[INFOGRAPHIC] 5 tips for optimizing your LinkedIn InMail

In this blog post, we will present 5 tips for optimizing your LinkedIn InMail. You will find out easy, but effective tricks for improving the open and response rate of your InMails.

LinkedIn-InMail-Guide-for-Recruiters-Guide-for-Recruiters-5-Ways-to-Optimize-Your-LinkedIn-InMail

Why should you improve your LinkedIn InMails?

Did you know that 87% of professionals are willing to consider a new job opportunity, even if they are not actively looking for the job at the moment?

And the perfect way to reach them is by sending them a message on LinkedIn – so called LinkedIn InMail.

InMailis the LinkedIn’s messaging feature that allows you to send messages to anyone on LinkedIn, even to people outside your network.

Potential job candidates are far more likely to respond to recruiters’ messages sent via LinkedIn than regular email.

The average response rate to LinkedIn InMail is 85%, which is 3 times higher than a response rate to a traditional email.  

This is why successful recruiters use LinkedIn InMail to find and hire the ideal job candidates.

5 tips for optimizing your LinkedIn InMail

Here are the 5 essential must-follow tips for optimizing your LinkedIn In Mail that will help you become a pro at talent scouting:

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1. Personalize

Research shows that sending a single, personalized InMail (as opposed to sending bulk messages to many candidates) will increase your response rate by 30%.

2. Connect

Don’t just sell the job – build a long term relationship with your potential candidates.

Even if they aren’t available or interested in your current job opening, they might be eager to hear about some of your future job positions.

3. Focus on candidates

You InMail should be focused on your candidates’ needs, not your own.

Make it clear how your role can help them achieve their goals (and dreams!).

4. KISS

Stick with the famous KISS rule – Keep it short & sweet.

According to LinkedIn’s research, InMails under 100 words get the highest response rates.

5. Think outside the box

Successful recruiters aren’t afraid to think outside the box.

Get creative: feel free to use humor, try something new and experiment!

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3 Tricks to Get Recruiters to Pay Attention to You

It can be hard It is hard to get a job these days.

There is an abundance of workers for a handful of jobs, and the competition is simply awful out there.

The only way to survive and get the job you want is to be different…stand out from the others.

To stand out from the others, you need to have your very own unique brand. A unique personal brand will put you in a favorable position with recruiters who may run a background check on you before calling you for an interview. It could be one of your assets.

Building a unique personal brand can be done in several ways. Follow these steps, and you’ll be called to job interviews even when you are not actively looking for a job!

Infographic Resumes

Infographic Resume Template

Unlike the traditional text-based resumes, infographic resumes tweak things up by adding the element of visual into it. What’s great about including visuals in your resume is that it increases your chances of standing out from the rest.

Like in the example above, visual resumes put the important details, like your achievements, past experiences, and skills that make you an ideal candidate for the position front and center. Its purpose is not simply to be visually appealing, but also to make it easy for the reader to review.

Plus, infographic resumes let you show off your creativity, and if you are applying for a creative job like a designer or a digital marketer, your visual resume itself could serve as an attestation of your talent.

But it may not fit all types of jobs. For example, if you are applying for a legal position, a visual resume may not be in your best interest. And if the place you are applying to won’t appreciate an infographic resume, you can include it in your LinkedIn profile.

If you are doing an infographic resume, then it is important to do it right. To do it right you need to

  • Select the correct types of charts, graphs or diagrams to represent the different types of data. For example, to represent skills you can use a column or bar chart which will allow you to convey your level of expertise in them.
  • Keep it simple, concise and easy to read. Or in other words, avoid visual clutter and complex visualizations that will require time for recruiters to understand
  • Pick a wise color scheme and not to go with a multitude of colors that would be too distracting. Stick to 1-3 colors of which you can use different tones throughout the template and a white background.
  • Have a clear narrative to your visual resume. Like with any other traditional resume, have an order to the way you present information.

An Active LinkedIn Profile

Do you know how I got my current job? Yes, it’s through LinkedIn.

LinkedIn is the largest professional network out there, and it is a great platform for professionals to highlight their skills, achievements, and expertise, and build their personal brand. And more and more recruiters use it to hunt eligible candidates today.

While many recruiters run your name by LinkedIn before calling you for an interview, it is important to maintain a professional presence within the network.

  • Have a completed profile. Don’t leave any field unfilled, especially the basic information. And keep them updated. Some of the details you need to pay extra attention to on your LinkedIn profile are the professional headline, your industry, expertise, skills, and awards.
  • LinkedIn is for professionals, therefore use a professional profile picture. And you can further reinforce your personal brand with a relevant background photo.
  • Your summary should expand on what is indicated with your headline. It should also focus on your expertise and your career experience. Make sure it is easy to read and avoid making space for meaningless jargon.
  • LinkedIn Pulse, LinkedIn’s very own publishing platform, lets you share your posts with the network. This helps increase your reach, gain more visibility and grow your influence.
  • Join LinkedIn communities that are relevant to your field. These communities are made of likeminded professionals – and who knows, your future employer might be a member. Maintain an active presence by initiating discussions or participating in them. You can also share your LinkedIn Pulse posts with the communities to increase engagement.
  • Get recommendations from people you have worked with. If there are special skills you want to be highlighted, let them know when you contact them.

