Seven Ways to Make LinkedIn Better

Jim Stroud - Sr. Director at Randstad SourcerightBack in 2014, I was between opportunities and interviewing with diverse companies. The two companies that held my interest the most were my beloved employer – Randstad Sourceright (Yay!) and LinkedIn. During my interviews with LinkedIn (I had several), I shared a plethora of ideas that I thought would take their platform to the next level. It was not until recently that I stumbled across my notes and revisited the suggestions I made to LinkedIn, three years ago.

As I reviewed my writings, I wondered what would have happened if LinkedIn did all I suggested back then? Would they have had more product offerings today? Would they have resisted a buyout from Microsoft because they were too big to fail? And then I thought, what if I had shared these ideas with some of their competitors? Would LinkedIn had been forced to do similar innovations to keep up or to remain dominant? Hmm… I guess I will never know and that kind of bugs me.

So, just for giggles, I thought I would share the ideas I had for LinkedIn back in 2014. I invite any and all thoughtful comments so long as you remember that these notions are circa February/March 2014. (Oh! Forgive me in advance if this seems a bit rambly; because it is.)

IDEA #1: PREDICTIVE ANALYTICS

LinkedIn already detects when someone is sprucing up their profile. What if a significant percentage of a company’s employees are updating their profile over the course of a few days or week? LinkedIn says to itself, “Hmm… looks like your company is about to layoff a bunch of people.”

So, as a service to job seekers…

A) LinkedIn looks at your work history, present employer and previous job searches then, starts suggesting jobs of interest to you.

B) LinkedIn goes further and analyzes your skills, professional interests and your LinkedIn groups; surmises that you have a lot in common with these companies and shares jobs that may be of interest to you.

C) LinkedIn looks at the companies it is pitching to you and where they recruit from and suggests that you explore opportunities there because a lot of people from your present company tend to migrate there.

Doing this helps a job seeker increase their chance of being hired quicker and gives employer leads in line with their preference. If this algorithm does not work for some (for whatever reason, maybe they do not have enough of a career to analyze?), LinkedIn suggests that they pattern their search according to trends.

IDEA #2: SUGGESTIONS BASED ON TRENDS RESEARCH

Umm… Say, for example, jobs in the healthcare industry is trending high for left-handed nurses. Your skills suggest that you might be a match for left-handed nursing jobs. However, you are not very responsive. Before you know it, LinkedIn is showing you adverts for online classes that would put you on the pathway of being a left-handed nurse or some other job that is trending hot.

To take these classes, that will make you an even more attractive candidate, you login to the online classroom with your LinkedIn profile. Once the class is completed, your scores are on a LinkedIn page. You can then link to your academic grades and have them display prominently on your LinkedIn profile. Unless you decide to opt out, LinkedIn sends a list of top scorers to companies who have paid to receive news on top students as soon as their grades post. (wink)
Musings of Man and Machine by Jim Stroud

New Book: Musings of Man and Machine: How Robots
and Automation Will Change Recruiting

IDEA #3: LINKEDIN SHOULD BUY LYNDA

LinkedIn should buy Lynda or consider buying something like it. Why? Imagine this scenario! LinkedIn partners with high schools to give students free online classes that will prepare them for future roles. High scorers are matched with a mentor for a day, to ask what it’s like to do the work they do. LinkedIn gets members now and for the future. LinkedIn trains for the future. LinkedIn sets the standard for credentials in certain markets. LinkedIn takes the professional community to a new level. And each year, LinkedIn produces a trends report based on government stats, annual articles and LinkedIn data. It becomes the most quoted HR related report in history and cited on most (if not all) leading publications. Just a thought…

IDEA #4: SENTIMENT ANALYSIS AND TARGETING

If I knew who was most likely to respond to my emails, I would reach out to them first. That being said, what if LinkedIn sent an email to passive candidates on a monthly basis and asked them if they were happy working for Company X? If a significant percentage of employees at a certain company are unhappy, Company X would get notified that they may want to boost their retention strategies. (I, then,  suggested they check out Morale.me for inspiration or possible acquisition. At least, I think I did. I should have if I did not.)

IDEA #5: HIGH VALUE TARGETING

Candidates who graduate from a certain school, location, relevant job titles and are following your company fit the profile of your typical hire. As such, they get a high “recruitment probability” score and as such, appear higher in the search results based on your company when logged into LinkedIn recruiter. This will make LinkedIn Recruiter a more desirable purchase.

IDEA #6: LINKEDIN BECOMES YOUR BUSINESS ID

LinkedIn should buy DocuSign! When someone virtually signs a document online, their signature links to their LinkedIn profile. In this way, LinkedIn becomes your online ID for your business and inseparably linked to your professional brand. Also for the sake of reputation management, let companies add comments to their blogs that are ratified by logging into LinkedIn.

IDEA #7: LINKEDIN SHOULD COMPETE WITH GARTNER

LinkedIn should produce more business intelligence reports. Like the kind of reports “Business Insider” and Gartner produces. This would cause the business world to see LinkedIn as more than a recruitment tool and expand their customer base beyond HR.

Okay, so, those were all the notes I had on the topic. What do you think? Would these ideas still work in 2017? Let me know your thoughts in the comments below and don’t forget to subscribe to my blog, if you have not already.

🙂

 

How To Search Who Your LinkedIn Network Knows

I really like this new functionality in LinkedIn! Why? I can use LinkedIn to find people who currently work for my client. Once I find them, I can ask specific employees working for my client to introduce me to specific people. Should I hire them, my client’s employee gets the referral bonus when I close the req. Truly, a win-win scenario.

What do you think of this new LinkedIn function? Let me know in the comments below.

Did you know that people are blogging on Facebook?

facebook-search-featured

“Facebook Notes” is a blogging platform on Facebook that has garnered some but, not an overwhelming bit of attention. (I mean, did you know that Facebook had blogging platform? Exactly!) Well, according to a certain article, Facebook is determined to shine some light on Facebook Notes via a few upgrades. Here is a quote:

“With Medium attracting an increasing number of brands and high-profile users eager to communicate their messages, thoughts and opinions, it seems that Facebook, too, wants a piece of the pie, and is hoping that with a more attractive interface for Notes, brands as well as regular users will get blogging inside Facebook again, giving the site’s global community another reason to stay on the site for longer and engage ever more deeply with its offerings, several of which incorporate revenue-generating ads.”

(Read more here: Facebook updates Notes in move to get you blogging again)

Since all Facebook users have access to Facebook Notes, I looked mine up and was pleasantly surprised that I had posted some content on it last year. Hmm.. As I think about it now, methinks I meant to write about Facebook notes last year and never got around to it.

(See for yourself here)

One thing I can appreciate about Facebook Notes is that Google has been indexing their posts! Check out these searches:

# Google Search http://buff.ly/1TrxPCN
# Google Search http://buff.ly/1UtvJqH
# Google Search http://buff.ly/1TGLeJK

Of course, every blog post represents a lead of some sort, either: a) the person who wrote the post or, b) people who are commenting on the post. Since Facebook Notes is not as popular as other platforms on the web, chances are one could connect with passive candidates under the radar. Just a thought…

So, what do you think of this strategy? Leave a comment below. 🙂

Jim

How To Recruit with YouTube

I presented “How To Recruit with YouTube” at the 2016 National Association of Healthcare Recruiters Image Conference in Las Vegas. Good times!
These are (most of) the slides I used during my presentation.

Here is a brief description of what the NAHCR audience received during my presentation:

As the economy continues to recover and organizations are actively hiring, how do you attract star performers who are actively seeking their next opportunity? Are you using YouTube and sites like it to maintain your edge? If not, this presentation is an event you cannot miss. Join industry expert, Jim Stroud, to gain real-world insight into seven compelling reasons why you should be using video in your overall recruiting strategy.

Attendees will learn:

# No-cost strategic practices that will give you a significant advantage over your competition

# How to leverage YouTube for competitive intelligence

#Case studies of major brands using YouTube in their recruiting efforts

#Search strings and lesser known resources for finding passive candidates on YouTube

# Evaluation of tools that will promote your company brand on YouTube and optimize your video for better search engine results

 

5 Reasons Why Microsoft Bought LinkedIn

Microsoft bought LinkedIn for $26,000.000.00 but, why? Jim Stroud shares 5 reasons why he thinks Microsoft bought LinkedIn and how it will affect the recruitment industry. Plus, ways Microsoft could leverage the acquisition to recruit passive talent.

Do you like my t-shirt? Click here to learn more about Social Talent and their self-directed micro-learning for recruiters.

Links related to this episode can be found here.

Music courtesy of BenSound.com.

How you can #recruit MORE Placeable Candidates Using the Power of Video – http://bit.ly/1RqsZss