Hello Talent Saves You From Lost LinkedIn Features

Hello Talent Saves You From Lost LinkedIn Features

LinkedIn Taketh & LinkedIn Taketh Away

As 2016 draws to a close and most are feeling festive and generous, LinkedIn is again taking features away.

It seems I am not the only one irritated about it as my rant post, Recruiters, would you accept this from any other service provider?, has kept me busy answering comments.

What I have found so incredible is that LinkedIn’s marketing machine is so powerful that recruiters truly feel that there isn’t an alternative. Though never my actual point, I was shot down for suggesting recruiters look at Facebook (now 4 times the size of LinkedIn), Instagram, Twitter, or any of the plethora of other online sources.


Removal of notes & tags

So while we wait for the changes to be rolled out and discover what is or isn’t to be removed let me address one we do know is going, LinkedIn notes & tags.

For years, as a paying Premium LinkedIn account holder, I have enjoyed using the notes and tags features, but these are going because, you guessed it,

We’re always looking for ways to simplify and improve your experience, helping you be more productive and successful. This sometimes means removing features that aren’t heavily used to invest in others that offer greater value to you. We’re removing the Relationship Section of your profile, which allowed you to add Reminders, Notes and Tags to your connections.


Recruiting on LinkedIn without upgrading


But thankfully there is Hello Talent

Many have heard me rave on about Hello Talent because it’s not network dependent, it’s its own product. They won’t be removing useful features to improve your experience. In fact, it’s jam packed with features recruiters will love.

Well I think you will…



Want to know more about Hello Talent?

Have a look here at Hello Talent’s free and premium accounts.

I know there are others but I’ve always felt the team at Hello Talent listened and built something we need, usefully sitting between social media and our ATS / database, and creating ease. Maybe I am biased 🙂


What do you think?


Your Easiest Talent Attraction Tool: Employee Engagement

Your Easiest Talent Attraction Tool: Employee Engagement

Employee engagement, a talent attraction tool? Of course!

Two (more) things I love about technology:

  1. People can see how many job opportunities are out there, and
  2. it opens the door to your company so you have to look after your people!  

Employee engagement didn’t matter when I started working. Such a change to the working world in such a short period of time so different from when I began my career, which is a really good thing. A really good thing.

But if companies have improved their employee engagement, why aren’t they using those employees to shout it from the rooftops?

I know we talk about employer branding and EVP, which is usually controlled by marketing or HR… but shouldn’t it be, as Craig Fisher calls it, employee branding?

Here’s a little idea from CA Technologies, that you could easily implement too:



Does letting your employees loose fill you with fear?

I was chatting with Katrina Kibben at Recruiting Daily and she reminded me that not that long ago Facebook was banned. Taboo. A no-go site for employees…. and now Facebook is stepping (further) into recruitment, are employers ready?

It does surprise me that employers still have fear or confusion around social media, whether in regards to employees using it at all or just in relation to using it for recruitment. But, in this new age of transparency, it’s now a must use and, more importantly, a must use properly.

If you don’t know where to start or could be doing better ask me; schedule a call here or drop me a line.



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Awkward Facebook Friend Requests

The Simple Solution To Awkward Facebook Friend Requests

The dilemma of awkward Facebook friend requests!

Do you accept? What if you don’t? They’re a colleague or a client and it’s my personal space. What do you do?

Maybe I am just in a social recruiting bubble but I truly think that more and more people are conducting business on Facebook. No longer is it a business-to-consumer stronghold or a personal space. It’s a wonderful blend.

And with LinkedIn announcing the removal of even more useful features and with Facebook announcing a jobs tab for company pages, this trend is only going to increase.

Let me be clear, you don’t need to add people as friends on Facebook to use it very effectively for recruitment [click here to learn more] and adding strangers could lead to being blocked, so beware.

But I am talking about the ones you receive, thankfully there is a simple solution when to those awkward Facebook friend requests:



Could this work for you?

What’s your favourite way to deal with them? Would love to see your comments below.


Learn how to recruit on Facebook right now in The Academy or join us in February at The Searchologist School ; come along in person or join us online, find out more right here. Be ready for recruiting in a transparent world, check out the classes.


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Candidate Response rates

Is This The Easiest Way To Improve Candidate Response Rates?

Is that a picture of a phone?

Confused as to why a social recruiting expert, who can teach you how to dig into social media to find conversation starters that dramatically improve candidate response rates, is sharing a picture of a mobile phone?

Because calling a candidate will give you the fastest response rate, and you want that right?

How often does your phone ring in a day? Less often than it used to? In a candidate driven market it makes sense to call people because you’ll immediately stand out from those who only message.

Are you more inclined to answer when it shows a mobile number, thinking it’s personal?

