LinkedIn rolls out two new killer applications for their users called as “Referral Engine” and “Jobs for you”.

LinkedIn recently announced the new launch of their new product offerings to the LinkedIn brand. Called as “Jobs for You” and “Referral Engine” by LinkedIn, the products were a super success right from its first day of implementations.

Being targeted exclusively for recruiters and employees, the products pre-populate the persons work experience and only displays relevant contextual jobs in his profile as a page called as Jobs you may be interested in offering jobs specifically targeted to end users.

The perception after customizing this page was tremendous. LinkedIn revealed the fact that after the application was installed, they saw lots of success with passive candidate’s clickthroughs applying as active job seekers. The success behind it was simple. They placed this offering in the home page of the employee’s profile.

LinkedIn’s “Jobs for You” directly helps companies, recruiters, individuals to directly share job openings. The advantage is that it uses the information directly from their LinkedIn profiles to target users with relevant job opportunities.

While LinkedIn’s concept of finding and delivering relevant job opportunities is not new. LinkedIn has taken professional networking to a new level. Their intention is to target active job seekers, who run specific job searches in their database.

They plan to capture the audience by a strategic method called as “Geotargetting”. Here individuals are targeted within a specific location.  With the data gathered by LinkedIn from individual profiles, the Jobs for you console will deliver the most relevant opportunities based on your LinkedIn profile information.

LinkedIn users will be able to opt out from these options if they don’t want to participate in it. But who wouldn’t want an occasional interesting career opportunity to be displayed to them. However from a recruiting perspective it takes targeting passive candidates into active ones to a whole new dimension.

Referral Engine

LinkedIn went a step ahead in terms of their new product and brand development by launching “Referral Engine”, slated to be in beta mode until 2011. But the buzz is that it’s going to be the killer app specifically for “employee referrals”.

The intention behind this is to assists companies in hiring top talent from their employee’s referrals by involving more employees in making potential referrals, and thereby helping them make more quality referral closures.

With Referral Engine, any company posting a new job through LinkedIn will now make automatic job suggestions to potential employees who can be a good fit for that job. This thereby helps employees to “pre-screen talent” in their own network to make quality referral suggestions.

To promote this service, LinkedIn has planned to launch “Referral Engine”, as a free service to its “Recruiter” customers. They opine that, the more jobs posted by the company, the better this service will work in a viral mode.

More Information about LinkedIn’s new product Lines can be read on its Talent Advantage website.

 

 

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Job Descriptions are not necessary for finding the right talent:-

Job descriptions are becoming more and more out-of-date nowadays. Companies insist that they use job description, mainly for people starting out in their careers, whereas for people with experience, job description is a kind of negative norm, which keeps them restricted to a particular process, which in turn hampers their productive output.

Recruiters tell us why job descriptions are becoming less important nowadays in many organizations.

  1. Job Descriptions just tells us of the responsibilities, they don’t brief us about the people involved and the nature of the job involved at all.
  2. They’re not trusted and sometimes illegal because if a few people who can do the work required without having all of the skills, experience, industry, and academic background are listed on the job description, then what is the use of challenges in an organization.
  3. Internal promotions, appraisals do not consider the job description into consideration. Rather they consider the leadership, potential, team skills, and a track record of delivering results on time of the candidate.
  4. Highly Skilled and lateral thinking employees leave out a job which has too many job descriptions given just in writing. They know from experience that a job never gives too much description about itself. It’s what they do that adds description and value to the job.
  5. Specific Job descriptions makes us become less “Out-of-the box” approachers towards a job as we are always bounded by the description of a job.
  6. Job descriptions make an employer and his workplace for an employee to be a non challenging workplace, as it is a regular work schedule for an employee with no experimentations or learning path graphs in his work.
  7. They decrease employee satisfaction and increase employee turnover. If you don’t tell people what they’ll be doing before they start on a new job, the likelihood the person will find the actual work involved exciting, appropriate, and satisfying is problematic. Clarifying expectations up front has been shown to be the primary driver of on-the-job performance and employee satisfaction.
  8. Of course, we all need some basic level of skills and experiences to handle the actual job requirements, but in most cases managers use the job descriptions as an alternative shortcuts to get the requisition approved, which has time and again proved disadvantageous as discussed above.

