Blog Archives

Dare : A Bold New HR aka #SHRMI16 in 140 Characters


Just 140 characters!!

It was time for 1000+ HR folks to gather at the biggest HR event aka SHRM Annual Conference. 2 days of non-stop learning, sharing and connecting with passionate and inspiring HR folks. The discussions were not just restricted within the 4 walls of the conference room. They went viral all over Social Media Platforms. Twitter being the most happening place of all and guess what #SHRMI16 was trending on Twitter within 60 mins of the event being opened.

So let’s take a look at some of the interesting discussions that happened at the event in just 140 characters :

Learning never stops. So why stop exploring more tweets 🙂 Go on and share your feedback, insights, views and inputs around this interesting theme : Dare a Bold New HR 🙂 

So, what are you waiting for. Go ahead, explore these and many more of such BOLD tweets on #SHRMI16.

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

5 years of Blogging – Rambling Reflections :)

23rd Dec 2009, was all set to have my own blog. Had been reading loads of blogs, commented and shared my views on them. But wanted to setup my own blog where I could share my thoughts, experience and what I learnt . Wanted to write as a layman for the audience; with no place for HR Jargon 🙂  Did struggle on what should be the name of the blog, so did some research. But after a point of time thought that the idea of starting a blog was a random thought, as I was just wandering; so came up with the name ” Rambling Recruiter “.  aka wandering recruiter 🙂 This is how the amazing learning journey began.

BloggingOne thing that I have learnt from Blogging is that “The more I share, the more I end up learning”. Blogging is all about sharing your passion with the audience. You don’t have to be a writer to start blogging. Just go ahead and pen down your thoughts about the subject you like.

I started my journey as a Sourcer and did enjoy every bit of it for 5 year. So my blogs did range from “Yes I’m Proud to be a “Sourcer” | Are you!!!! to Are you up for a Weekend Drive!! Then moved on to so called End to End Recruitment 😉 So the focus of my blogs got shifted towards Recruitment. Those Include – Sorry, It’s a BAD HIRE!!” to “Ways to bring down cost per hire!!!” During these 8 yrs in my career was always keen to learn new methods and techniques to search talent. This is where I developed my passion towards Social Media.  Following are some of the blogs related to the amazing world of Social Media –  “Have you identified your Social Media Ambassadors!!” Global List of HR TweetChats right here!!! & Dear HR, Recruiters, Sourcers are you missing this action on Twitter!!!

There were some blogs which were tough to write and more importantly tough to post too. The following blog did give me some sleepless nights. Was not sure if it can be posted and shared online. But then did go all out and shared it. Here is that Blog : India’s largest database of employees!​!! Free!! Possible!!

So far it’s been a wonderful learning experience.

Would like to take this opportunity to thank everyone of you for the constant support and encouragement. Looking forward to the next 5 years and also towards contributing to some more interesting topics.

Happy Blogging.

Regards

Rambling Recruiter

Dear HR, Recruiters, Sourcers are you missing this action on Twitter!!!

140 Characters of magical world. Twitter has surely given HR Professionals a great place to connect, engage, learn and share with fellow Professionals. As a HR professional, one can gain immense knowledge by just joining various TweetChats, Webinars, Twangout etc. All one needs to have is a Twitter Account.

So Dear HR, Recruiters, Sourcers, do you have a Twitter Account!! If yes, lets take a look at some of the most amazing TweetChats that take place on Twitter. If you don’t have a Twitter Account, you are surely missing on a lot of action that is taking place on Twitter. So what are you waiting for, Open your Twitter Account Right now and follow these Hashtags.

HR

1) #SourcingChat : This is the latest entrant in the world of TweetChats. Its also know as India’s first TweetChat for Sourcing Professionals. Its a great platform for all Talent Acquisition Professionals (Recruiters and Sourcers) to collaborate and share insights on Twitter. It happens on 1st Wed of every month.

