Are you ignoring your LinkedIn Summary Section!!!

89% Recruiters have not shared Jobs / Openings in their Summary section!!! 

This is what came out of a study done on 200 Recruiters LinkedIn Profile. Read more about the study right here: http://goo.gl/AfJHfj

So enough of promoting my previous Blog :) Let’s talk about this new blog. You might ask why is it important to have jobs being shared on Summary Section!! Right? So here are some of the points that might help you and also encourage you to work on your LinkedIn Summary Section:

– Well, we as recruiters are always on the hunt to tap talent.

– We should not forget that candidates do visit our LinkedIn Profile post your call.

– Your LinkedIn Summary is as good as your bio. With the limited attention span that we have, Summary works well to know all about you.

These points are the exact same reason why you should start working on your profile. Summary is an amazing place where you can showcase your personality. It’s a great place to highlight your work, achievements and experience. In short, it is Your Unique Selling Proposition”

Summary

So are recruiters you have this opportunity to showcase all of the above points mentioned. But also one thing that we normally end up missing – Jobs, Openings, Requirements!!! Well, I know some of them do make use of LinkedIn Publishing Platform to post jobs. (LinkedIn Publishing Platform is not for Posting Jobs? Is it?) So let’s move on again and come back to the topic :)

How can you use your summary section to promote relevant jobs!!!

– Summary section is a great place to highlight the open positions that you are working on.

– Its helps candidates to right away know which positions are open.

–  If they are interested, they can directly send across the resume. (Mention your mail ID)

– Showcase what skills you are hiring, so that it can also help candidates to share it with their friends who are working on similar skills.

Make use of 2000 characters limit. Don’t just copy paste jobs, make it interesting, creative and attractive.

– You can’t use Ctrl-B nor can you use colors on the Summary section, but you can make the most by adding images, video, document, presentations

So what are you waiting for? Go ahead and work on your summary section. For those who are not comfortable sharing open positions / jobs in the summary section can surely use it to share their overall experience, achievements etc.  Looking forward to your views on this topic.

Regards

Rambling Recruiter

India’s 1st and Biggest Sourcing Conference – #Tascon15

Sourcing Conference!!! You read it right. I started as a sourcer way back in 2005. Today if you ask me what’s my passion, I would still say “Sourcing” Yes I’m Proud to be a “Sourcer” | Are you!!!! I still recollect when I was Interviewed from my 2nd Job, the role was of an End to End Recruiter. I had been sourcing for 5 years, as it was tough for me to give an interview for a position of a Recruiter. But I did proudly say that I’m a Sourcer, I can source quality resumes and will pick up recruitment. Have seen many say during interviews that they are recruiters, even tough they are working as a Sourcer.

I still remember those days when we as sourcers used to be awake almost all night and attend SourceCon. It was our learning ground, it was a platform for all passionate sourcers who wanted to learn more about Sourcing. Since then, we all wanted to attend and be part of sourcing conference in India. And on 15th April, 2015, Sourcing Adda did make this dream come true. India’s 1st and Biggest Sourcing Conference”

TASCON15 had some amazing speakers, speakers who I have learnt a lot and admire their passion for Sourcing. The event also had Sourcing Labs that gave the audience much more than gyan and live examples of how to make the most of sourcing tools. Such Sourcing Events are a must for this industry and it brings out the best practices and helps us learn and be updated.

I would personally like to thank Sourcing Adda and their entire team who came up with this amazing platform.

For those who were not able to attend India’s 1st and Biggest Sourcing Conference, following is the storify that would surely help you to know more about this conference. This collection of Tweets would give you loads of insights into the amazing world of Sourcing.  : https://storify.com/kunjal23/tascon15

Also following is my deck aka PPT (A new jargon that I learnt recently) related to my favorite topic ” Magic of 140 Characters”. Looking forward to your views on this topic.

 Regards

Rambling Recruiter

The Results are OUT!!! Biggest Study : 200 Recruiters LinkedIn Profile

It’s time to announce the results.

For those who missed the previous post, here is the link : http://goo.gl/51jFj0

This includes the reason for this study of 200 Recruiters LinkedIn Profile. It also includes the methodology that was considered for this study.

So are you ready???

Recruiters_Profile

So now that you are aware of the results, lets break the questions and understand the importance of it.

A) Out of 200 Recruiters, 27% have a LinkedIn Premium Profile. So how does it matter!!!

