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FB@Work, Facebook’s New Business Service, Being Tested

by Nov 17, 2014, 7:23 pm ET

facebookFacebook is testing a new professional service specifically intended to be used in the workplace.

The company has so far been mum about “Facebook at Work.” However, the Financial Times, which disclosed the secret project, said it is designed as a collaboration tool, allowing users to share documents, communicate with colleagues, and build networks of professional contacts. Because it will enable users to keep their social network completely separate from their professional one, the new service is being considered a competitor to LinkedIn and to services from Google and Microsoft. keep reading…

LinkedIn Revenue Up; Company Says Rate Increase Coming

by Oct 30, 2014, 6:31 pm ET

Job board rev q3 2014The LinkedIn revenue juggernaut rolled on over the summer, growing by 45 percent, with recruitment accounting for the largest share of the $568 million the company brought in from July through the end of September.

Reporting its third quarter financial results after the U.S. markets closed this afternoon, LinkedIn said it earned 52 cents a share after excluding stock-based compensation. The consensus of Wall Street analysts was the adjusted earnings would be 39 cents a share. LinkedIn also beat its $557.49 million revenue forecast.

Taking into account the cost of the shares it gives employees as part of their compensation, LinkedIn lost $4.3 million, almost a million more than it reported in the third quarter 2013. keep reading…

American Sourcers Rate Low for Search Skills

by Oct 29, 2014, 5:52 am ET

Average response rate for Li Talent global surveyDespite inventing the job of sourcer, professionals in the U.S. are less technically skilled at it than their counterparts in the rest of the world.

They are more reliant on paid LinkedIn accounts and InMail introductions than are sourcers elsewhere, yet they are ahead in using Google+, Twitter, and especially Facebook, which is used by an average of 46 percent of American sourcers versus a global average of 37 percent.

And, regardless of region, sourcers who pick up the phone to reach candidates have a far better response rate than other contact methods.

At first glance, these findings from the Global Sourcing Survey produced by Alexander Mann and Social Talent would seem to suggest American sourcers are second rate. The wording of the report’s summary of sourcing in the Americas in part does conclude, “It would appear that all American sourcers have become too reliant on InMails and too few are properly leveraging other social channels.” keep reading…

Out in the Real World, a Lot of Jobs Just Aren’t That Amazing

by Oct 23, 2014, 12:39 am ET

Screen Shot 2014-10-22 at 11.30.07 AMIt’s difficult to attend an HR and recruiting centered conference and not find yourself sitting among a choir while one of our industry’s messiahs preaches to a crowd of smiling faces nodding in agreement to the sermon.

I’m not even saying it’s a bad thing. Sometimes it can be therapeutic. Lately it seems our spiritual advisors in talent have learned a new hymn, or perhaps they’ve simply remixed an old one and it just sounds cooler because there are more and more voices chiming in.

The tune is the one about finding and recruiting people who have found their passion. It’s in the key of C, since C is for “calling” and we want to hire only the best people who have found their calling. A lot of people are singing it. The melody is beautiful and I suggest giving it a listen if you’ve never heard it. You’ll be changed, if only briefly. keep reading…

LinkedIn Terms Update: Your Content Is Yours (and Please Don’t Spam)

by Oct 22, 2014, 6:55 am ET

LinkedinLogoTransparentFor most recruiters, LinkedIn’s updated user agreement that goes into effect Thursday doesn’t change much. Recruiter customers will still be able to search for candidates, download profiles, send InMails, and generally source as they have before.

The biggest change is that LinkedIn says you own the content you post on the site. That, and the simplicity and clarity of the wording of the updated terms of service, have earned LinkedIn kudos with one writer calling the changes “monumental for the industry.” More about that later. keep reading…

LinkedIn Working on New Tool Showing Size of Talent Pool

by Oct 21, 2014, 1:26 pm ET

Screen Shot 2014-10-21 at 10.12.36 AMLinkedIn’s annual conference — in addition to its high-end audio/video production and its steady supply of food, entertainment, coffee, and miscellaneous other beverages — is known for an annual product launch or two (see the second paragraph from last year’s event).

This year, LinkedIn announced it’s working on two new tools, both being piloted by some customers now and set for release in 2015. keep reading…

LinkedIn Pays; HiringSolved Plays

by Aug 8, 2014, 5:36 am ET

HiringSolved explosionWhat’s better than a hosted networking party at a recruiting conference? How about 20 pounds of Tannerite and a small arsenal of weapons, including a semi-automatic AR-15?

