedIn AI’s clear strengths:
It excels at creating initial drafts of job descriptions, saving hours of writing time — critical for time-poor small business owners wearing multiple hats.
When finding candidates who match specific technical requirements, the AI rapidly scans thousands of profiles that would take days to review manually.
It’s also remarkably good at keeping your talent pool organised and handling those routine “thanks for applying” messages that often slip through the cracks when you’re busy running a business.
Where it falls short (and why it matters)
But here’s where it falls short – and these limitations matter for SMEs who pride themselves on culture and relationships:
AI simply cannot grasp the nuances of your company’s unique culture, which is often the deciding factor in successful small business hires.
It struggles to identify those diamonds in the rough – candidates who might not tick every box but bring valuable transferable skills from different industries.
In construction and engineering especially, where relationships and practical experience often matter more than a perfect resume match, AI misses crucial human elements.
The business case for SMEs
What makes this particularly compelling for smaller businesses is the math.
When you can screen hundreds of candidates in the time it previously took to review dozens, you’re dramatically increasing your chances of finding exceptional talent. This efficiency means smaller recruitment teams can deliver results that previously required much larger teams.
The cost savings are significant
Instead of needing multiple recruiters to handle volume hiring, a lean team armed with AI tools can manage the same workload.
This creates a powerful opportunity: either reinvest those savings into offering more competitive salaries to attract top talent or expand your team by hiring additional revenue-generating roles.
This is how smaller businesses compete with larger corporations with larger budgets. While they may not match the recruiting budgets of major companies, they can match their reach and screening capabilities.
Your 15-minute setup guide
Here’s how to make LinkedIn AI work for your business in just 15 minutes:
1. Start with what already works: Your best employees. Take your top performers’ profiles and use them as templates. The AI will suggest similar candidates, but here’s the crucial part: don’t let it box you in. Some of your most valuable team members probably didn’t look perfect on paper when you hired them.
According to LinkedIn’s data, focusing on skills rather than traditional criteria can increase talent pools by up to 10x. Use this feature as a starting point, not a strict filter.
2. Smart automation is your next step: Let the AI handle initial candidate screening and essential update messages, but be strategic about when to step in personally. The moment you spot a promising candidate, that’s your cue to take over. Add personal insights to your communications.
Remember, candidates can distinguish between an AI-generated message and a genuine human connection.
3. Don’t be afraid to start small: Test one feature at a time, measure the results, and adjust your approach. For time-poor SME owners juggling multiple priorities, this gradual approach often works better than diving in headfirst.
Shifting your focus
I’ve spent two decades in recruitment, watching technology reshape our industry. Here’s what that experience has taught me: tools like LinkedIn AI aren’t replacing human judgment – they’re freeing us to focus on what truly matters.
This is a genuine advantage for Australian SMEs, as they compete with larger corporations for talent. While the AI handles time-consuming tasks like initial candidate screening and basic communications, you can focus on making meaningful connections with promising candidates.
Think of AI as your recruitment assistant, not your replacement. Let it find candidates faster and handle administrative tasks, but trust your experience when making final decisions.
The best hires often come down to instinct – that sense that someone will fit perfectly into your team, even if their profile isn’t a perfect match on paper.
Never miss a story: sign up to SmartCompany’s free daily newsletter and find our best stories on LinkedIn.
