4 ms·

It doesn’t work that way. Recruiters take your CV, remove identifiable information (to avoid company going directly after you), add 1-2 cover/intro pages and s

It doesn’t work that way. Recruiters take your CV, remove identifiable information (to avoid company going directly after you), add 1-2 cover/intro pages and send it to the company. No ones gonna PRINT PDF your LinkedIn page and send it to a company as an application. Also from company’s point of view, even if you were an applicant with a printed LinkedIn page as CV, it would add more questions than give any you brownie points. While you can learn about someone’s experience on LinkedIn, it is not a CV replacement in the world recruitment.

petesergeant 5y ago
> It doesn’t work that way I've worked as a recruiter for 7 years, and I have sent LinkedIn print-outs to clients several times. A strong candidate's a strong candidate. > Recruiters take your CV, remove identifiable information (to avoid company going directly after you), add 1-2 cover/intro pages and send it to the company. Recruiters have terms in place with their clients that mean the client would have to pay either way. The only time recruiters will anonymise CVs before submission are if they're using a CV to try and tempt a company who isn't a client yet -- which is illegal unless they've cleared it with the candidate first.
- HatchedLake721 5y ago
  In the UK with recruiters I worked with, anonymous candidates first, terms later. (this is for cold outreach)
jlokier 5y ago
I've had several recruiters take my LinkedIn profile as a basis, and send the company something based off that. All the best interviews in the last year were off my LinkedIn profile, and that's how I got my current role. I'm grateful to those recruiters - that was really helpful. One of them told me they have a team who will sort that out if there's good information in the LinkedIn profile already. It also helped with a mental block, because it is so hard to cut down decades of diverse experience into a couple of pages that somehow encapsulate it. A good recruiter knows what the company wants to see better than I do, and if something is genuinely part of my skills and experience that I wouldn't have thought to include, that's really helpful. I don't know why but I found things pretty difficult mentally last year. Those recruiters who were able to hook me up with a company with less ritual proved to be catalytic. If a cold-messaging recruiter asks me for a CV now, I apologise for not having an up to date one and tell them they are welcome to use my LinkedIn profile. If they continue needing a CV, the process stalls. I feel I should have something ready, but during times where I was seriously looking for a role, I ended up with my attention taken up with calls, interviews and offers from other companies before I got around to writing up a targeted CV, so ended up not writing one. Perhaps it's just luck but that's how it turned out the last couple of years. Similarly, companies that took "as little as a month!" to interview were eclipsed by those who took less than a week to make a good offer worth considering. Good recruiters have been catalytic in getting those offers quickly, as well as negotiating on my behalf (taking into account my input, not blindly). So I am grateful to the good ones. They are facilitators.

petesergeant 5y ago

> It doesn’t work that way I've worked as a recruiter for 7 years, and I have sent LinkedIn print-outs to clients several times. A strong candidate's a strong candidate. > Recruiters take your CV, remove identifiable information (to avoid company going directly after you), add 1-2 cover/intro pages and send it to the company. Recruiters have terms in place with their clients that mean the client would have to pay either way. The only time recruiters will anonymise CVs before submission are if they're using a CV to try and tempt a company who isn't a client yet -- which is illegal unless they've cleared it with the candidate first.

HatchedLake721 5y ago
In the UK with recruiters I worked with, anonymous candidates first, terms later. (this is for cold outreach)

jlokier 5y ago

I've had several recruiters take my LinkedIn profile as a basis, and send the company something based off that. All the best interviews in the last year were off my LinkedIn profile, and that's how I got my current role. I'm grateful to those recruiters - that was really helpful. One of them told me they have a team who will sort that out if there's good information in the LinkedIn profile already. It also helped with a mental block, because it is so hard to cut down decades of diverse experience into a couple of pages that somehow encapsulate it. A good recruiter knows what the company wants to see better than I do, and if something is genuinely part of my skills and experience that I wouldn't have thought to include, that's really helpful. I don't know why but I found things pretty difficult mentally last year. Those recruiters who were able to hook me up with a company with less ritual proved to be catalytic. If a cold-messaging recruiter asks me for a CV now, I apologise for not having an up to date one and tell them they are welcome to use my LinkedIn profile. If they continue needing a CV, the process stalls. I feel I should have something ready, but during times where I was seriously looking for a role, I ended up with my attention taken up with calls, interviews and offers from other companies before I got around to writing up a targeted CV, so ended up not writing one. Perhaps it's just luck but that's how it turned out the last couple of years. Similarly, companies that took "as little as a month!" to interview were eclipsed by those who took less than a week to make a good offer worth considering. Good recruiters have been catalytic in getting those offers quickly, as well as negotiating on my behalf (taking into account my input, not blindly). So I am grateful to the good ones. They are facilitators.