There’s an interesting new infographic from AkkenCloud making the rounds (via Social Media Today), which explores how recruiters can “ethically” screen candidates on Facebook.
It combines data from a number of sources including: The Undercover Recruiter, HR.com, Slideshare, BNA.com, Shrm.org, Business2Community.com, business.time.com, CareerBuilder.com, and HRZone.com.
According to the infographic, 84% of job seekers have a Facebook profile and 70% of recruiters say they connect better with candidates due to the widespread use of Facebook. 54% of organizations are using the social network for recruiting and 85% recommend it as tool to other recruiters.
“It’s no surprise that Facebook is becoming a popular tool for recruiters,” says Akken Cloud’s Mark Wallace. “Over 18.4 million applicants are reported to have found their job on Facebook, and 85% of recruiters recommend Facebook as a great tool to their fellow recruiters. Along with the widespread use of Facebook in the recruiting process however, are the legal risks associated with it.”
This time of year, just about every major Internet service puts out some kind of look back at 2014. The search engines reveal the top trending searches of the year. The music streaming/download services reveal the hottest tunes. The social media services reveal additional insights.
Few of these services, however, reveal information as potentially useful as this one. LinkedIn has revealed the top skills that are actually resulting in people getting hired. LinkedIn is a unique service in this way, and gives us a glimpse of what businesses have been on the lookout for.
What are the top skills your business is on the lookout for? Are they on the list? Let us know in the comments.
The top skill perhaps isn’t all that surprising, but does emphasize just how important businesses consider data these days. Take a look at the top 25.
To come up with the list, LinkedIn analyzed skills and experience data in over 330 million LinkedIn member profiles. The company says if your skills fit one of these categories, there’s a good chance you either started a new job or garnered interest from a recruiter this year.
LinkedIn also broke some lists out country by country:
Beyond data LinkedIn points out that science, technology, engineering, and math (STEM) skills made up the majority of the top 25 list across various countries. Mechanical, electrical, and materials engineering were also big.
LinkedIn has actually focused a great deal on helping people find the right jobs and helping businesses find the right hires this year. Sure, this is a pretty standard part of the professional network, but the company has released a pretty significant amount of features and information related to this part of business in 2014.
LinkedIn shared a series of videos businesses may find useful on its Talent Solutions YouTube channel. One looks at how to target the best candidates for your business before your competition does.
Obviously it’s about LinkedIn Recruiter, and that’s not the only tool out there, but considering that LinkedIn has over 300 million members, it’s a pretty big one.
The talk looks at building your brand, followers, platform, and talent pools, as well as engaging professionals, and recruiting followers with relevant jobs.
Essentially, it’s roughly a half hour full of strategies and tips for getting more out of LinkedIn Recruiter.
With the school year wrapping up, LinkedIn has decided to put together some data to paint us a picture (an infographic actually) of the state of student recruiting in 2014. According to the company, there are over 39 million students and recent grads on LinkedIn, and thousands of companies waiting to recruit them.
“We decided to take a closer look at how these 39M members go about building out their careers and analyzed their interactions with employers on LinkedIn,” says LinkedIn’s Maria Ignatova. “It turns out that the 10 employers that are most popular among students on LinkedIn are typically large consumer (and heavily tech) brands like Google, Apple, Microsoft, Procter & Gamble and others.”
“While these results say a lot about the magnetic appeal and prestige of big companies, they also show that students can be swayed by an employer with a strong talent brand, regardless of the size,” she adds.
The number one thing students 18-30 care about in a job is a good work/life balance, according to LinkedIn. This is followed by excellent compensation and benefits and a strong career path. Interestingly, only 30% said job security.
You might also be interested in this video LinkedIn uploaded today. It talks about how talent acquisition teams can use LinkedIn data to “drive strategic recruiting decisions.”
LinkedIn recently held a webinar discussing the “latest buzz and talent trends” related to recruiting, staffing, and hiring. The company has now put it on YouTube for all to view.
Lou Adler, CEO of The Adler Group, who LinkedIn calls a “recruiting expert,” discusses said buzz and trends based on stats from LinkedIn’s Talent Trends 2014 survey.
Adler “tells you what’s going on in the minds of professionals today and how you can entice them to switch jobs,” as LinkedIn puts it.
This follows an infographic LinkedIn put out earlier this week looking at why employees are jumping ship and how much it’s costing companies.
