LinkedIn for the Facebook generation

Atollon Article | | 08/11/2011

Today, more than 130 million professionals are gathered on LinkedIn, which allows you to “build and engage with your professional network.”

There is no question that LinkedIn is a valuable and excellent source of information in the search for senior candidates.
However, LinkedIn doesn’t always provide just the right contacts for lower-level or specialized professionals, including administrative assistants, call center operators, or technical specialists. So how do we find excellent candidates for these and similar positions? A possible answer is www.BraveNewTalent.com

First some statistics:
According to representatives of LinkedIn, some 660 million professionals are located all over the world, and LinkedIn covers 20% of all potential users.
But there are about 7 billion potential users around the world. And of that amount, after subtracting out unproductive individuals and those residents of developing countries, approximately 2–2.5 billion non-professionals only use job search portals such as jobs.cz, monster.com, etc.

Of these 2.5 billion, there are already more than 800 million users of Facebook. Subtract the LinkedIn users who will be active on Facebook, as well as unproductive users, and we have about 500–600 million users. About 50% of these users are largely on Facebook every day!
Why does Facebook not create a Carreer page? Basically, this type of user is not its audience and does not follow Facebook’s operating philosophy — being a place of entertainment.

Sources: Wikipedia, Facebook, LinkedIn

The Potential of BraveNewTalent.com:

BraveNewTalent.com has the potential to become a combination of LinkedIn and Facebook. It provides log in using Facebook access and creation of a profile in three minutes (tested by Atollon). The profile on this system includes skills, work history, etc. Users can invite friends from Facebook and build a network of contacts.

Interesting things pop up after a user creates a profile. The user chooses employers that they would like to work for and then they follow those employers. On an employer’s wall are published job offers, discussions, and advertising. Each user can comment on that content, and over time, an employer gets to know the user personally. Users are not just one of the crowd with this innovative candidate system.

Recruiters and employers can build a pool of candidates who trust your brand, as well as filter candidates according to education, skills, or work history. One of the most ambitious aspects of this system is education. If you create a pool that is large enough (Google, Apple have over 2,500 applicants, and Accenture has almost 2,000 applicants and has offered 195 job positions), you have the chance to easily track the interesting candidates and find out normally inaccessible information about these candidates.

This type of system can also be an effective brand marketing tool. So consider opening a free account and building a pool of candidates. The most difficult task is convincing the candidate that you are really the brand for them!

Right now this tool is used mostly by large agencies: Hays (70 applicants), Kelly Services (80), Reed (100), Flex Recruitment (180), etc., it is up to personnel agencies to quickly build the brand within this rapidly developing community.

If this networking portal, or other similar portals, continues to thrive, it represents an important recruiting tool for competitive employers.