2) #hrtrends: PlugHR sets up & runs HR department for companies for a fixed subscription bringing in the best HR practices,across sectors in 7 Indian Cities. They have Twitter Chats which Occurs every Thursday at 4:00pm IST

3) #indiahrchat : #IndiaHRchat is a monthly twitter chat aimed at creating conversation with/for the Indian HR community and those interested in the region. It occurs at 7 PM IST, 8.30 AM EST, 1.30 PM GMT on the last Wednesday of every month.

4) #dthr : @drivethruhr is a Daily 30 minute radio program hosted by @bryanwempen @williamtincup & @thehrbuddy. You can tune in for great HR conversations.

5) #IndiaHRLIVE – Is there a LIVE TV Channel for #HR Professionals!!! The answers is YES 🙂 @IndiaHRLive Broadcasts LIVE video interviews & Panel discussions twice a month on Tuesday’s 8 pm IST.

6) #Chrdx – This is also yet another TweetChat that involves chats on various HR related topics. It occurs last week of every month.

7) #TalkingMatters – This is People Matters Radio Show Talking Matters. You can join in First Friday of every month!

You can also check the power of some of these Tweetchats right here – http://ow.ly/xEoWl

So what are you waiting for X-MAS 😉 Go on, explore the amazing world of Twitter.

Happy Tweeting

 

Ways to bring down cost per hire!!!

Million Dollar Question!! Right!! Well, companies are trying their best to find the right answer to this question. To be honest, there is no right or wrong answer. It normally depends on how companies approach this question. The reason why I was tempted to write a blog on this particular topic was – People Matters & CareerBuilder Blog Competition ” So Rambling Recruiter is all set to put-forth some points that might help companies to bring down the cost.

Job Description: Normally this is the one aspect that most of us take for granted. We often don’t give it the right weight-age that it deserves. This is where things can go wrong and you end up hiring the wrong candidate and then you need to put in extra time, efforts and money to hire the right person. This is the first step of recruitment, no matter which company you work for. Right, Complete and Detailed JD will give the hiring managers, sourcers and recruiters the confidence to hire the right fit. There has been lot of talk about Cost of Bad Hire. Well, you can read more about Bad Hires in my previous post.

Cost Per Hire

Right Channel: Job Portal, Vendors, Employee Referrals, Social Media. These are some of the major channels that are being used to hire resources. Most of the companies try to reduce the dependency on external agencies ie Vendors. Job Portals are still the best and ideal way to hire in Indian context. For example, on an average companies pay close to 10lac per year to a job portal to access its database and for job postings. So now you can reverse calculate money saved in a year. Some companies pay 20-40 lac to LinkedIn to do the same. But the target audience is different. (Leadership Roles). Still companies can breakeven. Interesting right!!! For those companies who do not want to pay huge sums, normally go for channels such as Employee Referrals and to some extent Social Media. Some might say that Employee Referral does involve cost, well, it does. But you are motivating your own employee to refer their friends. So they are your brand ambassadors.

Employer Branding: I believe every employee is a Brand Ambassador of your company. Imagine each one of them posts current job opening on their LinkedIn Status, Facebook Page, Twitter etc!!! If an organization has 500 or 5000 employees, imagine the reach that it will have!!! Does it involve cost!!!! NO. All you need to do is encourage your employee and make them feel special. Employees must also feel that it is their own company and must be proud of sharing news, information and spread a word in the online and offline world “They are proud to work here” or “They enjoy working here” The day this happens, well, the results will be just amazing.

Well, just had these 3 things in mind. Did not want to include big jargon’s and sound impractical. These are things that can be followed no matter if you have 100 employees or 10000. The biggest assets for any company are its employees. So they need to find a way to make them feel special. This is not just the job of an HR, but of every employee working in the organization.

Rambling Recruiter is looking forward to your views, reviews, feedback on this particular topic.

Regards

Rambling Recruiter

Twitter

Sorry, It’s a BAD HIRE!!

