Over the past few months, I have been watching Deloitte New Zealand build a structured (and very strategic) presence on Facebook. Today, they have released the next piece of the puzzle. Deloitte NZ will be hosting a live-streaming video/Facebook chat session for potential Graduates.
It's something different and certainly an idea that will be picked up by other graduate employers. The live and interactive event will take place 4-4.30pm on Thursday 21 January 2010 (New Zealand time) To give you greater insight into Deloitte NZ as a potential employer, we're breaking new ground. In the New Year we will be live-streaming via video on this Facebook page to your PC. This will be an opportunity to see and hear from some grads from our Consulting team. You will hear about what they do and get insights into their experiences and impressions. Better still, you will be able to type in any questions for the team. We're hoping it will be a fun, informative and interactive event. We will be providing further details closer to the date, so please stay tuned. We would love to get your thoughts of this initiative.
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Last week, I wrote a blog post about how LinkedIn has released a public API for developers to build 3rd party applications using the database. Today, I thought I would show you how easy it was to create a application utilising the LinkedIn API. I want you to forget that LinkedIn is a social networking site, and think about it as a massive information database. A database you can now use to connect your job board/recruitment system with.
So what kind of integration could we build? Earlier this year, I wrote a blog post titled Share Your LinkedIn Profile showing how JobScore had integrated with LinkedIn to allow job seekers to attach their LinkedIn profile while applying for a job.
Candidates would authorise the application to connect with their LinkedIn profile and the ATS/recruitment system would pull the remote data back to the local system. I would assume the system periodically reconnected with LinkedIn to see if the profile has changed and update accordingly.
Great! Now we have technical ability (providing the candidate has given consent and not revoked our access) to pull the remote data and automatically update our recruitment system.
I can see this integration being adopted with more job boards over time. In the future, there will be no need to upload your resume every time you apply for a job - you will store your resume on one site, and authorise the recruiter to remotely access your data at any time. A "universal resume" with a one click application process.
In the following example, I have used the LinkedIn API and PHP classes provided by LinkedPHP to connect and pull my profile data from the system.
There should be NO EXCUSE why your recruitment technology vendor is unable to integrate with LinkedIn. The interface script took around 5 hours to build and the hardest part of the process was the initial connection using oAuth.
To connect with LinkedIn, users will need to first authenticate your application using oAuth protocols.
Once the user has authorised your application, they will be redirected back to your website where you can place remote calls to access the data.
As you can see in the example below, I have nearly pulled all the allowed profile data as well as my connections details. You can also try out the online demo here or contact me for the PHP script.
UPDATE 17th July 2010: We have removed this API demo, please see our new blog posts on LinkedIn methods
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Romain (1:54am Wednesday 02 December 2009)
Hi Thomas,
You've done an amazing job with this script !!! Would you share it or do you plan to sell this ? I would be very interested to sync my linkedin profile et a resume on a blog !
Thx !
Chris H (8:04am Wednesday 02 December 2009)
Hi Thomas. All I can say is WOW. You have defiantly set the benchmark here. I agree, I use a multi job posting provider here in Australia (not going to name names) but it takes forever for them to make any improvements.
I have asked for the ability to post/pull data from LinkedIn and they quoted me from $5,000 onwards!
I can see this integration as an asset – candidate details can be updated automatically, and we can be notified of any changes to the candidates work history/connections (especially with our clients!!)/education etc.
Do you know any Australian systems that have already integrated with the LinkedIn API. Give me a bell; we want to see what else is in the marketplace.
MrTedTalentLink Cloud9 has this feature too. Just contact me on [email protected] and I will put you in touch with your nearest MrTed or reseller office around the world. We serve global employers who want to recruit locally while taking advantage of global leverage, the so-called "glocal" recruitment model, and as such have a number of global SuperBrands and not just firms who recruit only in the UK. We have just won the biggest deal in history with the Chinese Government, so we would be delighted to see if we can serve you too! [email protected]
LinkedIn is a powerful Cloud SaaS tool, and because MrTedTalentLink is Cloud SaaS too, our integration will prove to be more reliable, more feature-rich, and quicker and less expensive than other vendors systems which are not Cloud SaaS.
would you kindly be able to recommend your pick of the bunch these days for CRM systems for recruitment specifically? Needs to be able to drag details from facebook, Linkedin, etc & be able to receive & upload details (CV's, contact details etc) automatically from multiple job boards. Cheers, Jeremy
We're an Australian company building a Job Application Tracking System as part of a SaaS suite. It has been exciting trying out the LinkedIn features. Still testing it out.
Australian Job Board Statistics measuring the total unique browsers during November 2009. Data source - Nielsen NetRatings. SEEK 3.987m, CareerOne 1.535m, MyCareer 1.318m
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Making the candidate conform to your recruitment systems filename structure is stupid. Technology is used to improve the application process - not complicate it.
Earlier this week I had a call from an Employer who just implemented a new online recruitment system... "Thomas what do you think of our new recruitment system" [silence] "great isn't it".
Hello? We are nearly in 2010. This should not be happening.
