Made by Twitter dude Ian Padgham and Jeremy Briggs, who also works for Twitter as a video producer. With that in mind, I wonder who did the filming and the post-production work? Over at the video’s YouTube page, the description reveals both the credits and the encourages those that are interested to check out Twitter’s jobs page, indicating the cheesy video is, in fact, a real recruiting video. It’s clear the video is trying to present a playful atmosphere at Twitter, one where the geek dress code is strictly enforced.

The video is a result of the #hackweek project, one where the goal was to make “the best/worst recruiting video of all time.” While it may not take the all time honors, it certainly will be among the top of the heap. They lose a couple of points for setting out on this endeavor. A true “best/worst” would happen much more naturally. That being said, the Twitter duo responsible for the video deserve kudos because what they created is both funny and effective. For those actually interested in pursuing employment with the 140-character king, you can check out the above link to the Twitter jobs page or you can check out the Join The Flock Twitter account.

The ads, primarily on satellite TV stations at the moment, are an attempt to recruit by urging viewers to call a number on the screen or visit the website JoinObama.com.

First ad: Building an Organization

I need you to do me a favor – it’ll only take a minute. The 2012 campaign is underway, and the outcome will depend not on what I do, but on what YOU do. Starting right now, call the number on your screen or visit JoinObama.com to help build our campaign in your community. It’s up to you to fight for the values we all share. Don’t sit this one out. I’d love to see you out there.

Second Ad: A Movement Starts With You

It starts with one person making a decision — that things need to change, and they’re going to help change them. That person finds another person who shares their values. They go out and find a few more. And before long, neighborhoods come together. Communities organize. A movement builds. It all starts with you, making a decision to get involved — because we’ve got SO much more to do. Call the number on your screen or visit JoinObama.com to let me know you’re in.

What did you think of the ads? Let us know in the comments below.

That’s a lot. However, it also means that 11% aren’t even bothering to check out LinkedIn, which I find pretty interesting, given how much professional information there is on the network.

Some other key findings:

• 55% will increase their budgets for social recruiting; referrals, corporate career sites and direct sourcing are other top categories for increased investment.
• Referrals, direct sourcing and social networks are the top rated external sources for quality candidates.
• Only 16% will spend more on job boards and a third of respondents plan to spend less on job boards, third party recruiters and search firms
• LinkedIn has led in recruiting usage each year and now almost all of those surveyed (87%) use the professional network, up from 78% last year.
• Recruiting usage of other major networks stayed fairly steady with 55% using Facebook and 47% using Twitter.
• But now, most (64%) have expanded their social recruiting programs to two or more social media channels; and 40% use all three top networks – LinkedIn, Facebook and Twitter.
• 77% of survey respondents expect increased competition for talent.
• Nearly 2/3 of companies intend to recruit from competitors in the year ahead.
• Among companies anticipating increased hiring this year, 95% now use or plan to start using social recruiting.

You can find the whole report here.

"To make managing large projects and pipelines easier, you’ll now be able to search and dynamically refine any list of profiles – in Projects, on the clipboard, and even within the real-time profile matches we generate with every job posting," says LinkedIn’s Prasad Gune. "For example, you can quickly filter a large pipeline by past company or refine real-time matches for job postings to show just recommended profiles in a certain location. And if you run a Talent Direct campaign on LinkedIn, you can use the same functionality to pinpoint specific candidate profiles within your results."

"One other thing you’ll notice when in Recruiter is that you can now view sets of profiles in list or table format," adds Gune. "The default setting is list format, which enables you to use refinement filters to zero in on specific candidates, but if you prefer the table view you can switch at any time."

Linkedin has a video about search and refinement filters available here.

Earlier this month, LinkedIn added one-page project management and the ability to set reminders on profiles to LinkedIn Recruiter. More on these features here.

"Personal websites don’t adequately broadcast your work for discovery by industry peers and top companies and neither is it tied to your professional identity on the web," says Scott Belsky, CEO of Behance, which created the LinkedIn app. "Plus, keeping your work samples up to date on multiple websites is inefficient, resulting in portfolios becoming outdated and forgotten."

