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.

 

How to make sure that you retend the best talent for your company and simultaneously ensure Company expectations

Every candidate will be having his own choices, before joining any organization. The key lies in forming the right association between the culture of the company and the frequency of the candidate. If frequency is lacking in either side, it can lead to employee disengagement from the work what e is doing. Human resource departments should take a strong stance to ensure that employee and organizational productivity go hand in hand. This can only be ensured when candidate is known of the expectations; the company has towards him, which makes him clear on his career path.

Retention of a talented employee is a herculean challenge, and many companies are insisting on Open-door communicational policies and flat organizational cultures, with lesser hierarchical levels. This ensures in bringing about a uniform consistency in the individual.

Human resource personnel’s have now taken several initiatives to promote employee branding, talent management, learning phase execution which in turn is helping the employee to deliver a lot in terms of his qualitative output.

Hr personnel’s have now started using several training and motivational seminars, which helps to enhance in

  • Building and leveraging an employee’s talent.
  • Easy Information and communicational exchange between employees and the management.
  • Using technology as a partner to engage and get the best prospective employee through Social networking channels and to gain a positive insight from the people.

Hiring Process- Make sure that your hiring metrics are above excellence

Hiring forms an integral part of every organization. But what organizations miss upon the subtle point is that of the quality and the excellence of the candidate. Hiring Metrics depends from vertical to vertical, but the point that should not be missed upon is the quality of hiring’s happening. I consider a few given metrics of mine very effective for hiring and staffing the best candidate, irrespective of any given vertical.

  1. Determine your hiring process and make due changes: – Hiring processes and people involvement differ from company to company. But make sure that hiring activities are spruced to the best level possible by implementing benchmarks. This can help you in positioning your hiring standpoints to the optimum.
  2. Break the recruiting activities into multiple levels: – Start by breaking or sub grouping the recruiting and staffing activities into multiple levels. This helps you to figure and channelize on things, which are working and which are not. This helps to allocate your budget correctly on multiple candidate sourcing channels.Staffing activities done online, job portal selection will work for some stances, whereas telephonic recruiting might work for some. Take due care that budget allocation always means higher ROI for the company.
  3. Candidate Hiring Accuracy= Hiring accuracy of a candidate can be determined after he joins the job and starts performing on it. This helps us to gauge his knowledge levels and output productivity levels. This not only helps us in predicting the output of a person but also in the hiring decision undertaken by the company.

Recruiting via Social Media Channels and Job Portals

Very recently, I happened to attend a recruiter’s conference in Nashville, and it was truly a great experience. I interacted with recruiters who gave me an insight on how we can use social media and niche job board portals for recruiting a candidate. They opine that it helps them in gauzing the candidate’s level of online activity.

I however, had a few observations of my own to make after the conference was over:-

  1. Social Media Curtailance by the company is futile: Companies instead of curtailing social media activities of the employees should insist on modulating a communication policy that covers all forms of employee communication in the organization as social media activity differs from organization to organization.
  2. Desktops are out and Mobiles are in: – People nowadays are constantly on the touch, wherever they go via mobile. Being an entirely new untapped channel, Service providers, job portals, recruiters should take due care that their applications can be accessed from the touch of a phone by the person.
  3. Stagnant Job portals will eventually fade away: – Job portals are in a unique position, as they can keep on their market expansion constantly. However the challenge lies for these sites, as they have to constantly keep on integrating social media activities into their website for a higher word of mouth in the social media recruitment market.
  4. Blogging is fine, make sure you ensure your authenticity and uniqueness: – Many people, organizations like blogging actively, however the challenge lies for them to maintain a neutral stance with the demography, they are operating from. Many organizations, people blog to brand their product/service/themselves to ensure a higher retention space. The core intention behind blogging is people recognize us for what we write and for how we write.

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