LinkedIn’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).
What’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…
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…
Paul 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…
With 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…
This 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…
By 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…
Maybe it’s spring cleaning. Virtually every major social network is changing its interface or functionality.
Twitter Becomes More Like Facebook keep reading…
Frankly 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…
Forward-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…
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…
Being 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 made a sort of history today. For the first time since going public three years ago the company’s stock price dropped even though LinkedIn beat Wall Street’s expectations for earnings and revenue, and, for good measure, announced it had acquired a fast-growing matching-based job board for not much cash.
Reporting its fourth-quarter financial performance after the markets closed this afternoon, LinkedIn said it earned 39 cents a share on revenue of $447.2 million. The company simultaneously announced it had acquired Bright.com, a two-year-old startup that matches jobs to seekers by scoring the latter on how well they fit the position.
The $120 million price will only require LinkedIn to come up with about $36 million in cash, a pittance for a company with $803 million in the bank. The balance will be in LinkedIn stock, which, after dropping more than 7 percent in after-hours trading, is now around $207 a share. keep reading…
InMails recruiters send from Recruiter to fellow group members who aren’t first-degree connections will be deducted from their allotted monthly InMail credits. keep reading…
LinkedIn came out with “Top 10 Overused LinkedIn Profile Buzzwords of 2013.”
As usual there has been a lot of attention given to this yearly list including articles giving advice on how not to use these words. I am sure speakers and trainers have already updated their slide decks.
So I wrote a blog post and sent it to Todd here at ERE with a bit of a rant about how I think job descriptions are to blame.
And how I wish LinkedIn would do the same thing with job descriptions.
Guess what? LinkedIn did, sort of.
Todd pointed me to The 10 Buzzwords Recruiters Overused in 2013 (scroll down here). It’s a look at Recruiter profiles and buzzwords.
And guess what … you ready for this? keep reading…
This post is sponsored by LinkedIn.
Yes, here’s another article on mobile recruiting. But before you glaze over, if you care one iota about candidate experience, you need to read on.
Among active job seekers, 72 percent say they have visited a company’s career site via a mobile device. The number dips a little for passive candidates, but is still significant at 62 percent. If you haven’t invested in optimizing your site for mobile, that’s a lot of broken candidate journeys.
LinkedIn introduces a new feature today that will be welcomed by businesses with multiple brands, locations, and product lines. Three years after launching company pages, LinkedIn has now made it possible to add multiple subsections to these pages.
Although LinkedIn has been inching in this direction for a while, today’s official launch of Showcase Pages gives companies the ability to create new pages for specific purposes, indexing them on the main company page and giving control over each Showcase Page to a different manager.
Until now, a company with multiple divisions or brands had to create a separate page for each. So a company like Yum had separate pages for its KFC, Taco Bell, and Pizza Hut brands (among others). Now, if it chooses, it can create a main company page on LinkedIn with subsections for each of its brands. keep reading…