LinkedIn announced that it has made custom fields searchable in LinkedIn Recruiter, potentially making the search tool more useful for finding people based on very specific criteria.
LinkedIn uses the example of a candidate who isn’t available until a certain date, and a recruiter that uses the custom field search to find him based on the noted date.
To use the feature in a case like this, you would open LinkedIn Recruiter’s advanced search page, enter a date range, and in the “Availability Date” custom field, the candidate’s profile would appear.
“Last year, we added Custom Fields to LinkedIn Recruiter to help you keep track of proprietary candidate information such as work authorizations or desired salary,” LinkedIn’s Prasad Gune says in a blog post. “Many Recruiter users found Custom Fields helpful to capture and organize customized information, but in order for them to be really useful, Recruiter users wanted to search them at a later date.”
“To start, use the suggested custom fields, such as work authorizations and willingness to relocate, or create your own. For example, if you recruit for government agencies you may want to create a agencies is to create a security clearances field,” he says. “The possibilities for Custom Fields are endless, which is why I’m excited that they are now even more powerful because they are searchable.”
LinkedIn recently started a series of tip videos for Recruiter, which may help you get more out of the service as well. Topics include saved search alerts, smart to-do lists, talent pipeline filters and custom search filters. You can find each of these here.
LinkedIn is out to get people using LinkedIn Recruiter more by simply showing them how to take advantage of it better.
The professional social network has begun a new video series called LinkedIn Minutes, which provide short tips on how to use different LinkedIn tools. The first sub-series of this is out, and deals with Recruiter:
Presumably, LinkedIn will offer tips on other services in the near future. You can bookmark the LinkedIn Minutes page to check back for updates.
LinkedIn has launched a couple of new products aimed at making it easier for employers to recruit new job candidates, specifically while on the go. They’ve expanded a couple of important recruiting tools to include mobile support, which should be pretty valuable for those seeking new hires.
Work With Us and LinkedIn Recruiter are now available via mobile devices.
Work with Us is basically an ad unit that lets companies showcase various positions with “Apply Now” buttons. They appear on your employees’ profiles like so:
According to LinkedIn, 33% of its members visit the network from their mobile devices, and 30% of job views on LinkedIn come from mobile while half of LinkedIn members who have applied via mobile for job posts have never applied from the desktop version. You can see why this feature going mobile is a pretty big deal.
The Work With Us ads will appear on top of members’ profiles on mobile devices like this:
“Now whenever someone looks at the mobile profiles of your employees, they’ll see relevant jobs at your company, which makes it even easier for candidates to discover your jobs and helps extend the mobile footprint of your company’s talent brand,” says LinkedIn’s Parker Barrile.
The feature is currently available.
Obviously LinkedIn Recruiter is an important tool for those looking to recruit job candidates with LinkedIn. Now there’s finally a way to use it via an iPhone app. There’s no mention of an Android version, but it is available via the mobile web browser at linkedin.com/recruiter.
“This new app puts the LinkedIn Recruiter features you love most in the palm of your hand,” says Barrile. “The end result: a more productive you and better interactions with both candidates and hiring managers. That’s because you can do everything from responding immediately to candidate InMails, to viewing all of our more than 238 million members’ full profiles, to getting hiring manager feedback on candidates – all while out and about.”
These are just the latest moves by the company to make its services more useful to people from mobile devices. LinkedIn recently made job application functionality available to mobile users, for example.
LinkedIn announced on Monday that it has added mobile job application functionality across its iOS and Android apps, as well as its mobile site. Those members seeking jobs will start seeing a new “Apply” button if the company they’re applying for collects applications with LinkedIn Recruiter.
If the job poster collects applications through an ATS system, job candidates will see an “Apply on Company Website” link.
“‘Apply’ leverages the rich professional information members include in their profiles to simplify the application process down to a few simple steps,” says LinkedIn’s Vaibhav Goel in a blog post. “Filling out 30+ application fields on mobile is a pain, and enabling members to apply with their profile removes this hurdle. The whole process now takes less than a minute to complete.”
“With this new functionality and CheckIn – our mobile app that radically simplifies how recruiters collect and manage candidate information at events – we’re making it easier for members to provide recruiters with their professional information and apply for jobs,” says Goel. “The next challenge: empowering recruiters to leverage mobile in kind. But we enjoy a good challenge!”
When the top wide receiver prospect in the country decided to commit to the University of Michigan on Saturday, Twitter CEO Dick Costolo was excited. He was excited because he’s a University of Michigan man through and through. Not only did he graduate with his BS from the school, but he gave this year’s Spring commencement address to the graduating class.