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I agree - so often when clients switch to an online application service (which is absolutely a step in the right direction), they miss the opportunity to simplify the process. Why make it hard for candidates to apply? I really can't see how it would help the client to have the CV filename in a specific format - they must have a horrendous back-end system ...
If you're going online - great - and take this opportunity to streamline the process, make it easier for the candidate and yourself. Take advice from your technology vendor as they will have implemented many systems and will be in a good position to advise you on how best to 'cut the fat' as Thomas put it. If you're not sure they are giving you the best advice, find someone else!
Peter Hargraves (7:38pm Friday 11 December 2009)
I don't know what Adam's experience is in recruitment or in being involved in implementing e-recruitment systems, but my experience says exactly the opposite.
Do not follow or even ask your technology vendor for this type of recommendation - ask your most experienced recruiter.
Too often the technology advisor is mostly interested in implementing the system with as little change as possible & seeks to implement a singlrestandard version to keep costs lower.
I bet that's how most of these really awful "registration" processes get implemented. Screen after screen of required information before you are "permitted" to apply for the job. I've sat in on meetings where everyone but the recruiter ( that's me ) has said " well if they are too stupid or too lazy to fill out these 5 ( count them - 5 ) screens to register - we don't want them!
Pop ups, pop unders and ads flying onto your pages are ANNOYING. Peel Away Ads are an effective marketing tool as they are non-intrusive and catch the visitor’s eye instantly.
As you can see in the example below from IntegralHRM the ad sits in the top right corner of a site and slightly moves to get a visitors attention. Once a visitor hovers over the small ad, it smoothly opens with a "peel" back motion.
They are noticeable, yet can be ignored very easily since they take up so little space on a page. It’s fun to hover over the ad to make it peel open and close.
What are you doing to make your recruitment website stand out from the crowd?
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allan (8:55pm Thursday 07 January 2010)
Interesting… I might try some of this on my blog, too. It’s quite interesting how you sometimes stop being innovative and just go for an accepted solution without actually trying to improve it… you make a couple of good points.
A big thanks goes out to Clayton Wehner from CapitalJobs for organising RecruitTECH 2009 and uploading the video recordings. I was fortunate enough to be one of the presenters at RecruitTECH 2009 - Australian Recruitment and Technology Conference in Canberra ACT. Below is a recording of my presentation was titled "Twitter, Facebook, Recruitment & Integration".
Facebook and more recently Twitter are all the rage on the internet. But do these social networking tools have an application for recruitment? In this session, you will learn how these services can be used to recruit people for your organisation right now.
Whilst many dismiss these sites as a fad, how can we easily integrate our recruitment website or ATS into these systems to collect user data?
The recording has been split into 4 parts. You will need to watch one after the other. The slides are available for download at the bottom of this post.
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Today, LinkedIn announced that it is opening up its API for developers to build applications around the platform. LinkedIn is releasing 11 different APIs, they fall into three distinct categories. First, developers will be able to let users easily access their information, profiles, connections and messages via oAuth login.
The second functionality is to give users the ability to make actionable decisions about information, but letting them message their LinkedIn contacts, post updates, accept contacts and more. And the third piece of the puzzle is search. So developers will now be able to embed LinkedIn search in other applications.
I expect to see developers rush out and try to integrate the LinkedIn platform as fast as possible. Expect to see a number of new applications and updates for existing social networking tools such as TweetDeck.
One of the first applications built using the LinkedIn API is from he developers of TwitterJobSearch comes JobDASH, which is an Adobe AIR powered Twitter and LinkedIn client that serves as a career management tool for IT professionals. It can be used to track colleagues via LinkedIn and track industry news.
JobDASH also features real-time job listings that are posted on Twitter and cross posted from LinkedIn. You will be able to filter listings based on type of job and is with other sites including Indeed and Workhound.
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Unlike traditional applications, Adobe AIR isn’t a desktop application like Photoshop or Excel. It isn’t a web application either like Google Docs. It’s a hybrid that allows it to operate somewhere in between desktop applications and browser based applications.
Adobe AIR which stands for Adobe Integrated Runtime was released in 2008. The technology allows developers to create rich internet applications (RIA’s) that will work the same way across all operating systems (Windows, Mac, Linux, Mobile).
You may be already familiar with using Adobe AIR, applications such as TweetDeck (used to manage Twitter or Facebook accounts) are built on this platform.
As you can see with this example, IPA Personnel have used this technology to create a latest jobs application.
But should you create a desktop application? It depends on what type of demographics you are trying to attract.
Since it is just another marketing medium we are using to display jobs, potential candidates may only download it and use it once...then forget about it.
In order for the end user to use the application they will first have to download Adobe AIR onto their computers.
Candidates may be reluctant to download and install any 3rd party applications to a work computer because the application is not browser based, it can interact with the users files and data from their computer.
Adobe AIR applications need to be digitally signed, to assist the end-user in determining whether to trust the application's author. However, the certificates can be self-signed, and many users will ignore the trust warnings and run even those applications that come from untrusted sources.
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Seems a little gimmicky - and to have to download an application for just one recruitment agency - you're right who's going to do that?