Dear Recruiter’s, how many times have you heard this famous line!!! Well, most of the recruiters might have heard it at least a few times, if not more. So what does this mean!! Who is responsible!! What are the impacts!! Loads of questions right!!! Well, through this post just thought to highlight this statement and the hidden meaning behind it. PS: Not here to point fingers, but just to understand the real reason behind this famous statement. You are at your work station, and suddenly a Delivery Manager comes and shouts “Who hired XYX, he is a bad hire”. So what will be your reaction!! Well, it depends on how you manage it. At times you can just say with a smile, we both have hired him. Jokes apart, we need to find out the real reason behind this statement.

So what do you think can be the reasons!! Let’s take a look at it.

– Employee joins your organization, and the very next day he is working on a project / client place. So in such cases employee is not briefed, no formal detailed induction, no breathing space etc. Hence it is bound to happen that they will have a tough time to adjust to a new environment. Will you term this employee as Bad Hire!!!

– Many a times it is noticed that once the employee joins, the manager hardly meet them. We understand that everyone is busy and working under tight deadlines, but this very person or employees is the reason that the project will run. The organization will earn revenue (Dollars). Is it not worth spending some quality time with them!!! Food for thought.

– Employees who are placed at client location often face some challenges, hence one needs to ensure that you hear to their issues. Again not all issues can be solved, but you can at least hear them out.

– Often have heard and seen clashes between Line Managers and HR teams. In case of Bad Hire the blame game starts. If you agree that it takes a team effort to make any company successful, then you need to also agree that the onus of a so called bad hire lies with both the parties.

Bad_Hire

Somehow I feel it’s a Fashion statement to use the term “Bad Hire”. Don’t forget that the person who you have hired, was working in some organization, and was being paid for it. He might find it tough to adjust or work as per your style or needs. But this does not mean that employee is a Bad Hire.

– Top Management will surely argue the cost of a Bad Hire. Well, I completely agree, but in that case also many stake holders are involved to take a hiring decision. Right from Delivery Managers, VP’s, Head of Functions etc. So who is responsible!!

– Some of you might say that let’s change the word from Bad Hire to Wrong Hire, well, that will not help. We need to change the way we look and treat such resources.

Often it is said that an HR needs to wear a Business Hat!! How about a Line Manager / Delivery Manager wearing a hat of an HR!!! What say!!!

So have you come across this situation!! How did you tackle it!! Do you agree with the term Bad Hire!!! Looking forward to your views, suggestions and feedback regarding this post.

Regards

Rambling Recruiter

You can also connect with me on Twitter

Top 30 HR, Recruitment and Social Media Industry Professionals to Follow on Twitter

Top 30!! Well, have often come across various lists of top professionals to be followed on Twitter, but most of them were not India Centric list. So thought to look for Top 30 HR, Recruitment and Social Media Industry Professionals to Follow on Twitter. This list includes Professionals who are champs in the Social Media world and who are great influencers to their followers.

Well, the list is not only based on total number of followers that they have, but will also include some interesting analysis about their followers. For example – “A chart breaks down the hourly Twitter activity of those people’s followers.” , “ Social Authority , a rating of a user’s influence and engagement on Twitter.” And so on……..

Top_30

During my XLRI days, our professor used to always say that don’t forget to mention the Methodology whenever you present a data or research. So here it goes:

– Have used https://followerwonk.com/ to analyse the data for the influencers. Just enter their names against “Analyze followers” and then you can analyse their engagement on Twitter.

– Have only included individual twitter users; there are no companies or brands included in this list.

– PS: The list is in random order, hence have not rated them based on numbers. Reason being, they are all No 1 in their respective areas. So just sit back and go through their amazing Bios, Tweets and their 1000+ followers on Twitter.

