Average cost to hire a nonexempt employee: 8-10% of annual salaryAverage cost to hire an exempt employee: 18-20 of annual salary.Average time to fill a position: 46 daysAverage time to fill and start: 59 days
LinkedIn was officially founded in 2003. The site launched on May 5th (affectionately referred to by employees as "Cinco de LinkedIn") when the five founders invited about 350 of their most important contacts to join. At the end of the first month in operation, LinkedIn had a total of 4,500 members in the network.It took 477 days — almost a year and four months — to gain the first million members. The last million took less than 12 days.
Any member who has a confirmed a valid company email address can edit your Company Profile. Company Profiles are user content driven.
LinkedIn also offers a premium product – Custom Company Profiles – that allows you to add more features like videos about your company and positions, interactive polls, and several customization options for recruiting. These are worth considering for larger companies (they come at a price). - Mashable
$195.00 per 30-day posting or save up to $80.00 per job by using a job credit.
Resumes are read only by a few people in a company who know nothing about the candidate. On the other hand, candidates might have hundreds of LinkedIn connections, and in theory, know or have worked with all of them.It’s hard to lie publicly in front of current or former colleagues.
There are some concerns about the legality of checking social media profiles. Like many things, it isn’t so much checking the profile that’s the problem, it is what you do with some of the information you uncover in the process. For example, some profiles will give away a protected status that wasn’t apparent before (for example, a religious affiliation or national origin). This can open up liability if you reject the candidate. Social media provides a gold mine of information to use in employment lawsuits.
For employers that want to use social network sites to screen a current candidate, the safest path for the use of social network sites is to obtain consent, and only search once there has been a conditional job offer. This helps ensure that impermissible information is not considered before the employer evaluates an applicant using permissible tools, such as interviews, job-related employment tests, references from supervisors, and a background check. For sourcers and recruiters who are looking for passive candidates, however, that approach does not apply. By definition, the recruiter does not have consent, since sourcing is at the start of the hiring process.
The National Law Journal warns about the dangers of using LinkedIn to provide recommendations to current or former employees. The concern is that a terminated employee may use favorable recommendations on LinkedIn as evidence that the employer's stated reason for termination--poor performance--is merely a pretext for discrimination, retaliation, or harassment. Any communications concerning employee performance, regardless of the media, are potential evidence in a lawsuit. -Patrick Smith
Linked In For Employers
Updated March 2010<br />for Employers<br />
Survey Says . . .<br />According to a CareerBuilder.com survey . . .<br />38% indicated they had embellished their job responsibilities<br />18% admitted to lying about their skill set<br />
<ul><li>12 % indicated they had been dishonest about theirstart and end dates of employment
10% confessed to lying about an academic degree
7% said they had lied about the companies they had worked for
5% disclosed they had been untruthful about their job title</li></ul>Source: ‘Decoding Background Checks’ presentation by LinkedIn: HR Professional Development Webinar Series<br />
80%<br />A November 2009 Jobvite.com survey showed that . . . . .of survey participants are using, or plan to use, LinkedIn® as hiring tool this year.<br />With these statistics, don’t you think you should be one of them, too?<br />
Hiring is Expensive<br />A leading human capital research organization, Saratoga Institute, estimates that average companies invest $900 - $1,100 to find and evaluate a non-exempt employee, and $8,000 - $9,000 for an exempt employee.<br />
Today’s Agenda<br /> What exactly is LinkedIn®?<br />
Today’s Agenda<br /> What exactly is LinkedIn®?<br /> How to create a profile for your company.<br />
Today’s Agenda<br /> What exactly is LinkedIn®?<br /> How to create a profile for your company.<br /> Posting a job on LinkedIn®.<br />
Today’s Agenda<br /> What exactly is LinkedIn®?<br /> How to create a profile for your company.<br /> Posting a job on LinkedIn®.<br /> Using LinkedIn® to evaluate job candidates.<br />
Today’s Agenda<br /> What exactly is LinkedIn®?<br /> How to create a profile for your company.<br /> Posting a job on LinkedIn®.<br /> Using LinkedIn® to evaluate job candidates.<br /> Legalities of using social media in your hiring process.<br />
What exactly is ?<br />Founded by Reid Hoffman in May 2003<br />
With over 60 million users in 200 countries,<br />LinkedIn®is the most widely used business-networking site on the planet.<br />
As a representative of your organization, it is crucial that your own profile be FULLY complete before creating your company profile.<br />If you have not created a LinkedIn® profile for yourself, this presentation may help: http://www.slideshare.net/LaurieBoettcher<br />
Evaluating Job Candidates Using LinkedIn®.<br />“Candidates are often more honestin their LinkedIn profilesthan in the resumes they send employers,”<br />Says LinkedIn founder, Reid Hoffman at the Social Recruiting Summit.<br />
Legalities of using social media in your hiring process.<br />Laws are still catching up with social media.<br />
Lisa Barone says, <br />“35% of employers have decided notto offer a job to a candidate based on the results of a social media background check.”<br />Source: Lisa Barone“Are You Performing Social Media Background Checks?” <br />
No official law prohibits employers from searching social networking sites while conducting background checks of current employees or job applicants. However, legal experts warn employers to be aware of potential federal and state discrimination claims and invasion of privacy claims. <br />Source: Tom Ahearn “Background Checks and Social Networking Sites” <br />
There are pros and cons in using social media for background checks.<br />
Pros:<br /><ul><li>Review resume(s) for accuracy
Read how a candidate(s) talks about his/her current employer/co-workers
See how a candidate(s) represents him/herself professionally
Check if a candidate(s) is affiliated with any current employee(s)
Help determine if the candidate(s) would be a good fit
Demonstrates obvious red flags</li></li></ul><li>Cons:<br /><ul><li> Can open your company up to liability
Can learn things that you cannot use against an employee in a hiring decision (race, religion, political affiliation, etc.)</li></li></ul><li>LinkedIn®is different because it focuses on business rather than personal. <br />However, the best way to protect yourself is to obtain consent from all candidates you will review.<br />
More and more job candidates are referencing their URL addresses on their resumes.<br />Laurie Boettcher<br />Address<br />Phone • E-mail<br />www.linkedin.com/in/laurieboettcher<br />
Review job candidates’ LinkedIn® profiles to see a more complete picture of your candidates’ qualifications and character.<br />
Note: Do not give, or authorize managers/supervisors to give, recommendations on LinkedIn®.<br />A terminated employee may use favorable recommendations on LinkedIn® in a lawsuit.<br />
When/if an employee requests a LinkedIn® recommendation, state that it is company policy not to do so.<br />