PS: It’s not mandatory to have a Premium Account. Its optional.

– Premium Profile gives you 10 InMail credits per month to directly contact anyone on LinkedIn , even if you are not connected

– Premium Profile Discovers who’s interested in you Access the full list of people who viewed your profile in the last 90 days, so you can reach out or follow up.

PS: Companies can pick up their Social Brand Ambassadors and subscribe for a LinkedIn Premium Account for selected Recruiters 

B) Out of 200 Recruiters, 65% have not mentioned their Company / Careers Website on their LinkedIn Profile!!!

– This is super basic stuff. Helps candidates to go and apply for openings. PS: Please go ahead and add it on your Profile

– Helps in creating traffic on your companies Careers Page and helps candidates to visit your company website and know more about your company.

C) Only 20% Recruiters have shared their Twitter Handle on their LinkedIn Profile!!

– This means that 80% are not on Twitter.

– This blog might be useful for recruiters to try exploring Twitter at least once. Rest is up to their personal choice :)

D) 86% of Recruiters have not included companies PDF / Videos on their Profile.

Nowadays almost all companies are Digital Savvy and have some interesting Company Videos to showcase cos culture, fun, activities, leaders speech, awards, rewards etc.

– With the help of your recruiters you can showcase all these to the prospective candidates

E) 89% Recruiters have not shared Jobs / Openings in their Summary / Profile section

– This is surprising. Well, we as recruiters are always on the hunt to tap talent. We should not forget that candidates do visit our LinkedIn Profile.

– Ensure that you list the current job openings on your Summary / Profile Section. This will help prospective candidates to know what skills you are hiring.

F) 95% Recruiters don’t Blog

– I am not surprised by this result.

– But with LinkedIn coming up with Publishing Platform, it’s easy for Recruiters to start Blogging. Start Expressing, Start Sharing with your community. The more your share, the more you end up learning.

 So do you think that Recruiters are ignoring Social Branding!!! 

PS: It does take only few mins to include all of this on your LinkedIn Profile. And also requires some passion towards the company that you are working aka representing.

Would be keen to know your take on the study and the results. You can also share your views with me on @kunjal23 

Regards

Rambling Recruiter

Biggest Study – 200 Recruiters LinkedIn Profile

It’s time to test the Recruiters as the previous Blog was a test for 200 CXO’s. I did get some interesting comments on Twitter, Facebook and LinkedIn after the Blog was published. Some were of the opinion that CXO’s are not expected to have a complete LinkedIn Profile. Why do they need to even put their companies Website on their Profile. Why share companies PDF / Videos etc on their own Profile. And on and on and on. Well, they have a right to share their views and I welcome those. In fact such comments help me to work even harder to showcase the reasons why all this is important. 

To take this study one step ahead, I wanted to look at Recruiters LinkedIn Profiles. We all consider them as Gate Keepers that help to tap and find talent. Recruiters are the first set of people with whom candidates interact. It’s like a make or break point for candidates. Companies can’t grow without Business and to ensure that business runs, they need talent. And this is where recruiters come in to provide the talent.

Okay, enough of praising the recruiters :) But this was needed. As companies have realized (Not all, but some) that recruitment can is not longer a Support function, it’s a strategic function. So moving on with the study of 200 Recruiters LinkedIn Profile, I did wanted to evaluate them on certain parameters such as:Hiring

Objective:

No Jargon, No Gyan. Just wanted to find out if Recruiters are Managing or Ignoring Social Branding!!

Study Methodology:

200 Recruiters from diverse companies, spanning in size from startups to Fortune 500 companies were the base for this study. LinkedIn was the preferred channel for this study.

Questions that were studied:

– Do Recruiters have a LinkedIn Premium Profile!!

– Have Recruiters included their companies Website / Careers Website!!

– Have Recruiters synced / shared their Twitter Handle!!!

– Do these Recruiters include their companies Video / PDF on their Profile!!

– Have they shared Jobs / Openings in their Summary / Profile Section on LinkedIn!!

– Do Recruiters Blog!! Have they mentioned their Blog on their LinkedIn Profile!!

Looking for results!!! Well, before that, would like to know your views on the set of questions that were set for this study. Are your Recruiters Ignoring Social Branding!!! Have you covered the following key points that represent your company’s brand on LinkedIn? Is it important for Recruiters to include these points on their LinkedIn Profile!!!