Being active on LinkedIn thus can help you land your next job.

Blog/ Vlog/ Social Media Pages

You’ll be able to show off your skills further on any of the platforms above. Whether it is a personal blog, an online portfolio, a channel on YouTube or a Facebook page, remember to focus on your expertise and create something of value to your audience.

A strong online presence can make you appear as a promising candidate. And a strong online presence can come in the shape of a blog or site that gets huge traffic, or a YouTube channel that has plenty of subscribers, or a community page or an account on any social media platform with followers.

If you are expecting to integrate these platforms into your personal brand building strategy, remember to always create something that can highlight your skills and present yourself as an expert in the industry.

Some of these techniques might take time, but in the long run, they will serve you well, especially when it comes to building your personal brand and positioning yourself as an ideal candidate for the job you apply to. And it’s never too late to start or try.

 

Google Hiring Space

Google Enters the Hiring Fray

Google Hire | The HR Tech Weekly®

It looks like Google was serious about entering the jobs space.

The Google Hire website appeared this month, and while it hasn’t been officially announced, the world’s largest data aggregator could be gearing up to launch an application tracking website which could rival LinkedIn, Greenhouse and Jobvite.

While this new website seems to be still in early stages of development, you can’t help but wonder: how is this new technology going to affect the jobs and recruiting space?

It makes perfect sense that both Facebook and Google would actively seek to gain control of a larger chunk of the jobs market. These platforms are already a definitive part of many people’s daily lives, so it is not surprising that they want to play an increasingly important role in the job search process. As we know, there are enormous possibilities where there are lots of people, and Facebook and Google have their markets comfortably cornered. Why go elsewhere when you’re looking for your next position?

So: how are they going about it?

Google, with the relatively recent introduction of their Cloud Jobs API, looks set to make a big impact, as their latest algorithms and intelligent data interpretation solutions set out to bridge the gaps between employers and job seekers in an unprecedented way: carefully matching the skills, experience and personal preferences of job seekers with the title, position, description and expectations of employees advertising specific job opportunities.

The Cloud Jobs API also has the ability to define the importance and level of various skills, as well as put such skills into the right context, in relation to any particular job requirement or opening available.

This happens through the use of various proprietary ontologies, which are meant to encode insights and information about different skills and occupations, as well shedding light on how such skills interact and correlate with each other. In short? Google will gather and assess your jobs data and match you with appropriate openings. Conversely, recruiters could potentially find perfect matches with pinpoint accuracy.

Interestingly, Google Hire openings have been listed on the bebop website, the VMware enterprise application development platform Google acquired in 2015. VMware’s cofounder, Diane Green was appointed to lead Google’s cloud push efforts that same year.

For Friendships Or Job Searches?

When I look at my Facebook feed, I’ll often see my friends using their status update to ask their network for job openings.  Now, Facebook has confirmed it had begun experimenting with recruiting features: “We’re running a test for Page admins to create job postings and receive applications from candidates.” The company is also actively investing more in functionality for recruiters and employers, giving them the ability to share job opportunities that are specifically visible to an audience that matches their standards (for example, the level of education required).

From a recruiter’s standpoint, Facebook is a goldmine, because it is such a huge repository of information about people. Individuals share a wide variety of data about themselves on their social media, from their basic information to their education level, their current employment, and their personal interests. If you want to gain an exhaustive profile of a candidate, you can’t do much better than Facebook.

As Facebook is already a definitive part of our daily lives, it’s not surprising that it could play an important role in the job searching industry. But do they run the same risks as platforms such as LinkedIn, where personal information becomes more curated to attract a certain job? Will people be pumping up their own profiles, not always accurately? The beauty of Facebook’s “raw and real” data may be quickly lost once people know recruiters are able to mine their information.

As both Facebook and Google enter the space, it confirms yet again that the rate of developments in our space is blinding, and that the new year might bring a few more tricks to learn yet.

About the Author:

Megan Flamer

Megan Flamer is an organizational development specialist who is fascinated by how people find and interact with their work and each other. She writes about recruitment, HR, human behaviour, and the future of work at 1-Page.com

1-Page on Social Media:

Twitter | Facebook | LinkedIn | Google+

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The Aftermath of LinkedIn’s Acquisition

Talent Acquisition

In a world of inexpensive apps, where school children learn Google Docs rather than Microsoft Word or even 365 Office, Microsoft realizes that perhaps it’s time to expand its platform and data applications. And talent acquisition is it. In recruiting, we realized this the moment the software giant purchased LinkedIn for over $26 billion dollars, in the largest purchase the Redmond-based behemoth has ever made.

