Linkedin - 北美华人人力资源协会

Linkedin

LinkedIn因“幽灵职位”遭得州调查，招聘平台真实性与付费模式面临审视核心概述：LinkedIn因“幽灵职位”问题遭得州总检察长调查。所谓幽灵职位，是指岗位并不存在实际空缺，或企业发布职位后并没有真正填补计划。调查将审查LinkedIn是否在缺乏充分职位核验和风险披露的情况下，以求职机会吸引用户购买Premium Career和Premium Business服务，二者月付价格分别起价39.99美元和69.99美元。得州方面已经发出民事调查要求，索取LinkedIn职位广告、核验机制及相关通信数据。目前调查不代表LinkedIn已经违法，但它将招聘平台的商业责任推到台前：当平台依靠岗位流量、付费曝光和订阅服务获利时，是否有义务确保职位真实有效？对HR而言，长期挂着不招、预算冻结后不撤岗、用正式职位包装人才库需求，都可能成为新的候选人体验与合规风险。美国得克萨斯州总检察长办公室近日宣布，已对微软旗下职业社交与招聘平台 LinkedIn 展开调查，重点审查其是否通过发布虚假或误导性招聘信息，并向求职者销售付费订阅服务从中获利。得州总检察长 Ken Paxton 于2026年7月14日表示，此次调查涉及被称为“幽灵职位”（Ghost Jobs）的招聘信息，即相关职位并不存在真实空缺，岗位已经停止招聘，或者雇主虽然发布职位，却没有实际填补岗位的计划。调查目前仍处于取证阶段，并不意味着 LinkedIn 已被认定存在违法行为。根据得州总检察长办公室披露的信息，LinkedIn 一直将自身定位为帮助求职者寻找就业机会的可信平台，同时向用户提供 Premium Career、Premium Business 等付费服务。调查将重点关注，在部分职位可能不代表真实就业机会的情况下，LinkedIn 是否向付费用户进行了充分披露，以及平台是否采取了合理的职位真实性核验措施。得州方面已经向 LinkedIn 发出民事调查要求，要求其提交与招聘广告、职位验证机制、用户沟通及相关商业实践有关的文件、数据和内部通信。得州总检察长办公室援引的研究认为，“幽灵职位”可能占在线招聘信息的五分之一至三分之一，这意味着该问题可能并非个别企业的操作失误，而是在线招聘市场长期存在的结构性问题。 “幽灵职位”的形成原因较为复杂。一些企业会在招聘预算尚未批准时提前发布岗位，也有企业通过长期保留职位建立人才库、测试市场供给或展示业务增长形象。部分岗位则已经暂停或完成招聘，但企业招聘系统与外部平台之间没有及时同步，导致职位仍然持续接受申请。对于求职者而言，每一次申请都意味着简历修改、资料填写、面试准备和时间投入。大量无效职位不仅会降低求职效率，也会加剧候选人的焦虑和挫败感，最终削弱其对招聘平台和企业雇主品牌的信任。 NACSHR认为，此次调查将招聘信息真实性问题进一步推向监管层面。招聘平台不能只以职位数量、用户活跃度和申请流量衡量平台价值，还需要建立更完善的雇主身份验证、岗位有效期、招聘状态更新和过期职位清理机制。企业HR也应加强招聘职位治理。只有获得明确预算、Headcount批准和招聘计划的岗位，才应被标记为正式开放职位；用于人才储备或未来招聘的职位，应清楚注明“人才社区”或“未来机会”；暂停、冻结或已经完成招聘的岗位，则应及时从ATS和外部招聘平台撤下。随着招聘越来越依赖数字化平台，职位真实性正在成为候选人体验、雇主品牌和企业合规管理的重要组成部分。LinkedIn调查的最终结果尚未确定，但它已经向招聘行业发出清晰信号：真实、透明和可验证的招聘信息，将成为未来招聘平台与企业必须共同承担的责任。 ——NACSHR 北美华人人力资源协会

