In this article, we take a closer look at LinkedIn's recruitment principles, Browne's favourite interview questions, and the major hiring mistakes he has observed throughout his career. Many of these insights remain highly relevant for organisations seeking to attract, assess and hire senior executives in today's competitive talent market.

One of the first things Brendan Browne did when interviewing a candidate was to hand them a whiteboard marker and ask them to explain the topic they were most passionate about. Regardless of the candidate's seniority level, they were asked to describe the idea behind their chosen topic and explain the process. The question was designed to create an ambiguous situation and give room for interpretation, encouraging candidates to respond spontaneously. If a job applicant was passionate about brewing beer, for example, they would be asked to draw the brewing process and explain it in detail.

By asking this question, Browne aimed to understand four things: how candidates deal with ambiguity, what they are most passionate about, how effectively they communicate complex ideas, and how they structure their thinking.

This question may seem surprising, as most job applicants are used to pretending that they will never leave the job they are applying for. However, Browne recognised that the days of lifelong employment at a single company are largely over. Therefore, he included this discussion in the interview process to determine whether the candidate's answer was honest and transparent.

He explained that his role as head of recruitment was to build a trusting relationship with the candidate as quickly as possible and understand what they were really aiming to achieve in their professional development, and whether these goals aligned with LinkedIn's business strategy and company culture. Browne did not expect candidates to retire at LinkedIn, but instead encouraged an open and straightforward discussion, believing there should be no surprises about career aspirations after a person had been hired.

Browne identified the most common mistakes that managers make when they are looking to hire a new employee. These mistakes do not only apply to LinkedIn but are relevant to organisations across industries.

According to Browne, the job of a recruitment leader is to help hiring managers develop a better understanding of the available talent in the market. Hiring managers are often looking for a candidate who fulfils every trait of an imaginary person, which Browne refers to as a "purple squirrel."

He shared a story from his early days at LinkedIn when he was working with a senior manager scrambling to find a high-level data centre expert in the shortest possible time. His recruitment team was so focused on finding the perfect candidate that they were meeting on a daily basis to discuss the progress of the search. Browne and his recruiters searched through a wide talent pool to find IT experts who met all the criteria defined by the hiring manager. They finally identified only seven candidates worldwide who matched the job description.

Browne realised that the search criteria were too narrow and that it would be almost impossible to fill the position. The job of a recruiter is to work closely with the hiring manager, align expectations with the realities of the talent market, and focus on the competencies that are truly critical rather than pursuing an unrealistic "perfect candidate."

The second major recruitment mistake that Browne identified is that recruiters often contact candidates through cold calls or generic LinkedIn messages, trying to convince them to join their company through a standardised pitch.

LinkedIn conducted a study that examined the response rates to recruiter outreach on the platform. The findings suggested that candidates were significantly more likely to respond when a recruiting message included a personal recommendation from a mutual connection. A prospective hire is much more likely to agree to a follow-up interview if they feel that the recruiter has taken a genuine interest in their background and there is a personal connection.

Browne found that this approach led to more efficient interviews and a higher hiring success rate. As he noted in a Business Insider interview, personalised outreach remains one of the most effective ways to engage passive candidates.

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References

Browne, Brendan. Interviewed by Richard Feloni. LinkedIn's Head of Recruiting Explains Why the First Thing He Does in Every Job Interview Is Hand Over a Marker. Business Insider, January 2017. Read Source

Browne, Brendan. Interviewed by Richard Feloni. Why LinkedIn's Head of Recruiting Asks Every Job Candidate What They Want to Do After LinkedIn. Business Insider, January 2017. Read Source

Browne, Brendan. Interviewed by Richard Feloni. LinkedIn's Head of Recruiting Says There Are Two Major Hiring Mistakes He Sees All the Time. Business Insider, January 2017. Read Source

Weiner, Jeff. The Three Qualities of People I Most Enjoy Working With. LinkedIn Pulse, August 2014. Read Source