Keep up with the latest hiring trends!
In the news this week:
LinkedIn’s New Tool Will Show the Size of Your Talent Pool
LinkedIn’s inevitable annual product launch is upon us! Yes, the company hosted it’s yearly conference last week at it LinkedIn announced it’s working on two new tools, both being piloted by some customers now and set for release in 2015.
According to ERE.net, the first is a talent pool search. Recruiters will use it to see how many people with what experience and education are in what area.
The second will be related to fit. So Recruiter, LinkedIn’s popular tool used by talent acquisition departments, will be able to see that you’re rather fond of hiring people who went to UCLA and work at GE and Procter & Gamble. It’ll know that those folks are a good fit; or, it might know that a large percentage of your employees are connected to Joe Bloggs, and therefore she may be a good fit.
Both new launches are described here.
Facebook Pay UK Staff 9x the Average Wage
WOW! Workers in the London based Facebook office are being paid on average, £237,000 last year.
Yep, you heard me correctly! According to research firm eMarketer, Facebook employ 208 members of staff in London and last year it paid them a total of £40.8million. Workers also collect free shares in the company and in the UK alone staff received more than 1.5 million free shares – potentially £350,000 per employee.
Furthermore, employees can expect a further 2.2million shares, worth around £105million.
How Will the New ‘Terms of Service’ Update Affect Recruiters and Sourcers?
LinkedIn updated their terms of service last Thursday, and for the most part, nothing much will change for you and I. But there have been some changes made to the policy surrounding sharing candidates information, inviting candidates to connect and publishing on the platform:
Recruiters who use LinkedIn to source:
For Recruiters who use LinkedIn almost exclusively for sourcing, the impact of the updated terms of services is minimal. The most significant addition is one that limits the use of information in member profiles. In other words, the new TOS bans you from sharing or disclosing the information of others without their express consent. It’s a restriction that doesn’t apply to Talent Solutions customers, but it does to others.
A recruiter who captures information from a public profile could, technically, be found in violation of the TOS, however actually policing such a casual use is practically impossible. So, no real worries there. We reckon, the provision is just there to backstop the prohibition against the wholesale downloading or scraping of member information, as was the case with HiringSolved. LinkedIn are not about to encourage a repeat performance of that fiasco!
Recruiters who use LinkedIn to connect:
In times gone by, LinkedIn were always adamant that their members were not supposed send invites to people they don’t know i.e recruiters who use connection invitations to reach out to potential candidates. And if that seems an odd restriction to place on it’s members for an organization who openly promote connectivity and networking, well, that’s because it is. Or it would be if it was strictly interpreted.
But it isn’t; it hasn’t been; and the restatement of the invite policy doesn’t require that you have an acquaintanceship with the person before inviting them to join your network. A company spokesman explained, In plain English, that means you agree not to send spam or unwelcome connection requests and messages to members’. Including a brief note explaining the reason behind the connection request would likely make it legitimate, because (the recipient would) understand why the person wanted to connect, and realize the value of connecting professionally with that person.
Sending invites to strangers who fit a candidate profile with no other connection would likely be considered spam, the spokesman said, which could result in getting a recruiter ‚¬€ or anyone doing that ‚¬€ booted from LinkedIn. So the message is, “don’t do it!“…. but will you listen? Tell us in the comments below.
Recruiters who use LinkedIn to publish:
In a blog post, LinkedIn’s lead IP lawyer, Sara Harrington, wrote: You own your content that you post on our services. You always have, and that hasn’t changed. She highlighted some of the new and improved provisions from the updated TOS:
- We don’t have exclusive rights to your content. It’s yours, so you’re free to repost your content on other services on the terms of your choice.
- If you delete anything from our services, our rights to it will end.
- We don’t license or sell your content to third-parties (like advertisers, publishers, and websites) to show to anyone else without your express permission.
A Forbes commentator described LinkedIn’s TOS update as monumental for the industry. Another, praising the changes, said, LinkedIn is taking the first good steps for ensuring longer-term loyalty. And we most certainly agre!
The Future of HR, is “NO HR”
According to Mike Ettling, President of the HR line of business at SuccessFactors and SAP, “the future of HR is no HR“.
Speaking at SuccessConnect 2014 in Amsterdam, Ettling suggested that the people function needs to take its role seriously as an enabler and that a lot of HR departments currently define themselves by transactional back-office processes.
Agata Henschel, Head of HR Programme Management at Skrill, the online payment company, responded by saying: “That’s exactly what we follow.” Talking to HR Grapevine she says: “We wouldn’t say we make ourselves redundant, but HR needs to be business-as-usual. So, we shouldn’t talk about processes, it should just work. Every employee should know, and every manager should know, what he has to do to apply for holidays, enter objectives – whatever it is. HR is a department that drives company objectives, we are influencing the company, we are a strategic partner and so everything needs to run seamlessly.”
In response to the comments made by his peers, SAP’s Global Head of HR, Stephan Ries, said “[Ettling] isn’t questioning our function.” Ries explained his meaning by drawing comparisons to his own views about HR’s presence at the top. “The discussion about HR being in the Boardroom needs to end today. HR doesn’t need to sit in the Boardroom, if you stand they’ll listen. All of our core elements are at the table, don’t just look at what’s important from a people perspective and ‘do we have recruitment processes in place, and do we have the right advertisements and employer branding out there’ – that’s what [Ettling] is referring to.”
Ries stated that change is in the air for HR due to a number of reasons. From there now being five generations of employees at work to the fact that a third of the workforce is non-payroll. He concluded: “HR has the tendency to be too complex, the key is to run simple.”
Do you agree or disagree? Share your thoughts in the comments below.