Well here’s a trick for you:



The apps mentioned are TrueCaller and OnOffApp, you don’t want to end up on the former and the latter could be very helpful. Since creating my video I’ve received this from OnOff

Regarding the US numbers, it is indeed true we have been a bit delayed on that front and have no update to the ETA of ‘a few weeks’ Rest assured it is one of, if not the top priority right now. Johnny

Of course, there are many alternatives to calling cells using data but I liked the idea of being able to have a readily identifiable local number. Let me know your favourite, below in the comments.


How do you feel about using the phone to improve candidate response rates?

How confident are you calling candidates?


On the 8th December at The Searchologist School, we’ll be discussing candidate engagement and why it’s become a problem. You’ll discover how to use free tools to uncover conversation starters and you’ll know how to use them to create messages and phone calls that get a response. You’ll leave with techniques that are simple to use and time-efficient! Guest speaker, Chris Le’cand-Harwood, will open your eyes to chatbots and their use in hiring.

Join in person or online, right here.


The Searchologist School



Textio Helps You Improve Gender Diversity In A Snap

Textio Helps You Improve Gender Diversity In A Snap

Diversity is such a hot recruitment topic & pain point

It’s also a broad topic, covering ethnicity, gender, age, national origin, disability, sexual orientation, education, and religion. And then there are our diverse perspectives, work experiences, life styles and cultures. So today I am helping you tackle just one, gender diversity.

Gender diversity, which is what Textio claims to help with, seems to swing both ways, too many men in some occupations, too many women in others.

And who knew that simply swapping out a few words in our job posts could have such an impact.

I knew that we women will only apply to a job when we feel sure we can do everything asked for and that men are far more likely to apply even if they know they can only do a few of the requirements, but the following experiment surprised me… Have a look at the new & improved Textio:



Quick Wins

At Oracle’s Social Sourcing event, we also discussed other things that you could do with such ease to encourage diverse applications. For example, adding a photo of one of your female engineers into your advertisement or making it really powerful with a short video.

…and write about it, share it, demystify it. This is powerful:



Diversity & Facebook Recruiting

On the 9th February, The Searchologist School will be covering this topic in more depth. You’ll receive a lesson in using Facebook for sourcing and specifically how to use it to diversify your applications. Then fabulous guest speaker, Nikki Hayford, founder of Unik Seek, will open your mind to hiring differently. This is a must hear talk and Q&A.

Discover More




To see the other key takeaways I shared at the event, check out Chris Withey’s post, Engage the power of Social Sourcing in your Talent Acquisition.


The Searchologist School



Still Baffled By Hashtags? Master Them Here

Still Baffled By Hashtags? Master Them Here

Those pesky #s, otherwise known as Hashtags, definitely cause confusion.

It’s not surprising, most people associate hashtags with Twitter and if you haven’t got your head around tweeting, hashtags would seem confusing. Thankfully they’re not.

It’s very simple, adding # before the word makes it a clickable link and it groups terms together. So using #recruitment would help anyone searching for #recruitment find your post and it also allows you to find all of the posts containing #recruitment.

Using the right hashtag is important, so I’ve explained how to use them here, and also taken a look at Ritetag, which could prove to be a handy tool.



Hashtag Hacks

So now you know the basics, grab this free guide to hear a few of my favourite ideas for using hashtags for sourcing. Be sure to zoom in for the hidden gem I’ve added to one of the photos.


And don’t forget, hashtags are valuable on many more sites than Twitter, including Facebook, Instagram, Pinterest, YouTube and more. Please avoid using them on LinkedIn. Unfortunately you cannot search for hashtags, (or for any organic updates for that matter) on LinkedIn so they’re pointless.


Do hashtags make more sense now? Let me know below.


The Searchologist School



Recap Will Give Recruiters An Edge

Recap Will Give Recruiters An Edge

Chrome extension Recap will save you time & give you the upper hand

Chrome extensions are only valuable to you as a recruiter if you know how to use them to give yourself the edge.

There are hundreds of them and they make uncovering social profiles and contact details child’s play. And that’s the problem, used incorrectly they create even more recruiter spam.

So I can be a little, shall we say, skeptical when approached to try out a shiny Chrome extension.

But what Danny Miller said sounded promising…

 Recap.work is a chrome extension that summarises LinkedIn profiles. When you visit a profile, it’ll tell you things like the estimated salary the person makes, the average rating from Glassdoor at the company they are currently at, top keywords, estimated satisfaction of their current position (based on analysis of their work history patterns) and so on.

…and because he has been receptive to feedback, I gave it a whirl.



Salary Insight

As I mentioned, Recap is a work in progress but handy right? You could certainly use the easy visibility of Glassdoor reviews in conversation (and don’t forget to see whether there are reviews on other sites, like Indeed)

And while Danny is working it, grab my free salary insight tool guide.


What do you think, could this extension help you?


The Searchologist School