A case when the old KISS principal was ignored i feel...
and check out their URLs! http://ipa.com.au/frame.php?id=5FB8D60D3C64E6ABCA2572DE000BA66C&sid=10&url=http://jobs.ipa.com.au?css=http://www.ipa.com.au/include/turbo.css
I have just finished collating statistics studying the job ad "click through destination" and "posting methods" Recruiters are using on Twitter and Facebook. I looked at 100 different Australian Recruitment Agency/Recruiters who post job ads to Twitter or Facebook.
The "click through destination" is the link - either a URL or email address, mentioned in the status update. "Posting method" is the method used to post the job ad to the social network.
45% of the job ad links on Twitter click through to SEEK, followed by 15% to the Recruiter/Employers website and ATS. 35% of the job ad links on Facebook have no URL or email address listed, followed by 20% to the Recruiter/Employers website.
68% of Recruiters manually post job ads to Facebook, where as 40% of Recruiters manually post job ads to Twitter.
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Thanks for your survey. I found it very interesting how many link throughs went to Seek rather than the originating organisation's website. I wonder whether additional employer branding and value sharing opportunities are potentially being lost?
Interesting research Thomas. I am concerned about the number of ads going straight to an ATS - as clearly these ads are failing to share detailed job information with the job seeker which cannot be an overly strategic move by the advertiser. So long as the Twitter or Facebook job ad goes to a site be a the employers, recruiters or job site that offers more information and a contact point then this makes sense. Going straight into an ATS seems pointless. I wonder what the drop out rate is when the job seeker hits the ATS?
From my perspective it would be interesting to know how many organisations (including recruiters) use the services of top tier business schools for posting job advertisements in order to find the right candidate? Such an association with MGSM opens up access to a large pool of business talent.
A service I've found puts an end point to the worsening problem that you had while on work journeys - the absence of capability to send emails from your transportable or PDA.
This is a typical problem for those that use Outlook, Outlook Express, Thunderbird, Apple Mail (or any other e-mail consumer) and must be prepared to send emails while away from home or the office. Fortunately, SMTP Custom Server have come to save with an easy-to-setup truly worldwide SMTP Protocol server which fixes the issue once and for all. An easy change of one setting in your e-mail software (to change the SMTP server to our one ) is all that's required.
The service has been endorsed by Delta Airlines' Sky mag, and is at present exploited by legions of people in over one hundred nations around the planet. I strongly recommend this service, and believe the heart-ache it saves is fantastic! It might be employed from any location in the world, eg hotels, wireless hotspots, web cafe, not only from home or the office.
Have you ever checked Facebook or any other social networking websites to see if there are any unofficial groups created about your organisation? "I used to work at", "I work at", etc
For any organisation, there is the possibility that there maybe one or many unofficial group" created by past or present employees. Users create these groups to...
Stay in touch with former colleagues
Discuss things outside work
Socialise, interact, etc
That's great - your employees are staying in touch (there will always be HR issues around this). But how can we consolidate ALL these unofficial social networking groups?
You can do this the easy way, or the HARD way. There is at least 3 different internal stakeholders who will want to get involved - Human Resources, Marketing and your Legal department.
I believe the organisation has the right, and should try taking control (or allowed to become an administrator) of the group. If you find there are a number of different groups online, you should contact each administrator, and try to close the group down/merge into a super group.
The easy way is to directly contact the administrator of the group and ask politely. If they are a current employee and you have a social media policy/procedure/guideline in place you may want to enforce this.
If not, you could try going the hard way and proceed with Legal action against the past employees. Such as use of a trademark, defamation, etc.
It’s your employer brand that you have worked so hard to build can be destroyed by social media within minutes.
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I think you've really missed the point about social media here Thomas.
If I joined a group for EX employees of Company A there is no way Id be happy to see Company A sticking its nose in wanting to take "control" of the group!
Company A taking control of a present employee group I can totally see and yes it is there 'right' as the employees are currently employed with the company.
But emailing the administrator of an EX employees group asking to take over the group? You must be joking.
Firstly the admin person is under no obligation to let you take control of the group and second all the members will probably quickly leave the group, leaving you with a very lonely group not to mention the group just setting up somewhere else.
And telling people to "proceed with Legal action against the past employees. Such as use of a trademark, defamation, etc"" You are joking right?
This will only damage the companies reputation even more.
Best to ask nicely to join the group and then act as the calm and objective employers representative when discussions "heat up" over a topic.
Remember Thomas on social media and in networking sites there is no "control" and once companies realise this everyone will be a lot happier.
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The first step is to fully understand the documentation, basic profile fields available and signup for an API key. 
Adobe AIR which stands for Adobe Integrated Runtime was released in 2008. The technology allows developers to create rich internet applications (RIA’s) that will work the same way across all operating systems (Windows, Mac, Linux, Mobile).
ist the end-user in determining whether to trust the application's author. However, the certificates can be self-signed, and many users will ignore the trust warnings and run even those applications that come from untrusted sources. 
For any organisation, there is the possibility that there maybe one or many unofficial group" created by past or present employees. Users create these groups to...