I’m practically giddy with appreciation for LinkedIn’s Davy and Goliath battle with startup HiringSolved. Not familiar with it? Here’s the short version: HiringSolved scraped; LinkedIn sued; HiringSolved surrendered. Now, as part of the settlement, the talent profiling aggregator has to destroy the data it collected from LI. keep reading…

Reaching the 2nd Layer of Your Company’s Social Network

by Jun 24, 2014, 12:58 am ET

Social network mapping has been a popular buzzword with talent acquisition professionals for the last few years, but acquiring a solid understanding of how to build and use a map of our social networks is still well beyond our grasp. Most recruiters’ experience with social network mapping begins and ends with the LinkedIn Maps tool. While this is an excellent place to start, there are several limitations to the tool:

  • You can only see your first level connections
  • It’s difficult to navigate and sort through 1,000 to 10,000 dots and lines
  • Depending on your connections your map could take 30 minutes to load
  • You are just examining people that you’re connected to and not growing your network

Here’s a screenshot of my InMap … it looks like the most intense game of connect the dots on the planet. keep reading…

LinkedIn Says It Has Work to Do on Diversity

by Jun 12, 2014, 6:45 pm ET

You saw Google’s diversity figures.

Now it’s LinkedIn’s turn. keep reading…

5 Tips to Help Increase Your InMail Response Rates

by Jun 3, 2014, 12:32 am ET

Screen Shot 2014-05-13 at 9.16.21 AMPaul DeBettignies recently published an ERE.net post titled, “Informal Survey: 1 In 10 IT Recruiting Inquiries Do Not Suck,” which generated several comments about increasing InMail response rates. Todd recommended everyone read this post, but a few recruiters said the tips it provides are “basic.” So I asked Todd if I could share five tips — some new, some oldies but goodies — my team and some of our customers use to increase InMail response rates. Here you go: keep reading…

LinkedIn Says It Will Start Aggregating U.S. Job Listings

by May 29, 2014, 8:31 am ET

LinkedinLogoTransparentWith the announcement this morning that it would begin to aggregate jobs from U.S. employers, LinkedIn took a big step to building its Economic Graph, and realizing its plan to provide all the world’s open jobs to all the world’s workers.

Beginning June 2, LinkedIn will offer hundreds of thousands of jobs aggregated from the career sites and ATS’s of U.S. employers who don’t prohibit it. These listings will supplement a nearly similar number of listings employers pay for, but they’ll be made available only to LinkedIn members who actively search for them.

Called “Limited Listings,” these aggregated jobs will be cleaned of an employer’s paid listings to avoid duplication. The differentiation between this new program and LinkedIn’s paid Job Slots and Job Posts is based on active and passive seekers. The paid program places job posts before suitable (matching) candidates and delivers job suggestions to specific types of candidates based on their profiles and employer criteria. keep reading…

Predictions for the Future of Digital Talent Acquisition: Social Media (Part 2 of 3)

by May 21, 2014, 12:06 am ET

Screen Shot 2014-05-06 at 5.12.46 AMThis is the second part of a three-part series on the future of digital talent acquisition. In part one, I looked at content. Content will be the watchword of the next few years and there are some very specific ways talent acquisition professionals can ride that wave. But content is a spark waiting for gasoline in the shape of social media.

It has only been a few years since social media escaped the dorms and became the communication and financial powerhouse we see today. To some extent, we’ve seen social media complete its maturation process to compete with TV and display ads. No longer is social media a means for people to talk to each other that happens to have ads on it. Now, it is a medium for ads that happens to allow you to connect with friends.

If you don’t believe it, take a look at your Facebook feed. If you stripped out updates for games like Farmville and Candy Crush, updates from brands, links to other websites and videos, and updates from other social media channels like Instagram, Pinterest and Spotify, what’s left? Not much. Not much at all.

But that doesn’t mean social media is dead. It means that it is changing and evolving. Maturation of the content channel coincides with a maturation of the business model: many of the feed updates are paid for. It used to be if you were a fan of Coke or Bucky Badger, their updates would show up on your feed because you are a fan. Now, only about 1 percent of all brand updates organically (read: free) make it onto peoples’ feeds. Everything else gets paid for.

So look at your Facebook feed again. Think about how many of those updates were paid for and what they cost. Think about how much time and effort goes into all those Upworthy, BuzzFeed, and Huffington Post “articles” that flood your feed. Think about the amount of actual conversation that is taking place on your Facebook feed and you’ll agree: Facebook has changed a great deal in just the last four years. This means that in the near term, any Facebook campaigns you’re considering will be more expensive just to maintain the same reach. This means that in the long term, maybe Facebook isn’t a social media platform as much as it’s an ad platform. This should change your thinking of if and how to use it. keep reading…

Job Board Financials: A Mixed Bag Even for LinkedIn

by May 1, 2014, 6:01 pm ET

2014 Q1 Recruitment advertisingBy any measure, the first quarter was a mixed bag for the employment advertising business. The three public companies — Monster, Dice, and LinkedIn — all reported numbers that in some way didn’t hit what Wall Street investors were expecting or wanted.

