LinkedIn is becoming even more of a recruiter/hiring manager’s best friend with the introduction of these three new/updated tools according to an article in the December 2015/January 2016 issue of HR Magazine:
LinkedIn Referrals: Released in November of 2015, this tool identifies participating employees’ first-degree LinkedIn connections who match the criteria for open jobs at the employees’ companies. Those who sign up will be able to see which of their connections are good matches for jobs on the company’s LinkedIn Referrals page. They can also send out job posts and share them through status updates. Cost to organizations: $10 to $12 per worker annually.
LinkedIn Recruiter: The next version of this tool will be available Spring 2016 and will be a free upgrade for current users. This tool has a user interface that is designed to help anyone find candidates using an existing employee’s profile, to create and modify search strings, and to sift through talent pools to differentiate talent using a variety of customized subsets. The tool will also show the terms it used to build the search string and allow users to modify the search.
Spotlights: Talent pools can be further subdivided using Spotlights, which will take members who already fit the search string results and break them down into various subsets, including people who have engaged with the company brand on LinkedIn and candidates who have previously applied for jobs at the company.
Let’s look at a couple implications these tools offer for candidates.
First, such advanced LinkedIn features further elevate it as one of the top recruiting tools for hiring managers and recruiters, putting more distance from Facebook, Twitter, and other social media. If you’re not on LinkedIn, well…
Second, by understanding how these advanced features can be used by paid LinkedIn subscribers, candidates can outline a strategy that places their expertise in ways that increase the odds of ending up on a recruiter or hiring manager’s short list for open positions (positively engaging with the company brand, for example, may be one additional filter your candidacy passes through to be considered further).
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Former Fortune 500 hiring manager Donn LeVie Jr. is the author of Strategic Career Engagement (September 2015), and the book that reset the rules for successful job and career strategies: Confessions of a Hiring Manager Rev. 2.0 (June 2012, Winner of the 2012 Global eBook Award and Winner of the 2012 International Book Award for Jobs/Careers). He leads career strategy seminars at conferences, business/trade schools, colleges and universities, and U.S. military veterans organizations.
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