Only institutional staff members are permitted to recruit prospective student-athletes. Generally, NCAA rules prohibit anyone else from contacting (calling, writing or in-person contact) prospects or the prospect’s relatives or guardian for recruiting purposes.
Students are still considered prospects even if they have signed a National Letter of Intent or any other financial aid agreement with a university.
“We are aware of a potential minor violation involving social media,” said Michigan spokesman Dave Ablauf in a statement. “We will handle it as appropriate.”
It’s a minor violation and shouldn’t result in any sort of repercussions. But it is funny.
Last Tuesday, the NSA conducted a recruitment drive on the campus of the University of Wisconsin. Madiha Tahir, a journalist taking a language course at the university, stopped by to ask some uncomfortable questions. (Note: Tahir has posted a recording of the exchange, as well as a transcript, on her blog, The Mob and the Multitude.)
“Do you consider Germany and the countries that the NSA has been spying upon to be adversaries,” she asked, to which a recruiter responded, “You can define adversary as ‘enemy’ and, clearly, Germany is not our enemy. But would we have foreign national interests from an intelligence perspective on what’s going on across the globe? Yeah, we do.”
Tahir, unsatisfied, pressed for clarification until the frustrated recruiter interjected, “our business is apolitical. OK. We do not generate the intelligence requirements. They are levied on us so, if there is a requirement for foreign intelligence concerning this issue or this region or whatever then that is. If you wanna use the word adversary, you ca– we might use the word ‘target.’ That is what we are going after. That is the intelligence target that we are going after because we were given that requirement.”
Essentially, “we’re given ‘targets’ and pursue them blindly”–probably not the best sales pitch. Tahir, very aware of the gaffe, pounced: “I’m just surprised that for language analysts, you’re incredibly imprecise with your language.”
After further discussion in which Tahir pressed the NSA reps on whether a citizen ought to be able to opt out of surveillance (something Mozilla has been campaigning for of late), Tahir’s questioning inspired nearby students to join in. “I have a lifestyle question that you seem to be selling,” began a student,
It sounds more like a colonial expedition. You know the “globe is our playground” is the words you used, the phrasing that you used and you seem to be saying that you can do your work. You can analyze said documents for your so-called customers but then you can go and get drunk and dress up and have fun without thinking of the repercussions of the info you’re analyzing has on the rest of the world. I also want to know what are the qualifications that one needs to become a whistleblower because that sounds like a much more interesting job. And I think the Edward Snowdens and the Bradley Mannings and Julian Assanges of the world will prevail ultimately.
Snap.
All around, a bad day for NSA recruiting in Badger-town. I guess they’ll have to go back to hiring from academic backwaters like MIT and Cal Tech.
LinkedIn has announced the launch a new home page for LinkedIn Recruiter, which introduces some new tools for hiring.
There’s a new navigation bar with the Notifications feature, accessible via the flag icon at the top right. This will alert you to alerts you to job applies, new results for saved searches, completed hiring manager reviews and completed bulk resume uploads. There’s also a new “Smart-To-Do list” feature, which lets you to create to-do items that connect with a profile, project or job, using the ‘@’ symbol. Unchecked to-dos stay at the top of the list until they’re completed. Additionally, profile reminders you previously set will move into the Smart-To-Do list.
The search box has been made more prominent, and it has a new drop-down that lets you access saved searches and history. Under that is the activity feed. There’s also a new feature on the right called “People You May Want to Hire.”
Its “look and feel” more closely resembles LinkedIn.com, which makes the user experience more intuitive and simple. As LinkedIn Talent Solutions’ Head of Product Parker Barrile noted during today’s homepage launch event, “Most recruiting products are outdated and designed for CIOs, not recruiters. Fortunately, the consumerization of the enterprise has begun to infiltrate the recruiting industry and is influencing a new generation of products. Consumerization means putting the user’s priorities first.”
This idea motivated the Recruiter homepage redesign; we sought to build a tool that functions like a consumer app in the front, but has the power and rich feature set of an enterprise tool in the back. Let’s take a closer look.
LinkedIn lets you take a tour of the new design here.
LinkedIn announced the launch of a new feature for its LinkedIn Recruiter “Talent Pipeline” tools, which lets you identify and engage with company followers right from Recruiter itself.
