- the distribution of the job information throughout a wide network of relevant passive candidates was very fast indeed - 24-48 hours

- as with all job advertisements regardless of medium or channel, the number one driver of response is the quality, attractiveness and relevance of the job and employer brand.

-Linked In adds another very important dimension to this mix: the quality, information and credibility of the hiring manager or recruiter. This has very wide implications for the length and quality of the recruitment process, and for the productivity of recruiters using LinkedIn. All the candidates who applied reviewed my profile before applying.

- Using the ‘who has viewed my profile’ tool, I was able to determine a number of relevant candidates who did not apply but who had clearly seen the ad and my profile.

- Rejecting candidates for the job was a very onerous process that required personal emails and reasons for rejection, given that the ‘rejectees’ were in my network and were closely associated with colleagues, contacts and so on. ie the quality of the recruitment process has a direct impact on the future utility of LinkedIn as a recruitment tool for me personally.

- My suspicion is that the quality of response in LinkedIn will vary substantially between those using it as a hiring manager (ie the boss of the potential employee) and a recruiter. In this sense, LinkedIn may represent more of a long-term threat to recruiters rather than an asset.

- Individuals appear to be using LinkedIn for contact management primarily. The more the recruitment industry engages with LinkedIn, the more contact people will receive from headhunters. This may drive disengagement from LinkedIn from higher calibre candidates ultimately.