Linkedin
2026年07月15日
Linkedin

LinkedIn 招聘与职业社交平台被点名：北美 HR 需要关注的跨国人才安全风险 LinkedIn最近被推上风口浪尖。美国及五眼联盟联合发布安全警示，提醒警惕通过职业社交平台、招聘项目和顾问合作进行的异常接触。对于北美HR来说，这背后反映的是招聘工作正在与信息安全、背景调查和跨境合规深度融合。特别是AI、芯片、网络安全、国防等行业，未来招聘流程可能面临更严格审查。NACSHR整理了一份重点解读，建议所有从事招聘、人才管理和跨境用工的HR阅读参考。近日，美国、英国、加拿大、澳大利亚和新西兰“五眼联盟”情报机构联合发布警告，提醒政府、军方、国防、外交、情报及相关敏感行业人员，警惕通过 LinkedIn 等职业社交平台和在线招聘平台进行的异常接触与潜在情报招募风险。根据相关声明，部分可疑人员可能以咨询公司、智库、人力资源公司、招聘机构或研究项目的名义，在 LinkedIn 等平台上主动接触目标对象，尤其关注具有安全许可、政府背景、国防相关经验、外交事务经验、军事经验，或能够接触机密及敏感信息的专业人士。常见方式包括发布看似正常的顾问项目、邀请撰写研究报告、提供有偿兼职分析任务，并以几百至几千美元不等的报酬建立初步关系，部分支付甚至可能通过加密货币完成。对于北美 HR 和招聘从业者而言，这一事件的重点并不只是地缘政治本身，而是提醒我们：职业社交平台已经不再只是招聘和职业发展工具，也可能成为人才信息收集、商业情报接触以及跨境安全风险的入口。特别是在 AI、芯片、网络安全、航空航天、国防、政府事务、能源、生命科学等高度敏感行业，招聘、猎头、专家访谈和咨询项目都可能受到更高标准的合规审查。 NACSHR 建议北美 HR 和招聘负责人关注以下几点：第一，招聘沟通应尽量透明、可验证。企业在联系候选人时，应使用正式公司邮箱、清晰说明公司实体、岗位信息、工作地点、汇报关系、薪酬范围及招聘目的，避免使用过于模糊的“顾问项目”“研究合作”“高薪兼职分析”等表达。第二，谨慎处理候选人的前雇主信息。HR 和招聘人员不应要求候选人提供前雇主的非公开资料、内部流程、客户名单、技术细节、政府项目内容、报价信息或其他可能涉及保密义务的信息。面试问题应聚焦能力、经验和可公开讨论的工作成果。第三，涉及敏感行业和关键岗位时，应加强身份验证。对于国防、政府承包商、AI、芯片、网络安全、航空航天等行业的候选人和顾问合作项目，企业应建立更严格的背景核查、利益冲突审查和合规审批流程。第四，HR 团队自身也需要安全意识培训。招聘团队、HRBP、Talent Acquisition、Global Mobility 和外部猎头合作伙伴，都应了解可疑接触的典型模式，包括虚假公司身份、不透明付款、异常高额报酬、要求提供非公开信息、绕开正式合同流程等。第五，华人 HR 和跨国企业更应注意专业边界。在当前国际环境下，跨境招聘、专家访谈和商业合作容易被放在更敏感的视角下审视。保持透明、合规、可追溯的流程，不仅有助于保护企业，也有助于保护 HR 从业者和候选人本人。总体来看，这一警告说明，LinkedIn 等职业平台正在成为全球人才竞争、商业情报获取和国家安全风险交汇的场景。对于北美 HR 来说，未来招聘不只是“找到合适的人”，也包括“以合规、透明、安全的方式找到合适的人”。 NACSHR 提醒广大北美 HR 从业者：在开展跨国招聘、专家访谈、顾问项目和高敏感岗位招募时，应主动建立风险意识，完善内部流程，保护候选人信息安全，避免在无意中触碰合规与安全红线。

Linkedin
2026年06月08日
Linkedin

微信客服：hinacshr ，北美华人人力资源协会（NACSHR）推出北美华人人力资源协会（NACSHR）推出微信客服：hinacshr 为方便与您的快捷沟通交流，北美华人人力资源协会特别推出微信客服：hinacshr 小红书：NACSHR Linkedin: NACSHR ( https://www.linkedin.com/company/nacshr/ ) 网站：www.nacshr.org 邮件：nacshr818@gmail.com 可以右键保存，不失联

