Facebook vs. LinkedIn: Which is better for business?

5 March 2008 at 6:30PM Leave a comment

Today’s issue of ComputerWorld asks the question:
Which is better for business,
Facebook or LinkedIn.

ComputerWorld (CW) looked at six different areas, comparing both tools for business networking.

LinkedIn Facebook

CW called it a tie, which IMHO shows their bias. Here’s my analysis, which is at least as unbiased as theirs:

Topic CW TCB
1. Look for a job without your boss knowing Tie LI
2. Find information about a job you’re interviewing for LI LI
3. Find a contract worker for a three-month Web project FB Tie
4. Solicit ideas and discussion from team members FB FB
5. Get feedback on a nasty IT problem from peers outside your company LI LI
6. Keep track of former associates Tie LI

A few notes:
1. Find job – Facebook’s lack of privacy and security are well known problems that CW didn’t even address. Plus, Facebook ties your search to Jobster, which is a huge negative in my book.
2. Find information – Facebook only allows users to research certain areas, and is known for editing profiles to remove vital information like titles.
6. Track associates – ComputerWorld seems to assume that all of us are college kids. Okay – I’m over 40, and can only find a few of my friends and associates on Facebook. However, I can find plenty of my friend’s children on Facebook!

I liked what Chad D. said in the comments:

As far as Facebook. It’s a “social” network. Why do people continue to try and make it anything but what it is? Do I really want my brand and professional reputation within arms length of teenagers poking, biting and tagging? Stop trying to force a round peg into a square hole. Let Facebook be what it is… a virtual playground.

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Entry filed under: Branding, LinkedIn. Tags: , , , , .

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My Core Ideas

1. "I can't tell you the best way to get a job - because there is no one best way. After 21 years of recruiting, I CAN share things I've seen candidates do to guarantee they DIDN'T get the job."

2. "Most companies don't realize how their recruiting process impacts their candidate pool, and their business. Attention to simple things will result in big improvements."

About the Author

Troy Bettinger, SPHR is a Denver Recruiter, Public Speaker, HR Metrics Analyst and Human Resources Leader who has been recruiting in corporate and municipal environments since 1991.

He specializes in the complete hiring process: defining, sourcing, recruiting, testing, interviewing, offering and orienting new hires. He's also well versed in strategic human resources, college recruiting, diversity recruiting, AAP, EEO, ATS integration, recruiting metrics, social media, recruiting leadership, training and employment branding.

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