Using LinkedIn & Co for recruiting: the social recruiting revolution in companies

The big career networks in the Internet have already made it: they are revolutionizing the recruitment market. In the economically relevant sectors and functional areas, almost every employee or job seeker is registered with one of the major portals.

26 billion dollars for the careers network LinkedIn

The Global IT-Giants know about them Significance of the networks and the power that emanates from them. For example, Microsoft acquired LinkedIn for over $26 billion. A company with an annual loss of around US$ 165 million at the time. For the almost 100 million members of LinkedIn, pro Head Paid around US$260.

What is the potential behind the job networks for Microsoft, for example? What effects do the "Revolution” for the recruitment market? The answers to these Ask make for Candidate very clearwhy the skillful self-presentation in your own profile on job networks is of the utmost importance for the application process.

User data is the digital gold

The books on the subject (advertising)

In addition to Microsoft, the SAP competitor Salesforce and allegedly Google and Fac were also interestedebook for LinkedIn - why? Everything revolves around user data, especially with regard to the interests of business customers.

The Objective The new Microsoft LinkedIn unit is to sharpen user profiles by integrating information from contact networks, industry and job profiles. In principle, every company needs this for digital recruitment Welt – a gigantic market. Incidentally, LinkedIn users could soon see more individualized advertising for Microsoft products.

Benefits for recruiting

What makes job networks so valuable when it comes to recruitment? While "analogue" attempts by employees to poach employees were frowned upon in the past, LinkedIn now allows companies to send targeted messages individually via digital addressing Employees poach.

What at first glance looks like old wine in new bottles simply works better: Unpleasant situations and disruptions arise Workplace avoided due to the more discreet approach. The professional, unobtrusive Appear of the advertiser Company provides a better basis for the employee to actually choose the new employer.

Transparency creates security in the search for personnel

Discounts for your success (advertising)!

In the more dynamic job market, applicants can switch faster, the offers flutter - digital - faster into the house. It is therefore all the more important for HR decision makers to consider all available information about potential employees in the search for the right candidate. The job history is used as an indication of career development and length of employment; in some cases even the branch of contacts is illuminated to predict the successful integration of the candidate in the company and thus a longer residence time.

The transparency of the applicant's data allows staff managers to check how plausible the information of a candidate is: if he has a large number of contacts from a company, he is more likely to believe that he has actually done the job. In addition, the fact that the employee continues to maintain good contacts with old colleagues is a clear indication of social skills and loyalty to the employer.

Job network plays with the power

By purchasing the Onlinetraining company Lynda, LinkedIn has not only positioned itself more broadly, but also acquired another source of income. User profiles can refer to missing qualifications checked and these shortcomings are pointed out.

The only thing missing is how many users with a similar profile a certain one Further education already successfully and have become more professionally successful as a result... the user almost has a guilty conscience if he does not become active - and books the further training offers offered at the same time!

Clear path for applicants

If candidates are not present on relevant job portals, they are at best met with astonishment from HR managers, they are often used in selection processes for specialist and leading position but just not taken into account. social mediaCompetencies are assumed. A lack of presence on relevant platforms looks unprofessional - in the worst case, the impression arises that Candidate have something to hide!

Conclusion for the applicant: Who puts the price of 26 billions on the table, will also ensure that it is worthwhile. Job networks will continue to gain massively in importance. Recruiting companies are just beginning to understand the digital potentials. Candidates are well placed to place their profiles in relevant online job portals, depending on the target company / sector, and to proceed just as carefully as on the creation of classic application documents. The focus should always be on the way in which information is assessed from the point of view of a company, or how the best possible fit is achieved.

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