Linkedin
2025年07月23日
Linkedin

人力资源和招聘岗位都去哪儿了？残酷的现实是：它们不复存在了！OMG 人力资源和招聘岗位都去哪儿了？残酷的现实是：它们不复存在。 AI正在重塑HR和招聘行业，从简历筛选到面试安排，许多环节被自动化取代。然而，这种“高效”是否付出了牺牲人性化的代价？Dave Owen分享的图表揭示了招聘中的AI趋势，也引发了对成本、伦理和与人互动减少的担忧。作为一个以人为本的行业，HR如何在效率和人性化之间找到平衡？你的工作是否因为AI而更高效？还是更难与人互动？欢迎分享你的看法！最近，我在LinkedIn上看到Dave Owen分享的一张关于人工智能（AI）与招聘的图表（附录Owen的原文），让我震惊。这张图生动地展示了AI如何可能重塑人才招聘领域，而事实上，这种改变已经在很多地方发生了。我们不是在谈论未来，而是现在就已经发生在一些知名企业中。许多公司在招聘中几乎不需要人与人之间的互动，这种趋势正在每天变得更加真实。 AI接管招聘流程的解析来看一下这张图表吧。一个人才招聘总监（Talent Acquisition Director）正站在最前线，负责监督道德规范、人才搜索以及技术系统的使用。在这里，AI开始渗透进招聘流程，接管了从头到尾的招聘工作。招聘流程始于前期准备阶段（Pre-Funnel）：在这一步中，我们需要铺垫基础，评估需求并制定战略。而接下来的流程中，AI开始接管，例如简历筛选、初步沟通，甚至详细的技能评估。机器正在完成许多过去依赖人类洞察力的工作。随着流程进入最后阶段，AI的角色变得更为主导。候选人与算法的互动比与人类的互动更多。AI负责安排面试、发出聘用通知书，将人类推到了边缘。此外，一系列旨在简化操作的工具正支撑着这些流程。但问题是，这样做的代价是什么？ HR科技的“高效”之讽刺 AI的倡导者们声称，新的技术招聘体系可以让HR更加专注于“人”。但仔细研究Dave的图表后，我们会发现技术正在取代许多本应由人类完成的工作。讽刺的是，人力资源和招聘这两个以“人”为核心的部门，正逐步被技术淹没。这真的比传真机更好吗？我还有很多担忧。顶尖AI的成本是天文数字，许多企业根本负担不起。此外，我们正在失去与人的本质联系，而这对于有效的人力管理至关重要。我也不知道，真的。面对这个以技术为主导的景象，我们都感到不知所措。AI究竟是在提升我们的工作和改善人们的生活，还是在削弱我们工作的价值？一种反思与参与的呼吁那么，AI会让人力资源行业的未来走向何方？我们究竟是在增强能力，还是成为B2B、AI驱动机器的一部分？AI变革HR的潜力毋庸置疑，但我们必须确保这种转型不会忽视这些岗位最初设立的目的：服务人群。如果我们失去了“人性化”这一核心，还剩下什么？我很想听听你的看法。这些工具让你的工作更轻松了吗？还是让你更难以与希望帮助的人建立联系？你是否对自己的工作安全感到担忧？告诉我吧。另外，如果你在LinkedIn上看到像Dave这样的有趣图表，请记得标记我！原文来自Linedin Laurie Ruettimann Dave Owen的LinkedIn： Here's what I think many Enterprise TA models will evolve into near-term ? This might be the last 'traditional' TA model before things become truly unrecognisable (for the better). Faster moving companies could also skip this for new 'agentic' rebuilds. Here are some characteristics of this model: Hiring Funnel ✅ Well understood & ‘flattening’ (speeding up) ? 50% EFT reduction ✅ 100-150% increase in recruiter carrying capacity ? No transactional roles or sourcing teams ✅ Candidate Experience Managers ✅ Heavy focus on Ethics, Governance, Compliance & Risk ✅ 100% rejection feedback rate Pre-Funnel ✅ Less understood & broadening (slowing down) ✅ 25-50% EFT increase ✅ Strategic & Analytical Generalists (HR + Talent + Workforce) ✅ Talent & Hiring formally merge ✅ Default prioritisation of internal capabilities & skills The SaaS stack is just a combination of my favourite products or Founders. Many (!) other SaaS solutions are available..