Share your views by using #RecruitersBranding on Twitter. The study results of 200 Recruiters will be soon shared here. So keep watching this space.

Regards

Rambling Recruiter

The Results are OUT!!! Are CXO’s Ignoring Social Branding!!!

It’s time to announce the results. For those who missed the previous post, here is the link : http://goo.gl/Dz9IXu.

This includes the reason for this study of 200 CXO’s LinkedIn Profile. It also includes the methodology that was considered for this study.

So are you ready???

CXO_InfographicSo are you surprised? Well some of you may be surprised with the results of this question – Have they included their companies Website / Careers Website!! 82% did not. You might wonder what’s a big deal, right? Well they are considered as Leaders and set examples. So ideally they should lead by examples.

Same is the case with including Company PDF / Videos on their Profile. They represent the company on-line, and  I guess most of the companies do have a YouTube Channel. So it makes more sense to also include those on their LinkedIn Profile.

Was also surprised with the % of CXO’s not having Twitter or Blogs on their LinkedIn Profile.These 2 are very powerful platform for them to engage with their followers, potential Stakeholders, Clients and Candidates too.

So do you think that CXO’s are ignoring Social Branding!!!

PS: It does take only few mins to include all of this on your LinkedIn Profile. And also requires some passion towards the company that you are working aka representing.

Would be keen to know your take on the study and the results. Share your views by using #CXOsBranding on Twitter.

Regards

Rambling Recruiter

Biggest CXO LinkedIn Study!!! Are CXO’s Ignoring Social Branding!!!

There have been 100’s of Conferences around Social Media and Branding. And to make it more interesting there have been CXO’s who were part of those panels, keynote speakers and so on. Lot of discussions, advice, and caution was set around various topics related to Social Media. Finally the Fad of Social is over, now it’s time to walk the talk. This helped me to come up with the biggest CXO LinkedIn Study.

Objective:

No Jargon, No Gyan. Just wanted to find out if CXO’s are Managing or Ignoring Social Branding!!

Study Methodology:

200 CXO’s from diverse companies, spanning in size from startups to Fortune 500 companies were the base for this study. LinkedIn was the preferred channel for this study for the obvious reason. You would not find any of these CXO’s on Naukri or Monster.com. LinkedIn is the new classier networking site that is the first preference of CXO’s to have their profile on.

Does it mean that they are looking for a change!!! Well if they are not actively looking for change, but recruiters are surely looking for them. There is no doubt that this is a great place for professionals to connect and network. There is also a large section of candidates that are looking at LinkedIn profiles of such Leaders, of managers that they would be working with. Hence its even more important for these CXO’s to give the right message. To represent their company on Social Channels.

Their LinkedIn Profiles were studied and the following key points were included in this study:

– Do they have a LinkedIn Premium Profile!!

– Have they included their companies Website / Careers Website!!

– Have they synced / shared their Twitter Handle!!!

– Did these CXO’s include their companies Video / PDF on their Profile!!

– Do they follow their own company page on LinkedIn!!

– Have they included their Blog on LinkedIn Profile!! Do they Blog!!!

CXO_Image

Now that the stage is set, let’s not beat around the bush. Let’s come directly to the results for these key points.

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Looking for results!!! Well, before that, would like to know your views on the set of questions that were set for this study. Are your CXO’s Ignoring Social Branding!!! Have you covered the following key points that represent your company’s brand on LinkedIn? Is it important for CXO’s to include these points on their LinkedIn Profile!!!

Share your views by using #CXOsBranding on Twitter. The study results of 200 CXO’s will be soon shared here. So keep watching this space.

Regards

Rambling Recruiter

Basics of Blogging!!!!

What is a Blog!!! There are various definitions around, but the one which caught my atention was ” Its a platform / Medium that give you an opportunity to share your thoughts / views and reach hundreds or even thousands of people” Blogging is what you do, what you do not do, and what you wish you had done when you did it. And this is what HR is all about. We are in an profession that does require us to interact on daily basis with employees, candidates stakeholders, leaders etc.

Blogging helps you to pen down these amazing experiences you have; its a way you can share and let out your emotions, thoughts, views and suggestions too. Blogging is a Platform that helps you share your experiences with your audience. Reasons for blogging are normally personal :) Some want to vent our their thoughts, some want to share their knowledge, some want to build their own brand, some might also want to earn money.

