Most Indonesian companies use LinkedIn to find workers. They look at profiles. They read recommendations. Then they hire people.
This method has problems. LinkedIn profiles show only the good parts. They hide the bad parts. Companies end up hiring the wrong people.
LinkedIn Shows Half the Story
People write their own LinkedIn profiles. They talk about their wins. They skip their failures. This makes profiles look better than reality.
A marketing person might write about one successful campaign. They won’t mention the three campaigns that failed. A programmer might claim they know Python. But, nobody knows if they are really experienced in those domains or not.
LinkedIn doesn’t check if the information is true. Even companies don’t verify education or job history. People can say whatever they want and get jobs with good hikes.
What LinkedIn Misses
LinkedIn profiles miss important work habits. Some people work hard every day. Others only work hard on big projects. LinkedIn doesn’t show what type someone is.
Some people work well with teams, while others cause problems. Some people handle stress well, while others panic under pressure. You can’t tell from a LinkedIn profile.
Some people learn new skills quickly. Others struggle with change. This matters for long-term success. You can find the right people for your company with proper screening during interviews.
Indonesian Work Culture
Indonesian offices have specific rules and customs. LinkedIn doesn’t show if someone understands these.
Respect for bosses matters in Indonesian companies. Some people know how to talk to managers properly. Others don’t understand hierarchy.
Indonesia has many different cultures. Good workers can work with people from all backgrounds. LinkedIn connections don’t prove this ability.
Building relationships drives business in Indonesia. Some people are naturally good at this. Others struggle with clients and partners.
Technical Skills Problems
LinkedIn skill lists create big problems for tech jobs.
Anyone can endorse someone’s skills on LinkedIn. Your college friend can say you’re good at programming. They might know nothing about programming.
Technology changes fast. Someone might claim they know digital marketing. But their knowledge might be three years old. Social media in Indonesia has changed a lot since then.
Anybody can get information about the tools being used in different industries, but knowing a tool and being able to use it like a pro are two different things. Someone might have taken a course on data analysis. But they can’t solve real business problems with data.
Management Issues
Hiring managers through LinkedIn is especially risky.
Management style affects whole teams. Some managers trust their workers. Others control everything. LinkedIn doesn’t show what type someone is.
Good managers make decisions when needed. Bad managers delay everything or rush without thinking. You need to test this, not just read about it.
Managers must handle difficult conversations. They fire bad workers. They solve fights between team members. These skills don’t show up on LinkedIn.
Fake Recommendations
LinkedIn recommendations often lie or mislead.
Friends write good reviews for each other. These aren’t based on real work experience. They’re just favors.
People only show their best recommendations. They hide negative feedback from other jobs.
Some recommendations come from people who barely worked with the candidate. A two-week project partner might write a review like they worked together for years.
Better Ways to Hire
You need multiple ways to check candidates.
Interview properly: Ask about specific situations, like what you did when a project failed, and how you handled a difficult coworker, etc. Get real examples, not general answers.
Test their skills: Give them actual work to do. Make programmers write code. Make marketers create a campaign plan. Watch how they work, not just what they produce.
Call their old bosses: Don’t just use the references they give you. Find their previous managers. Ask direct questions about their work quality and problems.
Check if they fit your culture: Watch how they talk to different people during interviews. Do they show proper respect? Can they work with your team?
Use trial periods: Even after hiring, set clear goals for the first few months. Check their progress regularly. This catches problems early.
How to Do This
Start with LinkedIn to find candidates. But don’t stop there. Use interviews, skill tests, reference calls, and culture checks together. This finds better workers and avoids bad hires.
Companies that check candidates properly build stronger teams. They avoid the problems that come from trusting LinkedIn profiles too much.
LinkedIn is useful for finding people. But it’s terrible for judging if they can actually do the job.