LinkedIn introduced Talent Pipeline back in April to make it easier for recruiters to stay organized. Here’s a rundown:
“On LinkedIn, tens of millions of members are now following companies that interest them,” says LinkedIn’s Parker Barrile. “Each one of these individuals has raised his or her hand and asked to hear directly from the company they’re following – some want to hear news or product announcements, but even more are interested in working there. In fact, when we surveyed Followers, 70% said that they follow companies primarily to hear about career opportunities.”
The feature will launch this month. Followers will be visible with an icon in Recruiter search results and profile pages. There is also a new search filter that lets you find Followers based on roles you’re trying to fill. You can add other search terms and filters like location.
“And since your Followers want to hear from you, they’re much more likely to respond when you contact them about a career opportunity,” says Barrile. “In fact, InMail response rates are 80% higher for Followers than non-Followers.”
LinkedIn announced today that it has updated its Career Pages to make it easier to “show off your unique employer brand”.
“As with many LinkedIn products, our goal is to make both our members and talent acquisition customers more successful,” writes LinkedIn’s Thomas Sexton in a blog post. “When candidates are more engaged, more connected with companies, and better able to find their dream jobs, everybody wins. This means designing a page that’s simple and laser-focused on capturing candidates’ attention as soon as they hit the page.”
The new pages feature a large banner image (which seems to be the trend these days).
“We’ve found that candidates care most about personalized jobs, people they know at your company and what you stand for as an employer,” says Sexton. “The new, cleaner page design puts these elements front and center.”
There are also content modules that let you share videos, testimonials, text, etc.
Oracle announced that it is acquiring cloud-based talent sourcing app maker SelectMinds. The company’s apps provide tools for businesses in recruiting, hiring, and employee social connections.
“Recruiting candidates through employee referrals is widely acknowledged as the most effective method to find talent through trusted contacts. Making recruiting efforts efficient and seamless by leveraging social connections and through mobile applications helps companies find better quality candidates and continue to build the pipeline for future talent,” said Thomas Kurian, Executive Vice President, Oracle Development. “By adding SelectMinds to Oracle’s Talent Management Cloud, Oracle can help customers with a complete talent management solution, enabling streamlined recruiting practices, more quality referrals, faster employee on-boarding, and better performance.”
SelectMinds CEO Anne Berkowitch added, “Oracle’s proposed acquisition of SelectMinds represents a strong endorsement of SelectMinds intuitive social sourcing technology and the value customers have achieved with our solutions. We’re excited to be a part of Oracle, and look forward to combining our resources to better serve and support customers with more global scale.”
Oracle says SelectMinds products are already fully integrated with Oracle Cloud Recruiting, Perfromance Management ANd Human Capital Management solutions.
Oracle has also introduced a new mobile point-of-service extension for retailers called Oracle Retail Mobile Point-of-Service.
“Gartner research shows that retailers are extremely interested in mobile POS as a way to transform the check-out experience,” said Jeff Roster, Research Vice President, Gartner. “As one of the four transformational forces that Gartner has defined as part of its Nexus of Forces research, mobility, including mobile POS, will be a key area for experimentation and investment for retailers going forward.”
In addition to all of that, Oracle has launched its new banking platform, which the company describes as a comprehensive suite of business applications for large global banks.
TalentBin, a new service to help recruiters find suitable job candidates, is launching today and it hopes to turn the entire web into a talent-sourcing database. TalentBin is founded on the principle that, instead of putting out a notice and having candidates come to them, or sifting through social media profiles, recruiters and hiring managers should be able to search the web for the best candidates and actively recruit them. The start-up believes that the implicit resumes job candidates build on the web are more valuable than their explicit resumes.
As LinkedIn CEO Jeff Weiner pointed out in a recent speech, there are over 3 million jobs available in the U.S. With unemployment rates so high, the only possible cause for that many open jobs is that workers with the sufficient skills, training, and experience cannot be found to fill the positions. Instead of the longer-term solutions that Weiner suggests, TalentBin many be just the solution frustrated recruiters are looking for. Have a look at the company’s introduction video below, which uses a fishing metaphor to explain how it works:
The TalentBin Search Engine scours the web for career information, finding bits of information from places such as Facebook, Twitter, Google+, and Meetup. The service also takes information from industry-specific sites such as Sourceforge and Github to provide examples of candidate skills. It then aggregates all of the information and algorithmically interprets it into professional profiles for job candidates. Contact information is compiled as well, creating a searchable database of job candidates ready for recruitment.
