...And Part Time Marathoner
The human resources world as we know it is changing. It used to be that your resume had to be spot-on and perfect. Those were the days when everyone looking to advance up the corporate ladder had a resume writer to help modify the English language in such a manner that a 10-week internship was presented as though you were the commander of the Starship Enterprise.
Then came the era of the headhunters. Not that recruiters have seen their importance in the HR world pass them by, but the corporate world’s reliance on them has waned in recent years.
Now we are in the midst of the LinkedIn revolution. Even Fortune magazine is taking notice of LinkedIn’s power, stating “Once considered a nerdy repository for digital resumes, the service is becoming an indispensible social-networking tool.”
Since a May 2011 IPO, LinkedIn has proven it’s power by seeing their stock skyrocket to $170, up 81%. Revenue is up 86% to over $970 million and LinkedIn is the new darling of social media as well.
With 141 million global monthly unique visitors (as of April 2013), LinkedIn is seeing the average user spend an astounding 20.6 minutes on the site per visit, dwarfing Facebook’s 12.5 minutes per visit.
But just because individuals are using it to create their online career profiles, does it mean that LinkedIn is disrupting the recruiting industry? Actually, yes. According to a 2012 report 93% of recruiters use LinkedIn for recruiting, up from 78% just two years ago.
LinkedIn is becoming the recruiting norm. It used to be that the biggest asset a recruiter had was their list of connections and their networks. This is changing. Now, LinkedIn has compiled a huge database of millions of users all willingly giving their information to the public domain. It is making anyone and everyone, whether they are qualified or not, think that they can be an executive recruiter.
And LinkedIn isn’t the end of the technological revolution. Fast Company published a story today – July 23, 2013 – that took a closer look at Good.co and their new platform that helps employers and employees determine how much of a cultural fit they are with one another.
It isn’t skill set, motivation, salary or the ability to advance anymore. At least it isn’t any one of those things. It is ALL of those things and then some. It is all about cultural fit according to a survey of recruitment professionals.
According to Fast Company, one out of two people won’t last more than 18 months at their job, due primarily to cultural fit. This is proving to be a huge problem for HR professionals. So much so that Good.co has developed a platform to help both employees and employers find out if they are a good fit. It’s kind of like Match.com or OKCupid for job seekers and employers looking to fill vacancies.
This isn’t a replacement for LinkedIn. You actually have to connect to LinkedIn to be able to look at job matches, but it is an enhancement to LinkedIn.
With all the reading done, I visited Good.co and filled out my profile and, low and behold, it was almost dead on. It said I was driven, ambitious and authoritative. It said I have a gift to getting others to work hard (I disagree with the motivational posters hanging in my office – but I guess my running calendar whiteboard counts) and that I am highly organized and I become easily impatient with incompetence. For a cursory assessment, this is pretty close. I would say and eight on a 10-point scale.
All this from scanning my LinkedIn profile and answering a few questions. Now I have to complete an assessment of my current organization. That is where I am going to do draw the line at the public domain as I won’t share what it reveals about my fit.
I encourage you to check it out. It just may be the future of hiring and since we all change jobs 10 or more times in our careers now maybe it will give you some additional insight into your next career move. You never know.
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