That’s where LinkedIn Creative Portfolio Display comes in. Belsky lists the following key features:

1. From one central portfolio, your work can be displayed within LinkedIn, Behance.net, AIGA, MTV, and other networks/galleries around the web.
2. The Behance Network is a free service, allowing you to host an unlimited number of multimedia projects that include still images, video reels, text, and/or audio samples.
3. Creative Portfolio Display seamlessly syncs with your free Behance.net account; Create a new portfolio project on Behance.net, and it instantly appears on LinkedIn and our other partner platforms.

This may prove to be an invaluable tool for LinkedIn users. The professional social network already plays a huge role in job hunting and recruiting, and this should aid many of those seeking candidates and employers in making important decisions.

This is going to be a big app for LinkedIn.

"We’ve offered a Candidate Match feature for a while, but now, if there are matches, you’ll get instant candidate recommendations in the job posting flow, says LinkedIn’s Prasad Gune.  "What used to take 24+ hours in a batch process now takes just seconds and integrates into your workflow. You can go straight from the posting process to reviewing and reaching out to talent recommended by our proprietary technology."

Customers who post through a job distributor or automated Job Wrapping process can edit the job in Recruiter as its posted and see the real-time profile match results.

The mini-profiles come in the form of a hover feature that appears on the Recruiter homepage and names in modules like "People who viewed this profile". Actions can be performed from within the mini-profile.

Users can also now message direct connections and group members from Recruiter without using up their available InMail balance.

LinkedIn has added over 30 enhancements to its Recruiter Platform so far this year.

The technology was developed through Monster’s acquisition of Trovix back in 2008. Monster says it utilizes intuitive, concept-based searching, with a "human-like understanding" of the recruiting process and hiring needs. It understands job titles, skills, experience level, industries, education, and the hierarchy of concepts. According to Monster, this helps it evaluate a candidate’s work experience like a recruiter would in just a fraction of the time.

"While traditional keyword search engines are limited in their ability to distinguish concepts and meanings of words and cannot address things like recent vs. dated experience, the intelligence of the 6Sense technology contextually interprets the meaning behind words and concepts rather than relying on the narrow, literal meaning of keywords," Monster says.

"The 6Sense semantic search technology is an extension of our investment in many technology innovations we’ve delivered over the past two years," said Darko Dejanovic, executive vice president, Global CIO and head of product for Monster. "We’ve continued to invest significantly in technology, product and infrastructure to completely revamp the talent and job search experience. This investment has consistently delivered significant improvements and value to our customers, saving them time and money by simplifying the process of identifying and evaluating qualified candidates, thus allowing more informed hiring decisions."

Monster’s new search technology comes at a time when a massive amount of people in the U.S. are desperate to find jobs. Monster.com gets over 40 million unique monthly visitors in the U.S. according to data from Compete.

"Hiring is fundamental to the economic recovery. Technology can play a significant role in helping businesses mitigate the burdensome costs and resources associated with bringing on the people they need," said Monster Chairman, President and CEO Sal Iannuzzi. "I hear from our customers that their businesses have jobs that they desperately need to fill and yet don’t have the resources to make that a reality. 6Sense technology changes all of this, facilitating the hiring process so that better matches are made more efficiently thereby getting people back to work more quickly."

The technology is there for employers and job seekers alike. Monster claims it provides more relevant results because seekers don’t have to type exact terms in the job title to match.

Monster says that in addition to its advances in search, it is also continuing to invest in advanced technologies such as semantic clustering algorithms and machine learning in "domain appropriate" ways.
 

Related Articles:

> Monster Establishing 19 New Recruitment Sites

> Director Steps Off Monster’s Board

> Monster Buys Affinity Labs For $61 Million Cash

This reality of the times we live in is played out all the time across social media channels. In particular, LinkedIn is the recruiters haven of social media as headhunters who collect connections like the business version of baseball cards. Collect’em all and trade with your friends who need a new VP of something or other. Hey, I’ll trade a VP of Biz Dev for two Directors of marketing!

Of course, you can’t expect something as current and pervasive as extreme unemployment to escape the grip of Twitter. The social media powerhouse is still figuring out those revenue thingys while other are using it for more and more practical purposes (that generate a penny for the company).

The newest is TwitJobSearch. We learn more from the New York Times technology blog Bits.