Top_30

Top 30 HR, Recruitment and Social Media Industry Professionals to Follow on Twitter

–          TanmayVora – @tnvora

–          SarangBrahme – @Sarangbrahme

–          SahanaChattopadhyay – @sahana2802

–          Paromita Deb Areng – @suddentwilight

–          AnandPillai – @Anand__Pillai

–          NishaRaghavan – @TheHrbuddy

–          AchyutMenon – @achyutmenon

–          KeerthiKariappa – @Keerthi_AK

–          Dr.TanviGautam – @tanvi_gautam

–          KaviArasu- @_Kavi

–          Jaya Narayan – @nohrgyan

–          SaireeChahal – @Sairee

–          GautamGhosh – @GautamGhosh

–          NabomitaMazumdar – @nabomita_smiles

–          YashMahadik – @IndianYash

–          AadilBandukwala – @aadil

–          KarthikSrinivasan – @beastoftraal

–          HareeshTibrewala – @harrytibs

–          AnkitaGaba – @ankitagaba

–          GurprrietSiingh – @JoyAndLife

–          Rajesh Kamath – @RajeshMTHRG

–          Sorav Jain – @SoravJain

–          Himanshu Kapadia – @HimanshuKapadia

–          Rimjhim Ray – @GlobeSlother

–          Shantanu – @shantanub

–          Vipul Agarwal – @vipul_zend

–          Ruchi – @rucsb

–          AbhijitBhaduri – @AbhijitBhaduri

–          Anshuman Mukherjee – @anshumancg

–          Pradeep Chopra – @pradeepchopra

In this process I might have missed some more amazing Twitter influencers. So apologies for the same. You can add more such professionals to this list and share it. As the more we connect with such experts, the more we learn. Looking forward to your views about this unique list of Twitter influencers. Happy Following and Happy Tweeting. Well, you can also connect with me on Twitter

Regards
Rambling Recruiter

Reasons Recruiters shy away from using Social Media !!

Social Media often called new age search tool has proven over a period of time how innovative can sourcing get. A topic like “Why a recruiter would shy away from finding new ways to search a candidate!” might sound weird, most of us feel that Recruiters must ideally make the most of these new channels of sourcing isn’t it? Let’s first get back to basics. We were taught in management schools, “Recruitment means, Hire the Right Candidate, at the Right time, at the Right Cost and from the Right Source”. So now when we talk about the Right Source, what do we exactly mean!!

Internal Sources and External Sources. Internal Sources is nothing but recruitment from within the organization (Promotions, Transfers, Re-employment of ex-employees). And external is recruitment are from outside the organization (Job Portals, Vendors, Campus Recruitment, Employment Exchanges etc.). On one hand where we can say that this is very basic gyan but we need to understand a strong base holds pillar. Social Media comes under the Category of External source, a very powerful tool indeed. We can go on and on about the power of Social Media and how it has benefited companies and some recruiters. Yes I said “some recruiters”. So what is the reason for this small count of recruiters using it!! Isn’t company pushing their Strategic team enough to start using innovative ways of hiring!! Let’s find out the top 3 reasons recruiters run away from using Social Media:

Reason 1:

Quick turnaround time / SLA: Well we as recruiters are familiar with the term SLA. We have a standard SLA to fulfill a particular requirement. So if I need to hire people, I will look out for a sourcing channel where my SLA is shortest, what would be better than a Job portal which is filled with resumes? For example: Today if I have a Java Requirement, I would normally source from Job Portals. 10-15 mins of time invested can in turn fetch me 10 good resumes. Why would I want to turn to Social Networking sites where I will have to invest this same 15 min just to identify the Professionals and not even contact them? As there might be times when you have to wait for day’s to get connected with professionals present on Social Networking Sites (LinkedIn / Facebook / Twitter / Plaxo / Xing, etc.). SLA takes a hit hence one reason why recruiters shy away from going social.  But give it a thought – a passive job seeker (from these social sites) is 100 times surer of joining your company than active job seekers (from job boards). So “time invested in Social Media sourcing is Wise investment from joining perspective

Reason 2:

Networking skills: Hunting/ sourcing through these Social sites is not a piece of cake. What would you do the first thing if you are given a position and asked to close it only through the Social Media channels? Probably as a newbie you would just be lost in the ocean of networking sites. Sourcing Through these sites needs good Networking skills, this is not overnight job! Rather it develops over a period of time where you connect with people, keep yourself updated with tools and technologies and be pro-active to get references and network. There is a small section of recruiter who shy away from Networking! Running from networking you might never be able to make utmost use of this sourcing tool!