Obviously, the service will work best for finding candidates in the software and engineering fields. In other words, precisely the type of jobs recruiters are likely having trouble finding sufficiently skilled workers for. Also, TalentBin claims more search results than LinkedIn or BranchOut, since TalentBin contains candidates who may not even be looking for jobs.
“The sphere of social media presents a rich but unstructured landscape of professionally relevant information, as opposed to common professional networking communities that are typically well structured but relatively information sparse,” said Peter Kazanjy, CEO and Co-Founder of TalentBin. “It turns out, knowledge workers are better defined and understood by what they do and where they go, far more than what they choose to publish in a single profile. We decided to harness this insight by crawling as much of the professional web as possible, deciphering the rich, but unstructured ‘professional exhaust’, and extracting the most critical information to deliver a fully comprehensive web resume.”
The TalentBin search engine is accessible as a web application or as a browser plug-in for Google Chrome, which can be seen in the picture above. The company has also created an API that will allow recruiters to implement TalentBin into their current recruitment software. The service has been in beta for a while now, allowing companies such as Intuit, Groupon, Dolby, and Yahoo! to try it out.
“TalentBin allows us to find engineers who contribute back to the developer community and who code simply because they love it, not just to fill the minimum requirements for a paycheck,” said Mark Howard, talent acquisition manager for CBS Interactive. “TalentBin helps us locate those engineers who dont want to be contacted on LinkedIn and have often hidden their profile altogether.”
I had the opportunity to speak with Kazanjy about the details of TalentBin and how the start-up hopes to be successful. Kazanjy told me that Talentbin has been backed by First Round Capital, Charles River Ventures, and SV Angel. The company hopes to become profitable by using a “freemium” model, where the basic search engine is free, but greater, more useful access is charged for.
“While a base level of access to TalentBin’s talent search engine is free, TalentBin charges recruiters and sourcers for heavier duty access to the search engine, and to use the data within their enterprise hiring systems,” said Kazanjy, who also stated that many companies are already paying for the advanced version.
Kazanjy revealed that TalentBin is not simply an aggregator of the information on social networks. “It’s less about the ‘aggregation’ and more about the ‘interpretation,’” said Kazanjy. “That is, people leave signals on these varioius social sites, and the proper algorithmic interpretation of those signals is the secret sauce here.” He stated that TalentBin will take into account what topics candidates tweet about, what article topics they link to, what types of people they follow or are friends with, and what types of questions they are answering on Quora. By weighing the intensities of these activities, TalentBin surfaces information relevant to a recruiter.
If you think the notion of being a job candidate without knowing it sounds a bit creepy, you aren’t alone. Kazanjy stated that TalentBin is very mindful of privacy issues, and only uses information that is publicly available and searchable via Google. “Ultimately, TalentBin is doing algorithmically what savvy recruiters have been doing for a long time: using Google to try to cross-reference and research top talent, in order to bring them awesome career opportunities,” said Kazanjy.
Bullhorn Reach released a new “Social Recruiting Activity Report,” finding that LinkedIn rules the roost in terms of social networks most used by employers for recruiting purposes. Not a huge surprise, given the nature of LinkedIn.
The firm measured LinkedIn, Facebook and Twitter’s frequency of usage by recruiters and their effectiveness for sourcing candidates and found that “LinkedIn is blowing away the competition in terms of job views and applications.”
“Even Twitter (Twitter!) is ahead of Facebook in these metrics,” a spokesperson for the firm tells WebProNews. “For job applications, LinkedIn is driving almost nine times more applications than Facebook and three times more than Twitter.”
Here are a few more specifics from the report:
LinkedIn adoption growing the fastest. Despite earlier adoption among recruiters, LinkedIn continues to grow at the fastest pace. The average recruiter adds 18.5 LinkedIn connections each week, compared to 3.3 Twitter followers, 1.4 Facebook friends.
LinkedIn leads job views. LinkedIn drives more views per job than Twitter and Facebook, generating three times the amount of views of Twitter and six times the amount of Facebook.
For job applications – LinkedIn gets it done. Recruiters who post jobs on social networks are likely to receive more applications from LinkedIn, with the social network driving almost nine times more applications than Facebook and three times more than Twitter.
Twitterers are more likely to apply, though. Looking at the relative number of applications per contact, a Twitter follower is almost three times more likely to apply for a job than a LinkedIn connection.