I wrote about the acquisition shortly after it happened for The HR Tech Weekly® and I, like many in the talent acquisition space, have been watching closely to see how the HUGE buy will affect the rest of the space. A lot of predictions were initially thrown around (mine included) that surmised the two companies might:

Create an integrated talent management platform. Matt Charney posited that they could platform could offer advanced analytics capabilities which go a long way in making the life of HR professionals easy. Charney suggested that Yammer, Sharepoint, LinkedIn and Excel could all make recruiting and HR analytics play very nicely together and create an end-to-end source of truth using tools that many HR and Recruiting professionals use every day.

Allow Bing and LinkedIn to take on the Indeeds of the world. Charney goes on to make one of the most insightful predictions:

“I imagine that LinkedIn will become the exclusive provider of job content for Bing and its ad network, which is a huge business (it’s the reason Monster bought HotJobs! and Indeed bought Simply Hired). LinkedIn has been trying to break into the marketing solutions and display ad business for some time, but this fast tracks those efforts by providing the ability for clients to do things like behavioral targeting, beaconing and buying inventory across multiple mediums, enhancing the potential value of buying a LinkedIn job slot and certainly guaranteeing increased visibility for job postings and better ROI and insights into ad spend efficacy.”

And he wasn’t the only one. Pretty much everyone is anticipating that the search and advertising ramifications are pretty much a given. Ginny Marvin, writing for MarketingLand, laid out some additional predictions, which included more refined targeting for B2B advertisers and more reach with the addition of the LinkedIn universe of 433 million users.

Build a professional universe. William Haskins, an analyst at Wainhouse Research LLC wrote:

“When integrated properly, the existing [LinkedIn] graph can provide a valuable profile view for meeting attendees from outside your organization.”

Microsoft outlined a vision for an Intelligent Newsfeed as a “new daily habit” in the acquisition deck — a newsfeed that will unify data “for every professional to stay connected with the happenings in their network, industry and profession.” This could allow professionals to connect with other professionals, both inside their companies and outside, increasing talent mobility and impacting an imminent contingent workforce.

Make an e-learning powerhouse. The professional universe outlined before takes on new meaning when you consider how LinkedIn’s acquisition of Lynda could impact e-learning within the enterprise. Phani Madhav had this to say:

“The video-learning platform was acquired by LinkedIn in 2015, could aid Microsoft’s efforts to increase its share in the technology-enabled learning market. With the enterprise video market likely to grow at a compound annual growth rate (CAGR) of 16.7% between 2015-20 and touch the 36.84 billion USD mark at the end of the five year period, Microsoft got the timing of the acquisition perfectly right.”

The Microsoft acquisition of LinkedIn creates a massive void in the space, particularly for social search engines.

“Those who were willing to pay $8000 or more for a seat on LinkedIn Recruiter will now have to decide if they want to re-up those contracts as Microsoft takes over (and potentially uses the data for its own purposes). Companies like Entelo, HiringSolved and Jibe will all be vying for leadership roles now that the big fish is gone. This climate will be similar to the SAP/SuccessFactors/Jobs2Web dust up that happened in 2011 in terms of deal structure and market movement.” (It is worth noting here that Entelo is uniquely poised to rocket to first place from a social search and recruiting engine perspective, having announced its own $12 million round just two weeks before the LinkedIn Announcement.)

This is my own prediction, from The HR Tech Weekly®, and so far, we’re not seeing it come true… just yet. However, there was and continues to be a flurry of investment and M&A activity within the space, with no slowdown in immediate site. It could be that the rest of the world is sitting up and taking notice that a massive player doubled down on talent acquisition technology.

Many of our predictions will need years, not weeks to come to fruition, but the aftermath in the talent acquisition markets is clear. Our own ecosystem, which tracks the movement of talent acquisition technologies through the Source, Engage and Hire stages, will see LinkedIn moved from the social network and candidate focused quadrant (where it currently sits) into some hybrid of the job board and social search engine area (where many of its predicted successors sit).

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What’s plain to me is that the aftermath of the LinkedIn acquisition for LinkedIn seems firmly rooted in talent management while the aftermath for recruiters and those who work in talent acquisition will be the rapid movement of social search engines jockeying for position to take its place.

About the Author

Brian Delle Donne Headshot for WordPressBrian Delle Donne, President of Talent Tech Labs, the only hyper-focused incubator and accelerator program focused exclusively on talent acquisition technology. Talent Tech Labs is seen as a thought leader in all aspects of the talent acquisition technology ecosystem and have extensive relations with all the emerging companies servicing this dynamic market. Today the company has additional investors but continues its tight vertical focus on the talent acquisition process; from recruitment, candidate engagement up until hiring. In addition to accelerating the startups TTL enrolls, the company has become the “go to” source of data and analysis on all the developments in the talent acquisition technology space. 


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How You Can Improve Customer Experience With Fast Data Analytics

In today’s constantly connected world, customers expect more than ever before from the companies they do business with. With the emergence of big data, businesses have been able to better meet and exceed customer expectations thanks to analytics and data science. However, the role of data in your business’ success doesn’t end with big data – now you can take your data mining and analytics to the next level to improve customer service and your business’ overall customer experience faster than you ever thought possible.