Reason 3:

Learning and Development Vis-à-vis KRA: As mentioned above working on these social sites is not an easy job. On practical front these skills stands Vis-à-vis our KRA. Well, let’s take this scenario, if I am given easier IT skills like Java or Mainframe to be worked upon and as a recruiter its mentioned in my KRA that I need to hire 70% through Direct sources (like job boards, walk-ins or social media) certainly I would focus on walk-in or Job board so as to meet my KRA. Also since most of skills assigned to me to be worked upon are generic and I don’t get the opportunity to explore this medium. As of result I would not allot any time for personal learning and development. Number, time constraints, business pressures make it all most difficult to concentrate on exploring various means.

So now that we know some of the problems what is the solution!! I had read it once that “A manager does not like to hear problems; he is more interested in knowing the solutions that you bring in

Well personally speaking I can see the following solutions that can be implemented to encourage recruiters to use Social Networking Sites:

–          Recruitment Manager / TL can give mixed basket of requirements to every recruiter like few vanilla and few niche requirements, this will give an opportunity to the recruiters to explore and use Social Networking sites.

–          Managers can tweak the KRA’s and give 5-10% weightage to requirements closed via resumes from Social Networking sites.

–          Recruiters must also ensure that they practice searching resumes on LinkedIn and other networking sites. At least half an hour to one hour to be given dedicated to Exploring new means.

–          The Training team must also make sure that the recruiters are educated about these new networking sites and a details training program is arranged. Post that a feedback can be taken on how it has helped enhance their productivity.

–          Recruitment Mangers must give some time to the recruiters to cope up with this new introduction of social recruitment. Meanwhile Recruiters must use all possible ways to self-initiate and learn about this tool.

– Any new methodology mastered by anyone in team must be circulated to entire team and efforts put in for SM hiring should be recognized so that others feel motivated to take it up as well.

All said and done, as a recruiter one must be open to new challenges and new sources available in the market. Recruiters who don’t get a chance to use such sites should also not shy away from exploring it as you never know in your next assignment you might have to use Social Networking sites. Also Management should agree to the fact that Social Networking Sites is no more a FAD, it’s a reality and candidates are very much active on these sites. Do let me know if you have any additional points and questions regarding this topic. Your feedback and suggestions are always welcomed.

Regards

Rambling Recruiter

Sourcing Mindset – Has it changed enough !!

Sourcing is a unique function within recruitment’s. Some companies have their separate sourcing team who support their recruiters and some prefer to do end-to-end recruitments. Well today we are talking about a very important topic “Sourcing Mindset – Has it changed enough !!” The reason for coming up with this topic was that I just happened to go through this discussion on LinkedIn. And the person who has raised this is none other than Mr Sarang Brahme. He is a well-known name in the Sourcing fraternity, not only in India but also on an international level. Well I was fortunate enough to have closely worked with him and also have attended numerous training sessions conducted by him in the area of Sourcing. So the moment I came across his discussion on LinkedIn, thought to share my views on the same. Although I have been working as a Recruiter in my current organization, I believe that I am a sourcer first and then a recruiter. The reason for this is that I had started my career as a sourcer and had been part of the sourcing team for almost 5 yrs. Times have changed, roles have changed, but has the mindset changed!! Let’s take a closer look as what this unique function is all about.

 

 As mentioned earlier, some companies have a dedicated sourcing team which supports the recruitment team. In this particular case, it is the prime responsibility of the sourcer to ensure that they provide the right candidate, from the right source and at the right cost. Well this is not an easy job. It takes a lot of efforts to search candidates from the external market. This is a true test of a sourcer of how he manages to source the right resumes, what sourcing channels does the sourcer use, how soon can the sourcers deliver and submit quality resumes to the recruiter. Interesting right!! Now let’s look at the second style of working, where the recruiter has to perform end-to-end recruitment. In this case the recruiter is involved in the entire life-cycle, right from sourcing till the moment the candidate joins the organization. The reason for sharing this piece of information was not to compare which method is better but to just give you a brief background about the sourcing and recruitment functions.   

So let’s now go back to the discussion about the Sourcing Mindset. Sarang has raised a very valid point when he mentioned that currently their sourcing habits, requirements, KPIs and processes are so much job portal centric that it is difficult to persuade the sourcers to try passive searching. It’s only when they don’t find candidate on job portal, they turn to other resources and fail miserably due to lack of practice. Well there is no doubt that sourcing mindset needs to be changed, but is it that easy!! Well, let’s find it out. It is first important to understand that sourcing is a specialist job and requires real passion and commitment. Some people use this as a stepping stone to move on to recruitment’s and some take up sourcing as a career. Both are correct in their own ways, but the issue is about the sourcing mindset. I guess the problem and the solution of the same starts from the top. When I say from the top, it refers to the manager of a particular sourcing team. Time to elaborate on it. 

As mentioned Sourcing is a Specialized Job and it needs real passion to work as a sourcer. Typically most of the sourcing experts work on bulk requirements; it is also known as mass hiring. When it comes to this kind of hiring, there is a lot of dependency on Job Portals. And the sourcer is just restricted towards Job Portals. As per the discussion on LinkedIn, there are times when there are some requirements where sourcers need to do passive sourcing and explore new sourcing channels other that traditions channels (Job Portals). This is the time when some of them find it difficult to generate resumes. You might say that the sourcers don’t practice enough and hence hence they fail. Well the real problem is that they have not been given niche requirements and hence there is a lack of practice. You cannot tell a sourcer to use LinkedIn for conducting a Java or Mainframe Drives. Also you can’t expect the sourcer to line up 100’s of candidates using the passive sourcing channels. Hence one needs to ensure that the other sourcing channels are being used in a way that it justifies the niche requirements. Managers too can give some weightage to the passive sourcing in the KRA’s of the sourcing team.  It is also important to ensure that the managements buy in the real value of sourcing and the use of new social media platforms for hiring. It is then that the right message will flow down the ladder. 

But all said and done, it is the sourcer who needs to have the passion to learn new things, explore new sourcing channels. One needs to move on with the times and try new methods of sourcing. So, do you think that the sourcing mindset has changed enough or there is a long way to go !! Looking forward to your valuable views and comments on this interesting topic.

Have you explored “More” from LinkedIn !!!

What’s “More” from LinkedIn !! Has LinkedIn launched a new service, or a new product !! Well, not really. We are talking about the “More” section on LinkedIn Page. It’s on the left side of the Search Box. This section has a lot of interesting things that can help recruiters and candidates. Some of you might wonder what is so special about this section. Also at times we miss out on this section too. This post is about those interesting applications that LinkedIn has to offer us.

More Section Details:

A) Answers:

This is an interesting section where you can go through questions that are posted by the professionals in your network. You can also post your answers related to your field and expertise. Not only this, you can also search for Answers using keywords about your area of interest.

For example : I wanted to know what kind of question/ answers are being discussed in my network related to Recruitment. So all I had to do was search for this key word, and the following page did give me desired result. –  Advanced Answers Search

B) Learning Center:

This is a page wherein you can Learn about all of the different features you’ll find on LinkedIn. From a brief overview to detailed tips, you’ll find them in this section.

  • Learn about profiles
  • Find out how to get a new job
  • Use LinkedIn on your mobile phone
  • Get the answers to your questions with Answers

C) Skills:

Discover world-class professionals and related skills on LinkedIn !! Yes this is exactly what this section does for you. This section is very handy for recruiters for MI (Market Intelligence) that Recruiters have to do day in and day out. All you need to do is just enter the desired skill / Technology and LinkedIn will do the rest for you 🙂  You can read more in detail about it in the previous post “Discover world-class professionals and related skills on LinkedIn !!” Although this is a Beta version, but still it is very useful to gather precious information.

Applications:

– Events:

This particular Application is majorly used to Promote your event on LinkedIn. This way you can leverage the millions of professionals on LinkedIn to make your event a success. There has been a positive trend where in recruiters do promote their Weekend / Walk-In Drives that they conduct almost every week. As a candidate too this does help you to search out the Events that have been organised.

For example :

Mumbai HR Summit 2012

5th Cloud Computing Summit 2012

Walk-in Drive (Scheduled) on 6th Aug 2011 @Wipro Technologies, Kolkata

Polls:

Polls is also a unique application from LinkedIn wherein you can ask a question and and the same time you can get feedback and the responses from your network. This also shows you the results of the questions that were posted, and the results are displayed in the category such as Overall Demographics (Age , Seniority , Gender ) One can also share the poll on Twitter and Facebook and get more responses from their network.

For example:

How helpful would you find a short video from a hiring manager (part of the job ad) explaining the role in their words? 

 Is a university degree worth the price tag? 

What is the most important quality that you can’t find on a resume?

Company Buzz:

Company Buzz lets you tap into this information flow to find relevant trends and comments about your company. Install the application and instantly see what people are saying. You can Customize and Modify the topics and add new ones , you can see historical charts to track buzz and  get the top words associated with your topic and quickly drill into see related tweets. Interesting right !!

Google Presentation:

Google presentations is a professional way to introduce yourself and your work. You can add a presentation to your LinkedIn profile to Showcase a recent talk or presentation or Display a visual portfolio of your professional accomplishments and also this way you can introduce yourself to recruiters and professional contacts viewing your profile. 🙂

SlideShare:

As you are aware of this news LinkedIn buys SlideShare cofounded by Indians for $118.75 million. SlideShare is the world’s largest community for sharing presentations. You can:

  • share presentations & documents with your LinkedIn network
  • upload portfolios, resume, conference talks, PDFs, marketing/sales presentations etc
  • display them on your LinkedIn profile
  • all formats supported: ppt, pps, pptx, odp, pdf, doc, docx, odt, Keynote, iWork pages
  • embed YouTube videos in presentations, add audio to make a webinar

WordPress:

This is one of my favourite apps on LinkedIn, as with this you can sync your WordPress blog posts with your LinkedIn profile. Once added, you can filter your posts with a special LinkedIn tag and even display your personal WordPress Gravatar (global avatar). Updates are automatically sent to your network for instant notifications and gratification.

Blog Link:

Powered by TypePad technology, the premier hosted blogging service. With Blog Link, you can get the most of your LinkedIn relationships by connecting your blog to your LinkedIn profile. Blog Link helps you, and your professional network, stay connected.Blog Link supports TypePad, Movable Type, Vox, WordPress.com, WordPress.org, Blogger, LiveJournal, and many more.

Box.net Files:

Box.net makes managing and sharing files simple. With this you can quickly and easily add virtually any type of file to your LinkedIn profile, so visitors can download and view them.

– If you’re recruiting, get your employees to spread job requisitions virtually by posting them to your profile.

– Looking for a job? Share your resume or portfolio on your LinkedIn profile and send it from Box to your LinkedIn contacts.

So are you Hungry for “More”, Well you don’t have to go far, all you need to do is just visit the More Section on your LinkedIn Profile and you will be amazed to see the applications that can help you to make the most of your LinkedIn Account.

Looking forward to know your feedback about the applications that you have already used, as this will help us to share and learn and create the best practices about using LinkedIn.

Happy Recruiting 🙂

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