In the last month, 340,000 jobs have been listed on Twitter, said William Fischer, co-founder of WorkDigital, which created TwitJobSearch, a site that searches Twitter for jobs.

The latest tool that job hunters can use to find openings is called JobDeck, a new product from TwitJobSearch and TweetDeck, a desktop Twitter application.

TwitJobSearch scans Twitter for job postings by paying attention to the context in which employment-related keywords appear. For example, if a Tweet links to a story about the construction industry losing jobs, that should not show up on the list. If a Tweet says there is a job listing for an assistant to the vice president, the search engine needs to categorize it under openings for assistants, not vice presidents.

There are many early success stories in using Twitter as a job search tool and recruiting tool. JobDeck even pulls job listings from LinkedIn. This all makes sense especially of you are looking for some help with social related activities since those using the service are already at least on the platform. It doesn’t stop there though as the opportunities for many different jobs are popping up on Twitter.

The article gave this quick sketch of a real success story.

On Jan. 7, Richard Barton, chief executive of the real estate Web site Zillow.com, fired off this Tweet: “Greg Slyngstad & I are cooking up a consumer internet startup. R U our founding CTO? Seeking smart, passionate team-builder.” (Mr. Slyngstad and Mr. Barton helped start Expedia together.)

“We were deluged with résumés,” Mr. Barton said. “It’s the most powerful recruiting tool I’ve ever used.”

He has also hired three Zillow employees using Twitter, including its new marketing director. Mr. Barton says Twitter is especially useful for job announcements because, unlike e-mail, recipients do not need to respond unless they are interested in applying or know someone who might be.

So if you are in the market for a job or are looking for new job opportunities don’t discount Twitter as a great resource. Just be ready to make that first impression in 140 characters or less.

Comments

comScore’s Andrew Lipsman says that Job Search is up 33% vs. a year ago, and it reached 23.1 million visitors in July. Lipsman also says there is one site that isn’t even in the Job Search category that has been standing out for the same reason – LinkedIn. According to comScore data, LinkedIn neared its all-time high in July, with about 8 million visitors, a 66% increase from the year before.

Everybody knows LinkedIn is heavily used as a business networking tool, and that people use it when they need a job. It is frequently used by businesses for recruiting.

LinkedIn may have to worry about Facebook cramping its style however. Jessica Shambora, writing for Fortune, says that recruiters are increasingly looking to Facebook to find job candidates. One reason for this is that Facebook offers a broader look at the candidate in many cases, than a LinkedIn profile does. Facebook usually caters to people in their more natural element. Shambora writes:

For one thing, Facebook seems to cast a wider net and provide recruiters with more references – and more outlets to spread the news about a job opening. Facebook users have an average of 120 friends. While LinkedIn won’t release this statistic for its members, recruiters say the average number of connections likely is smaller because of the site’s narrower scope.

The types of relationships and contacts found in a personal network versus a professional one are also assumed to be more authentic and less transactional, and therefore more desirable to marketers. And while Facebook members now span all ages and demographics, the average age of its users is 31, compared to 41-years-old for LinkedIn.

She says that professional and personal lines are blurring more, and that the fear is going away as people become more comfortable with sharing their lives online. That’s an interesting concept, given that social media is frequently still costing people their jobs, and likely preventing them from finding new ones in many cases.

Facebook certainly has its privacy settings, but it seems that it if recruiters are looking more to Facebook, as they have been LinkedIn, those looking for work may still want to reserve some judgment about what they post.

The custom company profile displays content that company’s can easily tailor and update, and the content dynamically adapts to the viewers, based on their industry, job function, location, and seniority. This is good for targeting.

 "Customers can target multiple groups with differing content, and refresh the content periodically (up to 12 times a year), says LinkedIn’s Prasad Gune. "The product offering also provides ways to drive users to the company profile. Companies can also receive monthly usage reports indicating ‘demographic’ information on visitors to the profile."

Here’s an example of what a custom company profile could look like:

The custom profile creates increased visibility for a company’s employment brand. A second tab appears on the company page for "careers," a Career Center module takes prominence, and it links to the company’s custom content on the Career Tab.

Company’s can include items like recruitment messaging that appeals to prospects on a personal level, employee spotlights, a polling feature, video clips, who to get in touch with, and links to the career site to help a candidate take action.