Fast data is basically the next step for analysis and application of large data sets (big data). With fast data, big data analytics can be applied to smaller data sets in real time to solve a number of problems for businesses across multiple industries. The goal of fast data analytics services is to mine raw data in real time and provide actionable information that businesses can use to improve their customer experience.

Fast data analytics allows you to
turn raw data into actionable insights instantly

Connect with Albert Mavashev
Co-author, CTO & Evangelist at jKool

Analyze Streaming Data with Ease

The Internet of Things (IoT) is growing at an incredible rate. People are using their phones and tablets to connect to their home thermostats, security systems, fitness trackers, and numerous other things to make their lives easier and more streamlined. Thanks to all of these connected devices, there is more raw data available to organizations about their customers, products, and their overall performance than ever before; and that data is constantly streaming.

With big data, you could expect to take advantage of at least some of that machine data, but there was still an expected lag in analysis and visualization to give you useable information from the raw data. Basically, fast data analytics allows you to turn raw data into actionable insights instantly.

With fast data analytics services, businesses in the finance, energy, retail, government, technology, and managed services sectors may create a more streamlined process for marketing strategies, customer service implementation, and much more. If your business has an application or sells a product that connects to mobile devices through an application, you can see almost immediate improvements in how your customers see you and interact with your business, all thanks to fast data analytics.

Consider a few real-world examples of how fast data analytics have helped companies across business sectors improve their performance.

A Financial Firm Monitors Flow of Business Transactions in Real-Time

The world of finance has always been fast-paced, and today a financial firm can have many millions of transactions each day. There’s no way to spare the time or effort to constantly search for breaks and/or delays in these transactions at every hour of the business day. However, with fast data analytics, they found that they could consistently monitor the flow of business throughout the day, including monitoring of specific flow segments, as well as complete transactions.

With the right fast data analytics service, the firm was able to come to a proactive solution in which they could monitor the production environment using their monitoring software’s automated algorithms to keep a constant eye on transaction times. The software’s algorithms determined whether transaction flows were within acceptable parameters or if something abnormal had occurred, giving the firm the ability to respond immediately to any problems or abnormalities to improve their customer experience and satisfaction.

Monitored transaction flows using jKool data analytics solution

A Large Insurance Firm Ensures Faster Claim Processing

In another case, a large health insurance provider with over three million clients was in the process of a massive expansion. As the firm expanded, though, they noticed a disturbing trend. Over the span of a single month, the average processing time for claim payments had increased by a dramatic 10%, but only for a single type of transaction. While they had the tools necessary to analyze the operating system problems, the servers’ hardware, application servers, and other areas where the problem could be originating, they were dealing with monitoring tools that were half-a-decade old.

Thanks to these outdated monitoring tools, the insurance provider had a very expensive problem on their hands, as finding the solution was taking up over 90% of their tier-three personnel’s time and energy. Not only that, but customers were actually finding the majority of their application problems before the provider’s IT support could detect them.

To immediately diagnose the problem and get ahead of it, the insurance firm deployed a fast data monitoring service that immediately diagnosed what was causing the delays in claims processing transactions. The solution was found promptly – one claim type was sitting in a queue long enough that it would time out – and that the addition of new branch locations was causing over-saturation of their architecture design. By reconfiguring their middleware, they were able to accommodate the load increase and solve the problem without taking up valuable employee time and resources.

Just a few of the benefits of deploying this service were:

⦁ A 40% decrease in the mean-time-to-repair for the software problem.
⦁ A 60% decrease in the time spent by third-tier personnel to solve the problem.
⦁ A 35% decrease in the number of open tickets at help desk.
⦁ More than 30% improvement in the average processing time for claims.

A Securities Firm Ensures Dodd-Frank Compliance

Enacted in 2010, the Dodd-Frank Wall Street Reform and Consumer Protection Act is a US federal law that was enacted to regulate the financial industry and prevent serious financial crises from occurring in the future. Securities firms and other financial institutions must ensure that they are Dodd-Frank compliant in order to stay in business and avoid the risk of serious litigation. One such securities firm implemented fast data monitoring and analysis for Dodd-Frank compliance for all of their SWAP trades.

To be Dodd-Frank compliant, firms must report all SWAP trades “as soon as technologically possible”. Within a few minutes of the execution of a trade, a real-time message and a confirmation message must be reported, as well as primary economic terms (PET). If a message is rejected for any reason, it must be resubmitted and received within minutes of execution.

Without monitoring of their reporting systems, the securities firm found that they were in danger of being found non-compliant should anything go wrong within their internal processes. Fast data analytics solution gave them the real-time monitoring they needed to stay compliant.

How Can Fast Data Analytics Help Your Business?

As you can see from these examples, fast data analytics makes it possible for businesses to quickly turn raw machine data into actionable insights by tracking transactions, identifying issues with hardware and software, and reducing customer complaints. With the ability to identify and solve these issues faster and more efficiently, fast data analytics services can significantly improve any business’ customer experience.

These processes can all be monitored in real-time, giving you access useful analytics and insights for time-sensitive activities. Fast data analytics can help you stay compliant with government and/or industry regulations, avoid preventable losses and it improve your personnel’s efficiency by pinpointing errors and problems without taking up a lot of employees’ time and energy.