CareerBuilder, privately held by a group of publishing companies lead by Gannett, its biggest shareholder, said it had North American revenue of $167 million, barely a 1 percent increase from Q1 last year. It provides no other numbers.

LinkedIn Keeps Growing

Last among the companies to report was LinkedIn, which this afternoon said it earned 38 cents a share (not including one-time expenses) versus the 34 cents analysts were expecting. Overall revenue grew by 46 percent to $473.2 million, with recruiting revenue powering the growth. The company took in $275.9 million in recruitment income, an almost 50 percent increase over the same quarter last year. Wall Street forecast the company would bring in $466.57 million. keep reading…

Are You Ready for the Changes Coming to Social Media?

by Apr 16, 2014, 5:17 am ET

Screen Shot 2014-04-13 at 6.16.22 PMMaybe it’s spring cleaning. Virtually every major social network is changing its interface or functionality.

Twitter Becomes More Like Facebook keep reading…

Informal Survey: 1 In 10 IT Recruiting Inquiries Do Not Suck

by Apr 15, 2014, 12:39 am ET

MinneBar 9Frankly I could have written this anytime the past two years, but I was hoping that as more of our industry talks about best practices in using social media and best ways to promote “employer brands” or “recruiter brands,” that things would get better.

I was wrong.

Really, really wrong. keep reading…

LinkedIn’s Job Suggestions Will Show Jobs at Your Own Company

by Apr 10, 2014, 3:47 pm ET

Internal_JYMBI_ModuleWhat’s now an old standby — the “jobs you may be interested in” on LinkedIn — is getting a tweak.

Companies with 100 or more job slots can now do what LinkedIn’s calling “Internal Job Recommendations.” keep reading…

Big Ideas for Recruiting Leaders — What if Davos Covered Recruiting?

by Mar 10, 2014, 5:58 am ET

world economic forumForward-looking executives seeking truly big ideas understand the value of the Davos World Economic Forum, where only thought leaders and the most senior executives at top global firms are invited to attend. If there were to be a Davos-type “big-idea session” covering strategic recruiting, this article covers the big idea topics that I would propose for the agenda.

The hectic world of day-to-day recruiting is often dominated by having to solve tactical functional problems like cutting cost per hire or identifying the correct recruiter req load. However if you are a recruiting leader who wants to make quantum improvements of more than 25 percent in your results, step back and focus exclusively on a few big ideas. Big ideas by definition are potentially high-impact strategic actions that are barely emerging, that are extremely difficult to implement, and that may become essential as the business or recruiting environment evolves and changes. Also because they require a dramatic change in thinking, almost all big ideas are instantly rejected by shortsighted individuals in recruiting.

The Top 15 Future-focused Big Ideas for Recruiting Leaders to Contemplate keep reading…

Opportunity Knocking: Super-Passive Candidates on the Decline

by Mar 5, 2014, 10:26 am ET

We recently completed our largest survey to date on job seeking (more than 18,000 professionals in 26 countries) to shed light on the workforce’s attitude toward job satisfaction, new opportunities, and career evaluation. We discovered that while 75 percent of professionals identify themselves as passive candidates, only 15 percent are “super passives,” or folks who are happily employed and unwilling to consider changing jobs. That’s down 25 percent from 2012.

Why the decline? One of the reasons is that social/professional networks and other online resources have increased transparency — giving professionals and recruiters immediate access to jobs and prospects. But other forces are at play as well: some economies are improving, causing companies to open reqs and gainfully employed professionals to weigh their options.

Regardless of the causes, super-passive candidates declining means opportunity is knocking for recruiters like you and me. Here are the most important things my team has done and is doing to capitalize on the growing pool of what I like to call “approachable candidates”: keep reading…

Never Underestimate the Power Of Social Media

by Mar 4, 2014, 5:56 am ET

Not Kelly BlazekBeing Kelly Blazek has got to be so hard these days. When other Kelly Blazeks have to change their LinkedIn profiles to say they aren’t that Kelly Blazek, you just know things must be nasty for the Kelly who is that Kelly.

The Kelly who is that Kelly and the self-proclaimed “House Mother” of the Cleveland Job Bank became the target of international scorn after her nasty response to a 26-year-old marketing communications hopeful went viral. Besides denying Diana Mekota access to the popular local job bank, Blazek fired off a drippingly sarcastic email calling her “a total stranger who has nothing to offer me.” keep reading…

LinkedIn Was In China, But Now It’s in Chinese

by Feb 27, 2014, 10:59 am ET

Screen Shot 2014-02-27 at 7.44.04 AMLinkedIn has about four million members in China already. But with the company saying the Chinese market “represents roughly one in five of the world’s knowledge workers,” it is now offering a LinkedIn beta in Chinese and not just English.

More news and new recruiting tech companies: keep reading…