 

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New Features in LinkedIn Company Pages Adds Visual Excitement

LinkedIn has launched a Products and services tab, which is a new feature being launched by them for all companies. The Products and features tab enhances the layout flexibility of profiles. This makes the interaction more visual and encourages a broader use for the people in the company page.

Company profile on LinkedIn allows us to use the products and the services channel to highlight the kinds of projects and products that new hires will be working on. This thereby helps us to connect it to the project and the job opening posted in the company profile. This not only helps in giving a strong company presentation but also adds a higher visual excitement to the end user.

It’s even more critical that the message be as authentic and honest as possible, since LinkedIn members can post reviews and recommendations.

It’s a strategic move by LinkedIn, to show the companies in the best possible authentic manner as users can post reviews and recommendations in it. This helps in recruiting, marketing and sales a lot as it highlights a lot about the company’s technology, applications, services, product portfolio to the best possible extent.

This helps us in understanding, what it is the company is all about. Because when LinkedIn began allowing members to follow specific companies, close to one million companies are now being followed by more than 30 million users. Now with the launch of the rebranded Company Pages, LinkedIn intends to remain the dominant business-oriented online professional network in the planet.

LinkedIn beyond a doubt has established its identity as a career-focused site. Social media surveys, found that among college students 75 percent use LinkedIn predominantly for career purposes, whereas 76 percent use Facebook purely for social purposes.

 

 

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Job Board Recruiting vs. Social Media Recruiting

Social media recruiting is gaining a brisk momentum. It’s not just in one channel but in multiple channels as the technology is freely available for everyone to actively get involved.

It has become a norm nowadays, that recruiting via social channels like Facebook, LinkedIn and Twitter etc are picking up at an aggressive pace.

Companies are quickly coming around to it, as the candidates are already there and recruitment agencies are slowly implementing the fact that they need to be using the channel, apart from traditional job board search.

The question however, everybody has in mind is that, do job board companies really want social media recruiting to happen or is it becoming a threat they have to live with.There are some job board sites that have embraced social media big time and are genuinely using it effectively, this is for the reason that they have taken the time to understand the channels and how they are to be used for their benefits.

But, I believe that the majority still doesn’t understand it and pray that social media dies tomorrow or soon, which is not going to be the scenario.

There are two primary objectives of a job board – to get jobs placed on its board and candidates visiting the board to apply for the jobs. So why wouldn’t they embrace social media to help them? Why are so many still not doing anything social at all?

When it comes to objectives, Job boards has 2 main objectives, that’s either

  1. Get jobs placed on its board.
  2. Inducing Candidates visiting the Job board to apply for the jobs.

However, the fact remains that a good number of job board portals are out there blasting jobs on social media sites at random, thereby killing its effectiveness for job seekers. This not only damages their online brand reputation but also kills the job search interest levels among potential job seekers.

Job Boards are not active in ‘Candidate engagement’; hence they lose out on candidate retention, whereas social media recruiting is about candidate engagement and retention.

 

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How 2010 changed the scope of Recruiting

Recruiting space is becoming aggressive day by day. The changes are so dynamic that what was good yesterday may not be so today. Recruiters say that technological boom is the biggest contributor for this trend. Technology in recruiting has shaped up in different mediums like Social media recruiting, Online job search, Blogging, HR and even e- mail recruiting.

ATS (Applicant tracking system), is one such software which has streamlined the recruiting process even further. Mergers, Acquisitions and takeover segment in recruiting segment also saw some up new tidings and trends like

  • Monster Buying Out Yahoo Jobs
  • Kenexa Acquiring Salary.com
  • ATS being the new frontrunner for staffing solutions

Recruiting related domains although have changed hands, but when you add in the major job seeker, HR, and salary transactions, you can see that something’s are still the same. This seems to be a trend beyond coincidence as we have precise insight into the causes.

But the real reasons why the Internet Recruiting has changed so much is that is

  1. The jobs and economy experienced dramatic shifts prior to 2010. This along with increasing usage of Internet changed the monetization equations and metrics around job search and online recruiting.
  2. Easy, immediate distribution of content in the online segment leveled the playing field. When every individual is a publisher, the brand becomes more important which makes it easy to establish a big brand.
  3. Professional networking, job referrals had been an important source of job placement, However Social media drove that process online, thereby creating new opportunities and expectations for the future of online job search.
  4. Mobiles and consumer devices furthered the penetration of the Internet as the primary vehicle for job search thereby making online job search even more important and thereby changing the scope of recruiting and made Internet Recruiting a reality.

 

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Why performance of HR departments should be evaluated

It seems that no one can deny the importance of effective HR management.  Sure, there are some business managers who still think and work on the assumption that the supreme value for their company is money, investments, equipment and production facilities etc.

However the recent economic downturn has proved that companies which possessed the best human resources managed to survive, and even managed to conquer new potential markets in the form of attracting new customers, thus making us re-think on the fact that “Business is run by people, no matter how efficient and smart the IT solutions are”.

For this tactical reason, it is important for every organization to measure performance of its human resource department.  The problem is that HR or the personnel department does not earn money unlike other departments, and to the contrary it spends financial resources in order to hire, educate and retain the best of professionals in a strategic business area.

Human Resource departments believe in human resource investment, which has time and again proved to be one of the most effective long-term investment tools.

However not many HR departments can be effective in this and can be more of a bane than a boon for many companies. The reason being they misuse the company money for cheap and unproductive training programme.

Hence it makes us consider many factors to take into account when working with personnel. Thereby using a balanced scorecard system, it is possible for the management to evaluate the human resource performance and thereby align the HR goals with the strategic goals of the company, its mission and values.

Evaluation of HR performance is a must for any companies as it in turn contributes to improvement in effective “two- way communication” and proper feedback system, the system of education, training and coaching.

Proper HR policy even improves the organizational climate and employee satisfaction. Use of a balanced scorecard for HR performance is recommended for heads of human resource departments and top managers of big companies who want to optimize work of their enterprises and firms.

 

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5 simple steps to create an Effective Online Resume

A resume is a very important tool highlighting your achievements, strengths and core areas of work in a detailed format. However not many people are so confident when it comes to creation of an Online resume, and are left fumbling for details.

Hence, we created a small write-up on how to effectively create an online resume databank. This will not only help in gaining maximum visibility, but also gets a higher stance of getting noticed by recruiters in job portals and professional networking sites.

Few Steps to effectively create an online resume to gain maximum visibility are

  1. Selection of the platform: – Personal branding on the Web is about the Pull factor. The challenge lies when you pull them into your network, which you’ve built through forum participation, feedbacks and social networking. Platforms range from forums, blogs, websites, and social networking sites to the simple e-mail.
  2. Create a positioning statement: – After selecting your platforms, try creating a positioning statement in your online resume. This not only helps in showcasing your unique personality to potential employers. It helps in engaging the recruiter as it is a unique way of branding yourself, which is what recruiters would prefer.
  3. Enhance your resume with Goodies: – Multimedia goodies, this is the one of the advantages of an online resume creation. This increases the ability to enhance your online presence with recruiters, and allows your potential employers to see you in a more complete manner. Thereby allowing recruiters to connect to your resume, thereby making your profile more appealing. Video or audio testimonials from previous clients and coworkers are a very innovative idea that can be included, which can be linked to your YouTube channel or a Flickr page which support you activities when representing yourself to recruiters.
  4. Integrate your resume with Leading Social Networks: – Now that your resume has started to take shape try linking your resume with your favorite social network profiles. Make sure you keep the resume fresh, professional and constantly updated.
  5. Start Promoting Your New Resume: – Now that you’re online resume is created, start aggressively promoting it in multiple channels and modes like adding it to your paper resume, business cards, email signatures, social networks etc. The possibilities are endless. It’s about how smartly you brand yourself.

 

 

 

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