How do you want to use fast data analytics to improve your customer experience? Let us know your experiences!

Connect with the authors


Connect with co-author Albert Mavashev to learn more about the world of fast data and all that it can do for you
Co-author, CTO & Evangelist at jKool | Follow on Twitter


Connect with author Ronald van Loon to learn more about the possibilities of Big Data
Co-author, Director at Adversitement

 


Source: How You Can Improve Customer Experience With Fast Data Analytics | Ronald van Loon | LinkedIn

What LinkedIn’s Buyout with Microsoft means for the Talent Acquisition Technology Ecosystem

Talent Acquisition Compass

While the rest of the world is trying to uncover the secret motive of Satya Nadella, the current CEO of Microsoft, or figure out when and how Microsoft will begin diving into the sweet, sweet pool of data LinkedIn brings to the table, the talent acquisition world has a decidedly different view on the acquisition.

Financial Times’ Jonathan Ford expresses total dismay at the reason for purchasing LinkedIn, a company whose share price was tanking, ad revenue drying up and user base shrinking for the previous couple of quarters. But indeed, he answers his own question here, and it won’t surprise recruiters (or anyone in Talent Acquisition):

“Nor can he fail to recognize the need to nurture Microsoft’s mature if still vastly profitable commercial software franchise, and how that remains the key to its fortunes. Just to give a sense of the unit’s importance, it is worth noting that in just the past two years its operating profit increased by $3.7Bn — rather more than LinkedIn’s entire turnover in 2015.”

While the numbers in that statement are staggering, it’s the underlying reasoning that’s being missed. Microsoft purchased LinkedIn precisely because it wants to nurture profitable commercial software franchising and Nadella sees talent acquisition behemoth LinkedIn as the perfect way to do that. In a world of inexpensive apps, where school children learn Google Docs rather than Microsoft Word or even 365 Office, Microsoft realizes that perhaps it’s time to expand its platform and data applications. And talent acquisition is it.

The other reason, is the data. LinkedIn has a huge swath of data that it’s been collecting for years. And this data isn’t just applicable for the users (ad revenue dollars), it’s even more valuable when it comes to work trends, recruitment patterns, and prepping the enterprise for an increasingly contingent and global workforce. Industry experts examined how the LinkedIn acquisition enhances Microsoft Office Graph, which maps relationships between people, content and interactions for Office 365. William Haskins, an analyst at Wainhouse Research LLC wrote:

“When integrated properly, the existing [LinkedIn] graph can provide a valuable profile view for meeting attendees from outside your organization.”

While critics point to Microsoft acquisition failures like Nokia and Yammer, neither one of those companies open up the ability for increased ad revenue, user interaction data or video conferencing abilities.

Meanwhile, back at the recruiting ranch, we’re looking at how this will affect the recruiting landscape. There is no shortage of people who are ready and willing to point out how Microsoft’s biggest acquisition EVER just happens to be in Talent Acquisition. Such a large purchase will surely impact recruiters personally, talent acquisition as a whole and the vendors who serve both. Here’s how:

The Microsoft acquisition of LinkedIn creates a massive void in the space, particularly for social search engines. Those who were willing to pay $8000 or more for a seat on LinkedIn Recruiter will now have to decide if they want to re-up those contracts as Microsoft takes over (and potentially uses the data for its own purposes). Companies like Entelo, HiringSolved and Jibe will all be vying for leadership roles now that the big fish is gone. This climate will be similar to the SAP/SuccessFactors/Jobs2Web dust up that happened in 2011 in terms of deal structure and market movement.

Who will be first? Those that have amassed sufficient scale already, will either find themselves being sought by acquirers who could find accretive value leveraging their profiles and user engagement. Taking out number one creates an opening for their successor. Of course, once a successor moves up to take the place of LinkedIn, then there are accompanying moves all the way down the chain.

George Laroque wrote recently about how much the middle market stands to gain from this merger. But what about the mid market vendors? If they’re not snapped up by a larger vendor in the way LinkedIn was, they could move into the void where LinkedIn once stood (so long as they are also not entirely dependent on LinkedIn data to survive). The rest? Well, they might vie for sloppy seconds, or fade away. In their place, will be the social search engines that are leaving incubators, trying to secure funding or maybe just an algorithm in a college student’s head.

Social search startups which relied on scraping LinkedIn profiles, or accessed them within the permitted use guidelines were always in peril of LinkedIn altering the access it allowed. These startups’ business models could be easily upended with any action LinkedIn might take. As LinkedIn effectively delists and begins to run inside Microsoft, absent the public equities markets’ scrutiny, we’ll have to see if they will become more or less permissive of third parties plying its data. One viable alternative, Connectifier, was getting more attention from social sites seeking profiles, that is until LinkedIn took them out. If the Microsoft integration causes LinkedIn’s attention to turn to enabling higher value synergies in the Microsoft combination, perhaps more breathing room might be afforded the social search tools that rely on available profiles.

This could also mean that talent management becomes part of Microsoft’s core function. Right now, LinkedIn is focused on putting business professionals (mostly white collar workers) to work, but Microsoft is a huge part of what those professionals use to get that work done. What falls between those two key functions is talent management. But industry experts are quick to dismiss the idea that Core HR (benefits, payroll administration) will become part of the plan, focusing instead on what Jeff Weiner himself had to say. Among the business opportunities for Microsoft, he noted, is “expanding beyond recruiting and learning and development to create value for any part of an organization involved with hiring, managing, motivating or leading employees. This human capital area is a massive business opportunity and an entirely new one for Microsoft.

The acquisition is indicative of the current importance of the talent management space. Fully one third of LinkedIn’s revenue come from Talent Solutions. This plays extremely well with Microsoft’s vision of expanding collaboration, not only within the walls of a company network but the entire professional cloud. Microsoft is uniquely positioned to capitalize on this deal’s synergies, but it augurs well for the still emerging talent acquisition/management space that Microsoft decided to double down on a talent acquisition platform like LinkedIn.

About the Author

Brian Delle Donne Headshot for WordPressBrian Delle Donne, President of Talent Tech Labs, the only hyper-focused incubator and accelerator program focused exclusively on talent acquisition technology. Talent Tech Labs is seen as a thought leader in all aspects of the talent acquisition technology ecosystem and have extensive relations with all the emerging companies servicing this dynamic market. Today the company has additional investors but continues its tight vertical focus on the talent acquisition process; from recruitment, candidate engagement up until hiring. In addition to accelerating the startups TTL enrolls, the company has become the “go to” source of data and analysis on all the developments in the talent acquisition technology space. 


If you want to share this article the reference to Brian Delle Donne and The HR Tech Weekly ® blog is obligatory.

How Strategy – Not Technology – Is the Real Driver for Digital Transformation

Business owners and executives today know the power of social media, mobile technology, cloud computing, and analytics. If you pay attention, however, you will notice that truly mature and successful digital businesses do not jump at every new technological tool or platform.

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Ronald van Loon, Director at Adversitement

While they do not sit and wait for months or years to create social media pages or to take advantage of new analytical services, they do approach every piece of technology that they use with a solid strategy. Why? Marketing, production, and brand management require concrete planning to be effective and coherent. Implementing new technology without a set strategy is a recipe for failure – or, at the very least, for ineffective use of an otherwise powerful tool.

The Importance of Digital Strategy and Vision

To make the most use out of the technologies and tools available to your business today, you must have a coherent and cohesive digital strategy. Companies that have good digital strategies are said to be “digitally mature” and are more likely to embrace the most strategic technologies as they are developed, rather than casting about, trying everything, and failing to use most of it to their advantage.

A good digital strategy is born out of a vision for the company. Savvy leaders will understand that they must first envision the form they want their business to take, the presence they want it to have online and in the physical world, and the brand tone and voice they will use to engage with customers across all media. This is the basis for a strong strategy that will carry you through software and hardware updates, new tools, social media platforms, and much more.

Technology Gives You Analytics – Strategy Shows You How to Use Them

Now, we are not saying that technology is unimportant. In fact, without data streams and analytics, you would have a much more difficult time collecting the information you need on your customers, website traffic, and the market in general. Without analytical tools like these, you would have a much harder time finding the data to make your next strategic move.

How Strategy – Not Technology – Is the Real Driver for Digital Transformation

However, you might think of your analytics and data streams as the tools to fix your car and your strategy as your mechanic’s knowledge and experience. You could have all of the tools necessary to change the struts on your wheels, replace the alternator, or do anything else to repair your car, but those tools will do nothing for you if you don’t have the knowledge and experience necessary to perform those jobs.

With a solid strategy, you’ll have a guide for how to use the tools that technology gives you. You’ll see how your business can embrace these tools and platforms, how it will change and evolve, and how to continue to use them in the future as they become a part of your business. Without strategy, you might get lucky and choose the right platform, the right analytics tools, and the right interpretations of the data in front of you…but it’s highly unlikely.

Businesses that put strategy before technology and then use that strategy to embrace and fully utilize that technology show a digital maturity that will drive them into the future and help them to maintain sustainable growth and success.

Have you implemented a digital strategy for your business? What’s changed since you’ve embraced your strategy, and what are your recommendations for strategy and data-driven technology for business owners and executives like yourself?

Let us know what you think and how you’ve used your digital strategy to set your business apart from the competition.

Read more


Source: How Strategy – Not Technology – Is the Real Driver for Digital Transformation | Ronald van Loon | LinkedIn

Tech Hiring Is Slowing Down

True or False – is tech hiring slowing down? I believe the answer is both, true and false.

There is undeniably a slowdown in VC funding in the Bay Area as of late 2015 with all the unicorns and even giants falling in valuations due to “tech corrections”. Fundraising is not as easy as it was before because the bar has been set a bit higher for startups who are raising money. I know this because we fund raised our seed fund of $1.5M in late 2015 right before things started to slow down and right now we are gearing towards another fundraising round. The money is there, and investors are investing left and right even in the Valley, but we do see a slowdown of seed money invested and more of latter rounds as indicated by CrunchBase January 2016 and MatterMark. It almost seems like as if investors suddenly got smarter with their investments (no pun intended). Good companies that performed well are still raising successfully especially with all the hundreds of millions invested just late January 2016.

