Before I give you my non-paid sales pitch about Linkedin and how to use Linkedin. Let me explain the background information needed to understand sites like Linkedin, Facebook & Twitter First thing you want to know is that all social networking sites are part of the Web 2.0 evolution of online applications
Enough of my laziness .. so back to committing on my blog.
Linkedin are constantly adding more and more features to make search ever easier and Monster are launching the teeth gnashing Power Resume Search. Then of course we have the CV parsing technologies being added to the ATS's and before we know it, the recruiter has as many places to search as they do post. And what about the poor job seeker? What about giving them a Power Job Search? But are we missing the point. Surely half the reason for search is that recruiters have way too many CV's that are irrelevant but they can't get to the good ones that easily. Maybe if something was created for the job seeker it would help them find the right job and stop them just blasting out as many CV's as possible? Maybe not... So is the next step for Linkedin to add more and more CRM type functionality? Do we end up with the ATS being all about "post screen" and being more about shortlist to hire? Or is the ATS going to become less complex and focus purely on processing and reports? Lots of mashing and crossover of functionality in the recruitment process. Imagine trying to track all of this - makes that ROI dream even more dream like.
Another great add on from Linkedin but what are they becoming? A CRM tool? A SaaS CV database? An ATS? Will you need your own talent pool anymore? Will you have a choice? Maybe an API a la Twitter and do a "real" search direct from your ATS. The mind boggles..... Have a look at their blog for a few more details: http://talent.linkedin.com/blog/index.php/2009/11/announcing-linkedin-recruiter-for-agency-and-executive-search-recruiters/
Social media takes too much time and recruiters, particularly those that are HR Pro's first and recruitment is "just another job", just don't have the time to waste on social media. They need to spend their valuable time speaking with their favourite recruitment or advertising agency. Of course not every corporate recruiter falls into this camp; indeed I have met some very good recruiters over my years and continue to do so through my workshops. But, one of the common questions about social recruiting is time. How long does it take? Do I need to be on there every day? Will I really need to converse with every follower, fan and friend
If you have yet to put any real effort into your Direct Recruiting Strategy in my view, time is running out! With signs of life in the economy once again, and adverts for Christmas already being added (for example) to e-mail footers, I reckon that Christmas will be better than most business leaders will publicly state, and consumer spending will just keep on rolling throughout January and beyond. The knock-on effect will be that businesses will need to re-focus their direct resourcing efforts to ensure they recruit direct instead of relying just on recruitment agencies. Or, if they choose to go down the agency route (nothing actually wrong with this) they need to ensure they compensate their agencies well as they will have plenty of business to choose from. For details on how to develop your own DIRECT RECRUITING SKILLS take a look at our current Social Recruiting Workshop and Google Adwords for Recruiting Workshop .
With both Facebook and Linkedin after your recruiting budget should you be trying out their ad packages? Well, before you decide I've set-up trials with both to see how well they work and how easy they are to track. Facebook They offer a CPC and CPM pricing model in one format albeit text and image. It is very easy to set-up and the targeting looks pretty good. Linkedin They offer the same as Facebook PLUS the option of job ads although both are in US $ only! Again nice set-up process and targeting. For advertisers wanting to spend more than $25,000 there are additional options
Guest blog by Kim Benedict, Director, Sales and Operations (and LinkedIn guru!) here at Head2Head Editor’s note: