I received my first LinkedIn invitation sometime in late 2007. At the time, I remember thinking, "What exactly is this going to do?"
I accepted it anyway. We all know how that story evolved. A handful of early connections grew into thousands over the years, and LinkedIn has become one of the most important tools for networking, recruitment, and professional visibility.
Like many platforms, LinkedIn has evolved significantly. What started as a simple networking site now offers a range of premium features for both recruiters and candidates. As a recruiter, I invest thousands of dollars each year in LinkedIn tools that allow me to proactively identify and connect with qualified professionals who may not even be looking for a new opportunity. Candidates also have more ways than ever to reach recruiters, including premium features that allow them to send direct messages even if they are not connected.
And that got me thinking.
Networking has always been at the heart of recruitment. In many ways, it is the foundation of my business. Gerard Search has been built by proactively reaching out, building relationships over many years, and connecting with people long before there is ever a job to discuss.
That is exactly why I believe in networking.
When we approach potential candidates, we suggest a conversation before they decide whether to apply. Candidates should absolutely ask questions, learn about the organization, understand the opportunity, and decide whether it is the right fit.
For me, the distinction is what happens once a formal hiring process begins.
When application instructions are clearly outlined, I believe it is important that candidates respect them. Applying through the prescribed process ensures everyone starts from the same place and is evaluated consistently. Once an application has been submitted, I believe the focus should shift to respecting the established hiring process, regardless of whether someone has LinkedIn Premium, a personal introduction, or another way to reach the recruiter.
That same responsibility applies to recruiters. We have an obligation to remain objective, treat every candidate consistently, and ensure that networking complements the hiring process rather than influences it.
LinkedIn has undoubtedly made it easier for recruiters and candidates to connect, and I believe that is largely a good thing. It has expanded access, created opportunities, and strengthened professional communities.
But with greater access comes greater responsibility. As recruiters, we need to remain objective and consistent. As candidates, we need to trust and respect the process once it begins. Networking and hiring are not the same thing.
Networking opens conversations. The hiring process should determine outcomes.