How does this translate to hiring? Well, hiring is slowing down yes, but that’s mostly because open job positions that have been there for a while are now filled. Fewer jobs are being offered by seed stage companies and fewer new job positions overall, but what are we comparing this to? Is hiring now much worse than the .com boom in 2004? Is it much better than the bust in 2008? Let’s look at the data. Let’s observe Google Trends search in the US which indicates what people search for that month and year signaling level of interest for hiring and recruiting?

The answer is it’s a lot better than 2008 bust, but about the same in 2004 boom. One interesting thing we can observe from this graph is that hiring is indeed in full swing but the acceleration slowing down, and recruiting is picking up exponentially. There are three reasons simple reasons why this is happening. First, we are running out of is left of unemployed or underemployed tech talent caused by the slower economy since the last regression. The active talent pool is smaller, and the passive talent pool is getting bigger, less responsive, and hiring managers are increasingly pickier. Second, the easy jobs got filled leaving the most challenging roles open. Third, the market has become so saturated and competitive for tech talent especially in the Valley.

Comparing this January 2016 to January 2015 on Indeed, hiring is in full swing across all industries especially the +136% in transportation and +20% in IT compared to same time last year. However, looking at last quarter and month in IT sector, we can see zeroes or negative figures in growth. Anyone who took college Physics or Calculus can mathematically derive that although the quantity of hiring is very high and in full swing and yearly velocity/growth is amazing, monthly velocity is becoming negative, which means that the acceleration is slowing down, and we are near the peak of the hiring boom. We are in the early beginning of stage from points B to point C in the picture. For example, the IT industry graph validates this even to date (April 2016).

My advice for job seekers for the next few months is to act fast on any offers they get before the open jobs are gone and hiring slows down. If you are considering switching careers or change now, act fast. There is still a good window. Who knows things might pick up after a while, it’s the economy after all. One thing is for sure, when the economy goes up, it must go down eventually. Looking for a job in a recession is tough. From my personal experience, I graduated from Cal and fundraised for my previous venture during the recession in 2012, and it wasn’t easy to secure funding then. It is much easier even now after tighter VC funding. Many of my engineering friends who graduated in 2012 couldn’t find a job for more than one year. Don’t wait for that to happen.

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Ninh Tran, CMO at Hiretual.com blog imageNinh Tran, CMO at Hiretual, a Recruiting Power Tool made by Recruiters for Recruiters

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Source: Tech Hiring Is Slowing Down | Ninh Tran | LinkedIn

The 10 Writers Every Recruiter Should Follow on LinkedIn

Written by  | Originally published in LinkedIn Talent Blog

In July, LinkedIn welcomed its 1 millionth publisher on its platform, a number that has only continued to grow. Each week, approximately 130,000 posts are published on LinkedIn, to the delight of our 400+ million members.

That’s a lot of writers and a lot of articles. It also made us curious – who are the best writers on the platform that stand out from the pack? Specifically, who are the writers the recruiters should be paying attention to?

Well, after an exhausting analysis, we uncovered the top writers on LinkedIn in the “management and culture” sector, as in people who write about how to best inspire and engage talent.

So, without further ado, here is the list of writers you’ll benefit from following on LinkedIn, in descending order:

10: James Bareham: Founding Creative Partner of The Cruelty 

What he writes about: The many ways creative professionals are reinventing their careers to adjust to technology.

His must-read series: Bareham produces smart — and beautifully designed — profiles of musicians, photographers, and other artists finding a way to adapt in the digital world. Subjects include everyone from the co-founder of the British band Squeeze, to a sculptor now creating the Tesla of wine.

Piece he’s proudest of: My Career as a Photographer is Over. What a Relief.

Why he likes it: “I found it daunting to admit publicly that my 25-year career as a professional photographer was over. Writing the piece on LinkedIn committed me to that decision in the most public way possible.”

9. Gary Frisch: Founder of Swordfish Communications

What he writes about: Corporate scandals and the responses to them.

Recent controversies he analyzed: Why Volkswagen’s apology fell so flat; why the recent Starbucks’ red cup outrage was more like a Christmas gift.

Favorite post: Why Olive Garden Has Earned My Loyalty

Why he likes it: “It highlighted something positive about a popular company…and so rarely do I get to use the phrase ‘I feared the other tortellini was going to drop.'”

How he comes up with story ideas: “Easy, I follow the news media. There’s never a shortage of topics and companies crying out for some Monday-morning quarterbacking.”

8. Louis D. Lo Praeste: Global Business Consultant at Quodfatum

What he covers: “I write political and social commentary about the times we live in, the economy, and what more enlightened leadership might look like. I’m controversial at times, funny I think, and generally very blunt.”

Post he’s proudest of: An Open Letter to my Fellow Men struck a cord with a lot people because I took on sexual harassment from the male perspective.”

