Tag Archives: LinkedIn profiles

Is LinkedIn Locking Down Public Profiles or Just Having Problems?

 

Have you noticed anything different about LinkedIn recently – specifically with regard to viewing 3rd degree profiles, searching for headline phrases, searching by first and last name, and using Google and Bing to X-Ray search for public profiles?

I have, and either I am encountering some serious and hopefully temporary errors, or LinkedIn may finally making serious moves to make it very difficult to find public LinkedIn profiles for free.

Let me show you what I’ve discovered so far, and please share back any additional findings, or simply let me know that I am the only one affected. Continue reading

What is Your Talent Sourcing ROI?

Anything worth doing is worth measuring, and sourcing isn’t exempt from this.

If you want to know which method of sourcing has the highest ROI in terms of enabling a person to find more of the right people more quickly, then you’re in luck – because that’s what this post is about.

Human capital data comes in many forms – resumes, social network profiles, blogs, bios, press resleases, etc. – and I have found that a key and critical aspect of sources of human capital data that many people fail to formally recognize is the depth and completeness of the data that can yield information through review and analysis.

When it comes to leveraging information systems such as the Internet, applicant tracking systems, social networking sites, job board databases, etc. for sourcing and recruiting – the operative word is “information.”

Data is the lowest level of abstraction from which information can be derived. For data to become information, it must be interpreted and take on a meaning.

Generally, the quality and amount of information that can be gleaned from any particular source is directly linked and limited to the quality and amount of data present to be reviewed and analyzed. How useful is an information system supported by only a small amount of limited data?

In this post, I will:

  • Review the major sources of human capital data
  • Examine sourcing return on time invested
  • Explore the potential candidate’s point of view
  • Ask you to take a quick sourcing test

Ready? Continue reading