Indonesia has potential for this new method of recruitment shown by 4 million LinkedIn users.

These often come from human resources or a recruitment department. If we comply with these updates, it could mean a single click of like or '€œplease check out my profile'€ comment on this particular update can secure you a job interview.

Two methods are now available to post vacancies. Is using the update feature still appropriate knowing that LinkedIn provides a jobs section? My take is: Yes, with conditions.

The jobs section runs accordingly by far, containing adequate information as requested by LinkedIn. The other one, posting vacancies using the update feature, seems to not. This method is tricky because update content is fully possessed by the account owner.

If we assess thoroughly, the core problem is communication, which relies on the content. The formula is simple: Insufficient information will trigger misunderstanding and a not well-informed action from the applicants; hence communication problems.

What employers want to achieve by using this method is to promote the vacancy and find the right candidates. Promotion is achievable as the update feature gives users a direct view in their timeline. But finding the right candidate is another story.

It will be very challenging because of the limited information provided; therefore candidates might not know they are the right fit.

To address that, employers can learn from headhunters who also use the update feature. They do not ask for comments and likes; instead, they provide details such as job title, descriptions, requirements and measures to apply.

The information is adequate, thus applicants will be well informed. It also cuts the hassle of reviewing based on likes and comments, which is not necessary.

This act reaches out to the external audience. A recruiting team can work closely with corporate communications to properly utilize LinkedIn as a recruitment channel and deliver better quality posts.

A guide for posting a vacancy is mandatory. At least, it must cover content flow, grammar, check list and, most importantly, who possesses the authority to post the vacancies on behalf of their company. Ideally, corporate communications reviews all content before it goes on the website.

Inappropriate LinkedIn updates from employers would somehow put a company'€™s reputation at risk because it indicates their standard in a recruitment process.

Applicants also need to educate themselves in encountering this new method of recruitment. Should they be interested in a vacancy posted, read it thoroughly, assess whether they meet the requisites and follow the advised next steps. To be noticed by employers, they can directly message or connect with the respective person instead of liking and commenting.

Having done that, the last crucial act is updating their profile regularly so the interested recruiters have sufficient information about them. This helps not only in applying for a job but also in strengthening their profile to attract headhunters.

Indonesia has potential for this new method of recruitment shown by 4 million LinkedIn users '€” a 40 percent increase since 2014. Unfortunately, this is not balanced by the mastery of using the social network effectively.

Engagement with local stakeholders to educate users on using this as a new recruitment tool is needed. To reach out to human resources, it can hand-in-hand collaborate with corporate communications to conduct product familiarization.

While applicants are a wider audience, a bilingual guide for applying for a job consisting of checklist, tips on how to reach out to an employer and stand out from other applicants would be very useful for them.

Above all, this phenomenon proves that the Internet and social networks have somehow changed the practice of recruitment. Education is imperative and communications is fundamental to anticipate the future development that will always continue in a recruitment practice.

The goal, however, will remain the same: to find the right candidate.
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The writer, who worked with a multinational consulting firm, is cofounder of start-up communications boutique Willant Davis.

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