Most important part of Blogging is “PASSION to share and learn” You don’t need to be a great writer. You need to be just yourself when blogging. LinkedIn Publishing Platform is also a great place to start Blogging. The advantage is that for new bloggers, its a easy platform where you already have the audience in terms of your followers. Hence this can help you to start blogging. Blogging by nature is all about sharing your thoughts with the relevant audience. It does help in networking and learning new trends from the fellow bloggers.

Most important thing is start writing for yourself first. Pick topics you like to talk about. Once you gain confidence, do study what are the latest trends and then share your views on those topics. Start reading blogs and start with sharing your views via comments on those blogs and topics you like. This will help you to also connect and follow those influencers and will give you confidence to start with your blog.

Following is a video that talks about Basics of Blogging!! This show is done by Rakshita Dwivedi. Looking forward to your views on Blogging. Also do share your Blog if you already have a Blog.

Regards

Rambling Recruiter

Importance of Facebook Recruiting!!

Candy Crush!! Photos!!! Like!!

There is more to Facebook than what we all think. Everyone is one Facebook, Yes almost everyone. Let’s take a look at some data:

  • Facebook has more profiles than Any Job Portal and LinkedIn too.

  • Facebook has around 1.3 + billion accounts. This is where many say “So what’s in it for me”

  • Well, 108+ million People in India are on Facebook

  • Mumbai has 6+ million / Delhi 8+ million, Pune 3.6 million, Bangalore 4.4 million, Ahmedabad 1.4 million users

So after this data, would like to ask recruiters “Are you searching candidates via Facebook” If yes, great, if no – its never too late…start it :)

Following is a video that talks about Importance of Facebook Recruiting!! This show is done by Rakshita Dwivedi. Looking forward to your views on how you are using Facebook for Hiring.

Regards

Rambling Recruiter

How to make LinkedIn work for you!!

332 Millions Users across 200+ countries.

Every 2 seconds a new user joins LinkedIn.

Linkedin is your new professional identity.

Following is an attempt to showcase how to make LinkedIn work for you. Yes, you read it right. There are loads of features on LinkedIn that can help you. Rakshita Dwivedi came up with this amazing idea to have a hangout and interact with the audience on various topics related to Social Media. You can also read her amazing Blogs right here – https://rakshitadwivedi.wordpress.com

This is a series of  videos that will be shared and you all are welcome to share your views and thoughts related to it.

So here’s the video – How to make LinkedIn work for you!!

Regards

Rambling Recruiter

They are on Twitter!! What’s your excuse of not being there!!!!

Same old story. Why are you not on Twitter? Well, its too complicated, no time. Okay, fair enough. So what if I tell you that these 50+ CXO’s are on Twitter and are actively using it. Would you believe it!! If you still don’t believe it, how about this fact that they are normally more busy than an normal employee in any organization. Right!!!

Okay, let’s move to another excuse that normally HR Professionals make related to Twitter. Its Complicated. Well, how about Bell Curve!! Is it not Complicated!! (Do take this on a lighter note, hahaha ) The point that I am trying to convey is that it’s time for HR Professionals to take Twitter a bit seriously.

Twitter is a goldmine in terms of knowledge, insights, latest trends and much more. You could find and follow Industry Leaders in the space of Learning and Development, Compensation and Benefits, Generalist HR, Labor Laws, Digital Marketing, Social Media and so on and on and on.

There is a lot of talk about HR and Social Media and how they can embrace it. Also don’t forget that so called Gen Y is very much active on Twitter. It’s not about matching their pace, but about understanding the latest trends, their expectations, their needs. (If you give a DAMN about it, they too will do the same ;) )

Don’t be an ostrich.Don’t put your head in the sand.

Top_30

It’s time to look around beyond the excel sheets and PPT’s. I understand that this is your core job, but don’t be left behind, as the future HR folks are all set to embrace Social Media, especially Twitter. I had mentioned in my previous post that Twitter is my personal Learning Management System. Have learnt much more via Twitter than any other training programs in my entire career.

Following are some of the blogs that might help you to know more about what you are missing by not being on Twitter:

So are you convinced or should I confuse you more ;) Jokes apart, Do give it a shot. Join the amazing world of Twitter.

Looking forward to your views, suggestions and feedback’s related to this topic.

Regards
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