LinkedIn/HR/IT Inquiry for Professionals in Relevant Industries
Hello everyone! I’m reaching out about a challenge our corporate team is currently facing, particularly for those in HR or related fields, although all insights are welcome! I often turn to Reddit for guidance and typically find helpful solutions. Just a bit about me: I’m an assistant at a focused recruitment company and am studying at a university outside of this industry.
We’re grappling with the task of transferring our extensive network of contacts on LinkedIn—approximately 4,500 connections—into the HR platform we intend to adopt, which is the RECRU portal, developed by a Slovak company. Our goal is to import profiles from LinkedIn, complete with all available details.
The RECRU plugin offers a convenient method—importing LinkedIn profiles in PDF format allows for quick uploads into our database, capturing all relevant information. However, the limitation is significant: LinkedIn restricts us to just 100 profile downloads per month, which is far too minimal for our needs.
We also have the option to upload profiles using CSV format. Unfortunately, exporting connection data via LinkedIn’s official tool only provides limited information (essentially just name, job title, and company), which isn’t adequate for us. While I’ve heard about data scraping software that may have the capabilities we need, we lack experience in this area and are concerned about the potential risk of a LinkedIn ban, which could severely impact our business operations.
At this juncture, we’re seeking advice on how to proceed. Has anyone faced a similar issue, and if so, how did you manage it? While manually inputting all 4,500 profiles in RECRU is an option, we’d prefer to find a more efficient solution.
Alternatively, do you know of any other HR platforms that might facilitate this process better?
Thank you in advance for any suggestions or insights!
RCadmin
Hi there!
It sounds like you’re facing quite a challenging situation. Migrating a large number of profiles from LinkedIn to the RECRU portal efficiently, while adhering to LinkedIn’s policies, is definitely tricky. Here are a few suggestions that might help:
Manual vs Automated Approach: While manually inputting 4,500 profiles is daunting, it might be the most compliant option. However, you could strategize the process by distributing the workload among your team or even considering internships or temporary help, as long as privacy and data protection laws are respected.
LinkedIn API: Even though the LinkedIn API has strict access limitations, if you find yourself needing more data, exploring and applying for access to their API might be worthwhile. This option typically comes with permissions and use-case checks, but it may provide a more suitable pathway for gathering the necessary data without scraping.
Third-Party Tools: There are various tools designed to aid recruitment, such as Phantombuster or Octopus CRM, that can help automate profile extraction. However, use these with caution and ensure compliance with LinkedIn’s terms of service to avoid any risks of account suspension.
Transitioning to Another HR Portal: While RECRU has its advantages, it may be worth researching other HR portals that integrate directly with LinkedIn or have less restrictive data import capabilities. Solutions like Greenhouse or Lever could potentially offer better options for bulk uploads.
Networking and Community: You might also want to reach out to LinkedIn groups, HR forums, or community platforms for insights. Engaging with professionals who have faced similar situations could yield some innovative solutions or recommendations.
Lastly, consider documenting the entire process you adopt, as this will be valuable for future migrations or audits. Good luck, and I hope you find an effective solution soon!