I tend to feel LinkedIn (the topic of my second January post reflecting on Social Media) doesn’t really know what it is any more and is trying to be a bit of lots of other social media channels, but not necessarily very successfully.
The recent additions of prompted endorsements in my view has undermined the value of this aspect of the site. Yes, written recommendations can still be helpful, but I’m not sure anyone really places much store in them do they? Aren’t they just mates’ puffery?
Other automated ‘updates’ such as job anniversaries I find equally annoying. And most of the group discussions are pretty pointless – or maybe it is just the groups that I’ve joined (and often wish I hadn’t). I reckon most groups are largely dormant or are dominated by a few voices.
I also dislike how many people use LinkedIn in a ‘look at me’ manner which is mainly about self-publicity or promotion of their work, company or activities. Some people I see in group discussions make me laugh with their bragging, especially when they lack any self-recognition that their pomposity in writing about how successful they are is the antithesis of good public relations.
Other people seem to use groups as a lazy short-cut to original research. I don’t mind a good discussion around a topic that is of wider interest, or seeking recommendations for suppliers or such information. But too often I find people are looking for others to do their job for them. And, undoubtedly these types of posts recur frequently. Isn’t there an easy way of people finding previous threads rather than asking the same simplistic questions over and over?
And, I hear so many examples of recruitment companies relying on LinkedIn to find candidates without any knowledge of the competence or qualities of those they trawl up. Mind you, it is amusing to think of the recruiters and boasters finding each other in an ever repeating circuit.
However, LinkedIn does genuinely make accessible dozens of job vacancies and enables you to find – and check out – people for speaking and other employment opportunities. This is where I think LinkedIn does work well i.e. as a professional contact database – which is where it started. Locating and connecting with people you know (and don’t but perhaps could and should) is simple and effective. Yes, too many people still abuse the networking, but they can be ignored quite easily.
For individuals, it is a straightforward way to have an up to date online profile, with both a CV/resume and other useful information. It can be a helpful professional place to share useful information and enable effective online networking particularly with existing contacts. I do find it works in terms of getting faster responses than emails from busy people. For students and young PR practitioners, it can be a good way of establishing contacts especially using its ‘6-degrees of separation’ nature.
It is also easy for organisations to set up pages where basic information is often easier to find than on their own websites. A post at Forbes argues companies should encourage all employees to use LinkedIn rather than blocking access. The argument is that employee activity in LinkedIn increases visibility for a company. Actually, the point being made is that employees should be using LinkedIn as ‘brand ambassadors’ and generators of LinkedIn search juice.
Seeing employees as primarily ‘good news’ distributors is cynical and smacks of that terrible concept: internal marketing (which is not the same as employee engagement or internal communications). And, I can’t be alone in envisaging dozens of ‘cut and paste’ corporate posts by individual employees as a great way to annoy lots of people rather than engage them.
A similar questionable attitude is expressed by Dan Schwabel in another Forbes post. He is arguing that you should accept all requests to connect on the basis that this helps increase your Klout score and general profile. Again a quantity over quality focus.
Perhaps what I’m finding irritating about LinkedIn is common among other women as I note from Michal Clements post that women are not using LinkedIn as much or as regularly as men. She argues that this means women may be missing out on the career development and relationship building potential of engaging with LinkedIn. Recruiters using LinkedIn will be missing out on female talent if women are not using the channel as much as male counterparts.
Is it just me? Is LinkedIn operating mainly in a male way that doesn’t engage women? Is it really a useful professional network – and a valued recruitment channel? Does it offer real public relations benefits to organisations or is it another clogged up channel of puff and nonsense?