LinkedIn Announces It’s Moving Its Core Talent Products Onto One Platform
August 12, 2019
The whole is greater than the sum of its parts. It’s an ancient idea that we’re putting to use by moving LinkedIn’s two core talent products — Jobs and Recruiter — onto a single platform to help talent professionals be even more productive. We’re calling this New Recruiter & Jobs.
At the same time we’re moving these products onto one platform, we’re also taking the opportunity to address core customer needs with more than 15 new features. Some of these features will help recruiters be more productive and others will provide them with smarter results through proactive candidate recommendations. With the integration of our talent products, recruiters will be able to see all of their candidates for a role — whether they’re coming from Recruiter or Jobs — in a single unified talent pool. On top of that, Recruiter and Jobs now constantly learn from each other. This means that New Recruiter & Jobs gets smarter with every click, providing you with proactive candidate recommendations that are continuously improving based on how you interact with candidates.
Here are seven of the most exciting features in New Recruiter & Jobs:
1. A unified Talent view: Manage search leads and job applicants for your role all in one place
Recruiters told us they’re often frustrated by the need to jump back and forth between Recruiter search and Jobs. We listened.
In New Recruiter & Jobs, you’ll be able to organize both search leads and job applicants for an open role within a project. Whenever you create a project, you’ll be able to run a search and post a job all within that same project. You can search for new candidates and monitor your job applicants all in the same Talent Pool view. You can also save the candidates you like to your Pipeline, where you can move them through the stages of the hiring process.
Another new feature, the slide-in profile view, makes it easier to review candidate profiles without having to open a new tab. When you click on a candidate, their profile slides in so that you can retain your place in your search results.
2. Recommended matches: Recruiter and Jobs will proactively suggest candidates who are a fit for your open role
We live in a world of increasingly intelligent products: Smart homes have lights, locks, doorbells, and window blinds that can all communicate with us. Connectivity is at the heart of this growing shift toward intelligent tools. Much like the intelligent tools you use in your home, our core hiring tools will soon be able to work harder for you by leveraging machine learning to simplify the hiring process.
Recommended matches proactively suggests relevant candidates for your open role. These suggestions will get more relevant over time based on how you interact with candidates within your project. Saving, hiding, or sending an InMail to a Recommended Match, a job applicant, or a search result within a project provides a signal to LinkedIn that helps our tools understand what kind of candidate you’re looking for. The more you interact with candidates within a project, the more our tools learn about what you like — and don’t like — allowing us to surface new Recommended Matches who are a better fit for your open role.
In the coming months, Recommended Matches will start to learn from even more signals that you provide, such as the fields you add to your search queries and the feedback hiring managers provide about candidates.
3. Closing the loop: We’ve made it easy for you to let applicants know they won’t be moving forward
Leaving applicants hanging is bad business. Virgin Media found that poor candidate experiences were costing the company as much as $5 million a year, and one survey showed that over 40% of candidates said that if they don’t hear back from a company they’ll never apply to it again.
No response is still a loud message, and it’s not the one you want to be sending.
A new feature for Jobs allows users to send rejection messages to applicants individually or in bulk with just a few clicks. This lets applicants know they are not moving forward in the hiring process. You can easily customize the messages for a more personal touch, and you can also select a “rejection reason.” Rejection reasons aren’t visible to candidates — instead they help LinkedIn understand why you’re rejecting those specific candidates so we can promote your job to more relevant people in the future.
Applicants may not embrace your decision, but they will appreciate knowing the outcome. This will make them much more likely to check in with you the next time they’re looking because you provided them with a good candidate experience.
4. Remote jobs: Post a job with a remote location to expand your applicant pool
While remote work comes with its own challenges, 72% of talent professionals surveyed by LinkedIn agreed that flexible work is one of the major trends shaping the future of recruiting and HR, according to the Global Talent Trends 2019 report. Why? Because work flexibility can boost productivity, diversity, and retention even as it cuts facility expenses.
New Recruiter & Jobs allows you to post jobs that feature the option to work remotely. You will simply click on the Location field, select “This job is remote,” and enter the city or country from which your hire will be expected to work. For example, you can post a job for a project manager who can work from anywhere in the United States. Posting your position as one that embraces remote work will open up your applicant pool to more qualified candidates by reducing geographic constraints.
5. Screening questions: Easily home in on applicants who are the best fit
You can now add screening questions to the jobs you post on LinkedIn, which helps you narrow down your list of applicants to those who best meet your qualifications.
You will be able to add screening questions on topics like years of experience in a specific function, education level, language proficiency, licenses and certifications, and even willingness to commute. You can then sort applicants based on how well they meet your baseline requirements.
6. Shared conversation history: You can now view your teammates’ entire conversations with candidates, so you’re always on the same page
Another new feature is the ability to view your teammates’ full messages with candidates right on the candidate profile. Gone are the embarrassing situations where you reach out to someone without realizing your teammate has already reached out to that same person. You can also control the visibility of your messages if you prefer to keep some of them private.
7. Go from planning to sourcing more seamlessly with a new LinkedIn Talent Insights integration
LinkedIn Talent Insights and New Recruiter & Jobs are now better integrated. You can start your search in Talent Insights to learn key information about your talent pool. Then once you’re ready to begin sourcing, you can take this search to Recruiter with one click and your search will be replicated using the same search facets.
And this fall Talent Insights customers with New Recruiter & Jobs will be able to access key talent pool data from Talent Insights within their existing Recruiter workflow.
Final thoughts: We’re excited about the upgrades coming with New Recruiter & Jobs — and think you will be too
We can’t wait for you to get your hands on all of the new features coming in 2019. New Recruiter & Jobs will help you work more efficiently and get smarter results.
You’ll be hearing from us in the weeks before you upgrade to New Recruiter & Jobs, but for now you can learn more about the enhanced experience here.
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