Morning habit: “I take a hot towel from the water I heat to make pour-over coffee and wipe the sleep from my eyes and face, read the Economist Espresso briefs, drink my coffee and write at least 1500 words. Everyday. Sometimes it’s rubbish, sometimes it’s decent. Try the towel method; it’s very refreshing.”

7. Suzy Welch: Co-Author of the Real Life MBA

What she covers: “The good, the bad, the ugly, the uncomfortable, the complicated, the crazy, and the wonderful of getting ahead…or put another way, the here’s-how-it-really-works of career management.”

Most-popular post: Three (Unprofessional) Ways to Get Ahead at Work

Her favorite interview question: “What did you do to prepare for this interview?”

Why she likes it: “It offers, I think, an ‘a-ha!’ for both parties in the interview process — the person doing the questioning, and the candidate him or herself.”

Media diet: “Diet’ suggests that there are some things I don’t read, which would be misleading. I read five newspapers (yes, those still exist) plus probably a dozen-plus news and commentary sites across the spectrum…But the main thing about my reading is I’m always paranoid there’s some platform I’m missing. And so I never stop searching for new ones.”

6. Dustin McKissen: Founder and CEO of McKissen & Company

What he covers: “I write about the intersection of our personal and professional lives.”

What that includes: He described the time he had to fire his brother; what he learned while living and sleeping in his car; and how he discovered that he couldn’t “work” his way through the emotions surrounding his mother’s death.

Post he’s proudest of: The Amazing Skillset of a Stay-at-Home Parent

Why he likes that: “It’s about my wife going back to the workforce after 12 years, and why stay-at-home parents can be an asset to any workforce.”

Jamming out: “The single most impactful thing on my style of writing is the music and lyrics of Bruce Springsteen. I’m a better writer when the headphones are plugged in and Bruce Springsteen is on.”

5. Molly Moseley: LinkUp SVP of Marketing and Agency Relations

What she covers: “I take current events and everyday topics and relate them to the common working folk, like you and me.”

Stories she tackled: Where Ellen Pao got it wrong in attempting to close the wage gap; what employers should do when an employee lies (NBC News’s Brian Williams; former NAACP Rachel Dolezal); and why the ‘Yelp for people’ app wouldn’t be of any use to HR.

Post she’s most proud of: Female Executives, Primary Parents and the Myth of Having It All

Why she likes it: “I struggle at un-plugging. I struggle at not checking my phone while at swimming lessons, soccer games, or hockey practice…With that being said, I’m the most proud of this post because it simply communicates struggles, imperfections, balance, and most importantly, supporting one another.”

4. Carson Tate: Founder of Working Simply

What she covers: Productivity strategies that can help individuals work simply and live fully, whether that means reducing sloppy emails, improving daily planning — or just making time for adult recess.

Post she’s most proud of: What Burning Out Taught Me About Prioritizing My Work

Why she likes it: “I shared a very personal moment in my own journey to find simplicity and balance. I heard from numerous readers who shared their own struggles…it was humbling and inspiring.”

Her favorite comment on a post: “As we mature, we realize that many things are important but not equally important. Prioritize based on your values. The strongest person at the negotiating table is the one who can stand up and walk away.”

3. Justin Bariso: Founder of INSIGHT

What he covers: “I write weekly on the topics of leadership, communication, and how you can find valuable business lessons…well, pretty much everywhere.”

Most-popular post: Starbucks’ CEO Sent a Remarkable Email to Employees Yesterday. Here Are 2 Takeaways

One takeaway: “If you see an opportunity, pounce on it. Think it through, but don’t overanalyze.”

What fellow list member Lynne Everatt said of Bariso: “It’s hard to write so well that you’re an easy read.”

2. Lynne Everatt: Writer at TheCheekyPost.com

What she covers: “I write about what moves me and then I let what moves me tell me how to write about it.”

A writer with range: She’s found something smart to say about everything from the $15 minimum wage; to the Greek debt crisis.

Her favorite post: Isn’t it time for McDonald’s to send in the clown?

Most interesting story of 2015: “The Volkswagen emissions scandal…because the characters seemed positively Shakespearean, with Martin Winterkorn cast as Macbeth and the board of directors as Lady Macbeth.”

Praise from another list member Olivia Barrow: “Lynne Everatt is awesome. She has an amazing voice.”

1. Brian de Haaff: CEO of Aha!

What he writes about: “Personal and company growth and the adventure of living a meaningful life.”

Some of his greatest hits: Why This CEO Will Never Hire Another Salesperson (496K views); How Smart Managers Manipulate Employees (450K views); The Worst Habits of Clueless Leaders (626K views).

Post he’s most proud of: Cancer and the Power of Work. “It was a painful article to write, but the story of my sister-in-law, Sarah Haberfeld de Haaff, and her impact needed to be told.”

Where he comes up with ideas: “I studied philosophy at U.C. Berkeley and have always thought deeply about myself and the world I live in. I find inspiration and new ideas everywhere and all the time.”

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Source: The 10 Writers Every Recruiter Should Follow on LinkedIn