Bullhorn also put together the following infographic based on its findings:
Twitter’s new recruiting video is suffering from something of a split personality. It is both purposely cheesy, but it still shines through as being awesome; or, even better, horribly awesome. Furthermore, the social media platform is indeed hiring and this video is an actual recruiting tool.
Made by Twitter dude Ian Padgham and Jeremy Briggs, who also works for Twitter as a video producer. With that in mind, I wonder who did the filming and the post-production work? Over at the video’s YouTube page, the description reveals both the credits and the encourages those that are interested to check out Twitter’s jobs page, indicating the cheesy video is, in fact, a real recruiting video. It’s clear the video is trying to present a playful atmosphere at Twitter, one where the geek dress code is strictly enforced.
The video is a result of the #hackweek project, one where the goal was to make “the best/worst recruiting video of all time.” While it may not take the all time honors, it certainly will be among the top of the heap. They lose a couple of points for setting out on this endeavor. A true “best/worst” would happen much more naturally. That being said, the Twitter duo responsible for the video deserve kudos because what they created is both funny and effective. For those actually interested in pursuing employment with the 140-character king, you can check out the above link to the Twitter jobs page or you can check out the Join The Flock Twitter account.
In what campaign officials are calling a “tiny” ad buy, President Barack Obama is launching the first television ads of his reelection bid. The ads are a test to see if television is a good way to find volunteers for the campaign.
The ads, primarily on satellite TV stations at the moment, are an attempt to recruit by urging viewers to call a number on the screen or visit the website JoinObama.com.
First ad: Building an Organization
I need you to do me a favor – it’ll only take a minute. The 2012 campaign is underway, and the outcome will depend not on what I do, but on what YOU do. Starting right now, call the number on your screen or visit JoinObama.com to help build our campaign in your community. It’s up to you to fight for the values we all share. Don’t sit this one out. I’d love to see you out there.
Second Ad: A Movement Starts With You
It starts with one person making a decision — that things need to change, and they’re going to help change them. That person finds another person who shares their values. They go out and find a few more. And before long, neighborhoods come together. Communities organize. A movement builds. It all starts with you, making a decision to get involved — because we’ve got SO much more to do. Call the number on your screen or visit JoinObama.com to let me know you’re in.
What did you think of the ads? Let us know in the comments below.
Jobvite released an interesting report looking at employers’ use of social media in the recruiting process. The biggest takeaway, as illustrated above, is that 89% of U.S. companies will use social networks for recruiting.
That’s a lot. However, it also means that 11% aren’t even bothering to check out LinkedIn, which I find pretty interesting, given how much professional information there is on the network.
Some other key findings:
55% will increase their budgets for social recruiting; referrals, corporate career sites and direct sourcing are other top categories for increased investment.
Referrals, direct sourcing and social networks are the top rated external sources for quality candidates.
Only 16% will spend more on job boards and a third of respondents plan to spend less on job boards, third party recruiters and search firms
LinkedIn has led in recruiting usage each year and now almost all of those surveyed (87%) use the professional network, up from 78% last year.
Recruiting usage of other major networks stayed fairly steady with 55% using Facebook and 47% using Twitter.
But now, most (64%) have expanded their social recruiting programs to two or more social media channels; and 40% use all three top networks – LinkedIn, Facebook and Twitter.
77% of survey respondents expect increased competition for talent.
Nearly 2/3 of companies intend to recruit from competitors in the year ahead.
Among companies anticipating increased hiring this year, 95% now use or plan to start using social recruiting.
LinkedIn has launched new search filter features for LinkedIn Recruiter. The company has taken advanced search and refinement filters that have been available, and added them to some new places.
"To make managing large projects and pipelines easier, you’ll now be able to search and dynamically refine any list of profiles – in Projects, on the clipboard, and even within the real-time profile matches we generate with every job posting," says LinkedIn’s Prasad Gune. "For example, you can quickly filter a large pipeline by past company or refine real-time matches for job postings to show just recommended profiles in a certain location. And if you run a Talent Direct campaign on LinkedIn, you can use the same functionality to pinpoint specific candidate profiles within your results."
"One other thing you’ll notice when in Recruiter is that you can now view sets of profiles in list or table format," adds Gune. "The default setting is list format, which enables you to use refinement filters to zero in on specific candidates, but if you prefer the table view you can switch at any time."
Linkedin has a video about search and refinement filters available here.
Earlier this month, LinkedIn added one-page project management and the ability to set reminders on profiles to LinkedIn Recruiter. More on these features here.
