Tag Archives: LinkedIn

LindedIn Talent Connect 2013 – Summary of Day 1

IMG_0006If I had to summarize the key themes here at this year’s LinkedIn Talent Connect Conference, it would be the following:  professional networking is the trend, employer and talent brand are the differentiator, big data and talent analytics is critical and mobile recruiting is next.

Talent Market Strategist.  Recruiters need to make a mindset change from strategic sourcing to talent market strategist.  LinkedIn data analytics gives recruiters insight into the candidate connections and relationships that recruiters can tap into.  In the session on leveraging linkedin recruiter, jobs & talent pool data, presenters showed how they can tap map internal employees with their external network.  By simply uploading your internal employee name and email LinkedIn will match the internal information to their profile and help you identify their external relationship and thus, allowing you to further identify targeted talent pool.

Targeted Leads.  Most everyone is familar with the talent funnel, the new funnel will show strategic recruiters spending more time with generate and qualifying leads.  The old model is simply castin a wide net and sourcing candidates.  The targeted leads will lead to better candidate and higher rate of offer accepts.

Mobile.  Generateing mobile relevenat content is the next big step in gaining engagment with candiates. On mobile, less is more.  Currating content helps candidates gain


What 1 thing you can do? At minimum, leverage all that is avaialble from LinkedIn to become that talent advisor.  In the session on Partnering Hiring Managers, the speakers suggested that when going into the hiring brief, go in with some prepared data.  You will win instant credibiliyt and will be seen as an advisor; otherwise, if u go in with a blank paper, you are an order taker.


Wednesday will be the keynote speakers.  Stay tuned for more updates.

The Talent Connect 2013 App is located here with presentations files.

And a few pictures from today: 

LinkedIn Recruiter Workshop – China is 3 Years Behind US

LinkedIn Recruiter WorkshopLinkedIn held a recruiter training workshop earlier in the week in Beijing and Shanghai.  They started off with the easy stuff – doing a basic search.  Then they got into a bit more complex search parameters such as using Boolean search.  Alright, maybe this isn’t so tough but, using the right search string can yield better results.

Other capabilities is doing skills search to map out common job description by peer industry companies.  Following the approach of identifying peer companies it is quite easy to do market mapping and gather other market intelligence.

All this takes a bit of practice and some trial and error.

While I noticed that LinkedIn Recruiter platform use in the US is bread and butter for US recruiters.  However, China-based recruiters have not adapted to LinkedIn Recruiter as quickly.  Hence, the training this week.  LinkedIn need to get their recruiter base up to speed quickly or risk its recruiter base using other local platforms.

Dan Shapero, Vice President & Global Head of Talent Solutions, visiting China this week, said China is about 3 years behind the US recruiter utilisation and capability.  He also hosted a dinner for a few clients.  LinkedIn indicated that we can expect to see more LinkedIn executives visiting China in the near future.  China is a huge market for them and can’t be ignored in growing their membership base.  Let’s see what LinkedIn has up its sleeves.

LinkedIn Dinner



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Year-End Wrap-Up – My Most Popular Posts 2012

The year 2012 is coming to an end.  Below is a list of my most popular posts for this year.

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Blogposts in 2012

I’ve listed those with 100 or more visits during this year.

  • Recruiting Practices in Vietnam – 215 pageviews
    • While I wrote the piece on Vietnam 4 years ago it still garners a strong readership.  As some of the resources listed may be outdated I probably should refresh this post with the most current practices.
  • Managing Workplace Diversity – 199 pageviews
    • The topic of diversity may not have the same emphasis as it does in the US.  Probably except for Singapore, the rest of Asia has a fairly homogeneous society.  However, topics of generational differences is becoming critical in managing employees.
  • Where are the Social Media Recruitment Asia surveys? – 197 pageviews
    • Use of social media for human resources recruitment continues to be a hot topic in Asia.  Social recruiting has taken center stage in the US but it is only beginning to take hold in Asia.  I suppose there are still many recruitment leaders trying to figure out how to make social tools a more widely used platform in the Asia Pacific region.
  • Recruiting Trends in Asia for 2011 – 135 pageviews
    • I wonder if those trend predictions came true?
  • Employee Engagement – A Perspective from China – 130 pageviews
    • China continues to be a hot and mission critical market for those doing business in the country.  Recruiting qualified staff is extremely difficult.  Once hired, employee development, engagement and retention is equally difficult but an absolute necessity.
  • Overview of HR Shared Services – Part 2 of 2 – 122 pageviews
    • Improving HR efficiencies while reducing administrative burdens allows HR to focus on more business partnership and strategy relationships.  Except for the few large enterprises getting to a regional and global standardized practices is still an on-going project for most HR organizations.
SlideShare in 2012

I also keep my workshop presentations on Slideshare.  Here are the Top 5 all time most viewed presentations.

Topics for 2013?
What are HR topics you would like to see more of on this blog for 2013?  Write in your suggestions below and I’ll see what I can do…  Thanks for visiting my blog!
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Hong Kong HR Magazine Article – Social Media for Recruitment

This is my first time writing a feature article for a magazine.  When the magazine editor first approached me I was excited but yet feeling a sense of trepidation as I have never written for a magazine before.  The only previous writing I have done is for this blog postings and am definitely not a professional writer.  I gave it a go.

The writing process took me several weeks but, it was not as difficult as I initially thought.


  • Social media recruiting is a topic I was familiar with.  I wrote several blog posts related to social media use in Human Resources and recruiting.
  • I already had some of the statistics needed.  I was able to reuse data from my previous HR seminars.
  • Doing additional research was not too difficult.  Although trying to find information for the Hong Kong market was limited.  There were more information for China and Singapore.
  • The magazine editor was very helpful in helping me with ideas, questions and edits.
Areas of Focus:
  • It was definitely the writing part… how to make the information interesting and relevant to the reader.
  • Minding the length of the article at 1500 words.  As this was a big topic to cover so writing for length was an issue.  However, keeping focus on the most salient points was important.Rewriting several drafts of the article felt a bit arduous but necessary to clarify my ideas
  • Deadlines.  I had to meet revision due dates to the editor.  I had a day job and business travels during the period.  I definitely felt the pressure to focus and meet the editor’s due date for various drafts.
Finally, here is the article on social media recruitment for the Hong Kong Institute of Human Resources Management’s Human Resources Magazine – November 2012 edition.
Click to download the article in PDF
Social Media for Recruitment

Where are the Social Media Recruitment Asia surveys?


It’s a difficult task trying to find survey findings that reports on social media recruitment use in Asia.  After scouring both academic research and internet search the findings have been scant.  There aren’t much info out there.  Here are a few I was able to find:

Overall social media use:

  • Even though it is blocked in China, Twitter has the highest number of twitter accounts, more than the US.  (see The Next Web and Financial Timesreport for a discussion on the data.)
  • Singaporeans spent the most time on Facebook according to Experian Hitwise survey, spending 38 minutes 46 seconds per session.  This outpaces the US with 20 minutes 46 seconds.
  • LinkedIn user demographics by country are listed on their corporate PR page.
    • 30m+ members in Asia and the Pacific as of June 30, 2012
    • 2m+ membership in China
Social media recruitment:
  • According to a Robert Half survey released in July, 2012 Hong Kong HR managers doubt the effectiveness of social media use for recruitment.
    • Less than a quarter (24%) of the respondents in Hong Kong think that social media platforms such as Facebook and LinkedIn are effective in hiring, compared to 64% in China, 56% in Singapore, and 30% in Japan
    • 18% use it to communicate with candidates; and 12% check online profiles for behavior and suitability
  • Maximum is a recruitment advertising and branding firm in China.  They released a 2011 Social Media recruitment report with an infographic here.
    • 51% of the survey participants have been using Social Networking Sites (SNS) for employer branding and recruitment in 2010
    • Qzone appears to be the largest online SNS in China, Renren and micro-blog platform Sina Weibo are in fact the most utilized SNS for employer branding and recruitment purposes at the moment
    • Majority of HR-professionals see social networks as the most important channel to invest in for employer branding and recruitment in the near future, whereas print media and mobile marketing are being considered as the least important channels to invest in
  • In this Wall Street Journal article, the reporters writes on how 3 companies are using social media effectively in recruiting
    • Deloitte has created a corporate recruiting page on Sina Weibo while giving a virtual office tour (with an airplane boarding pass)
    • Lenovo has experimented with the use of micro-resumes of 140 Chinese characters and has made hires as a result
    • Marriott is expanding in China with hotel expansion of 1 hotel opening per day.  They have turned to Weibo for an online video contest within its hotel chain to generate publicity and received over 1,000 resumes. See Jessica Lee’s blog for the detail of this video campaign
  • In a more recent survey of social media use in Asia, Alexander Mann Solutions and The Chapman Consulting Group, released their social media recruitment report (infographic).
    • Australian recruiters are the top users (100%) of social media for recruiting.  Singapore recruiters follows with 89% for recruiting, followed by Hong Kong with 64%
    • Hong Kong and Singapore recruiters use the social media sites to screen candidate in roughly 20% of the time
    • China recruiters are the least likely to use social media with about one-third using it to post jobs
    • However, over 90% of the respondents indicated they are likely to increase and expand the use of social media in their recruitment efforts
China Recruiter Reactions:
Alexander Mann Solutions and The Chapman Consulting Group went on a roadshow sharing their social media recruitment survey report.  I attended their session in Shanghai this past week with roughly 30 other China recruitment directors attending.  I’ll summarize key discussion points below:
#1) Barriers
  • Time and resources were the great barriers to using social media according to the group
  • Lack of expertise on using social media tools.  Recruiters are not marketing or social media experts and do not know how to leverage social media platforms to the fullest extent
  • Corporate management support. Getting company management to understand the value and benefits of social media and thus, securing funding has been problematic
#2) Who is using social media?
  • Just 2 of the recruitment directors were using a social media platform specifically, Sina Weibo for campus recruiting
  • Perhaps the social media medium matches best with university students and they are the most prevalent users.  There must be a tipping point where it spills into experienced-hires, according to Matt Chapman of The Chapman Consulting Group, organiser of the networking session
#3) The future of social media
  • Martin Cerullo of Alexander Mann Solutions touched on the future of social media and the direction is going towards mobile. He cited that 77% of the social media traffic is through a mobile device.
  • Social media campaign and services need to be developed with multiple computing platforms in mind:  desktop, tablet and mobile phone
#4) Pulling it all together
  • Recruiters lamented that there are many different social media sites that it is becoming very complex to manage the applicant pool
  • The audience asked if there are current tools that takes advantage of the social recruiting and integrate with existing applicant tracking systems
This is what I was able to pull together on social media recruitment statistics in Asia.  There are probably more other there.  Please comment below with other resources you are able to find.
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