Linkedin
2025年01月27日
Linkedin

LinkedIn因违反欧盟GDPR被爱尔兰数据保护委员会罚款3.1亿欧元 LinkedIn因违反欧盟《通用数据保护条例》（GDPR）被爱尔兰数据保护委员会罚款3.10亿欧元（约合3.34亿美元）。调查始于2018年，法国非营利组织La Quadrature du Net提交投诉，指出LinkedIn广告数据处理方面存在问题。爱尔兰监管机构发现，LinkedIn在处理个人数据时未能遵守GDPR第6(1)条的法律依据要求。虽然LinkedIn声称一直遵守规定，但已被要求在规定时间内纠正数据处理方式。完整决定将在稍后公布。全球最大的在线招聘广告平台LinkedIn因其个人数据处理方式被爱尔兰数据保护委员会罚款3.10亿欧元（约合3.343亿美元）。此外，LinkedIn还收到了谴责，并被要求将其数据处理操作改为符合规定。调查揭示：未获用户许可的隐私数据处理根据爱尔兰DPC的调查，LinkedIn使用了未经授权的个人数据，用于定向广告服务。具体而言，LinkedIn在用户不知情的情况下，追踪他们的在线行为，以推送更加个性化的广告。LinkedIn声称其基于“用户同意”或“合法利益”作为法律依据进行数据收集，但经过调查，这些理由未能满足GDPR的严格标准。DPC指出，LinkedIn在数据收集过程中缺乏透明度，未能获得用户的明确同意，严重违反了GDPR的规定。自2018年8月起，欧洲官员开始调查LinkedIn的做法，这一调查源于法国非营利组织La Quadrature du Net的投诉。该投诉最初提交给法国数据保护机构，随后转交给负责LinkedIn的主要监督机构——爱尔兰数据保护委员会。爱尔兰数据保护局在其决定中指出以下几点：根据GDPR第6(1)条款，缺乏适当法律依据进行个人数据处理是对数据主体基本数据保护权利的严重侵犯。 GDPR要求数据处理必须遵循公平原则，即个人数据不得以损害、歧视、意外或误导数据主体的方式进行处理。透明性条款的合规确保数据主体在数据处理前完全了解处理的范围及后果，并能够行使其权利。完整的最终决定将在稍后公布。科技行业的警示这一事件不仅对LinkedIn构成打击，也为整个科技行业敲响了警钟。在当今数据驱动的世界中，越来越多的企业依赖于用户数据来提供个性化服务，如定向广告。然而，企业在处理个人数据时必须确保完全符合GDPR的要求，尤其是在透明度和用户同意方面。随着欧盟对数据保护的监管力度加大，所有在欧盟运营的科技公司都必须采取严格措施，确保数据处理合规，避免类似的处罚。未来展望：隐私保护将成重中之重此次事件表明，隐私保护将成为未来科技行业的核心议题。随着技术的进步，数据收集和分析变得更加复杂，企业必须加倍努力确保符合GDPR等法规的要求。这不仅需要定期进行隐私审查，还需要不断更新隐私政策，确保用户数据的安全使用。除此之外，企业还需加强对员工的培训，提升他们对数据保护的意识，以减少违规风险。 LinkedIn的案例揭示了数据隐私保护不容忽视的重要性。企业必须在透明度、用户同意和合法性之间取得平衡，否则将面临法律和声誉的双重打击。随着监管环境的日益严格，科技公司只有通过主动合规，才能在未来的市场中立于不败之地。

Linkedin
2024年10月24日

Linkedin

LinkedIn推出三款新职场小游戏，旨在增强职业网络互动为了增加用户参与度并提供创新的网络解决方案，LinkedIn正式推出了三款新的职场小游戏：Queens、Crossclimb和Pinpoint。这些游戏自今日起在全球范围内提供，旨在通过逻辑、知识竞赛和词语联想测试来增强职业网络体验。 Queens游戏灵感来源于数独，挑战玩家在不重叠的情况下策略性地放置皇冠，促进逻辑思维和策略规划。Crossclimb是一款基于知识的填字游戏，玩家需要根据给定的线索通过更改一个字母来形成新词，测试他们的词汇灵活性和常识。最后，Pinpoint游戏类似于《纽约时报》的Connections游戏，要求玩家发现给定词语之间的联系，增强他们的联想思维和词汇能力。 Pinpoint是我们的词语联想游戏。网格中有五个词，你的目标是猜测（或者敢说是精准定位！）这些词的共同类别。但有一个转折：这五个词是隐藏的，一次只揭示一个。你希望尽可能少的揭示就猜到类别。 Queens是我们的逻辑游戏。这里的目标是在网格中填满皇后（?），使得每一行、每一列和每一区域中只有一位——且皇后之间不相接触。总有一个正确答案，而且总是可以不用猜测就能解决。当然，这也是一场与时间的赛跑！ Crossclimb是我们的知识问答游戏。可以将其看作是填字游戏和词梯的结合：你需要利用你的知识问答和词汇知识来填写词梯中的单词。在你填写单词的同时，你会重新排列它们，使梯子中的每个词只有一个字母不同——这将解锁两个最终线索以赢得游戏。我们设计每款游戏只需几分钟，完全可以融入你的工作日程——无论是在通勤时准备思维，还是在会议间隙进行快速的心理休息，或是在漫长的一天后放松。每天只有一版每个游戏，由世界顶级的谜题制作者精心制作：我们的每日Pinpoint和Crossclimb由今年的美国填字游戏锦标赛冠军、LinkedIn的游戏编辑Paolo Pasco创建。而我们的Queens网格将由一系列才华横溢的创作者制作，本月的网格由三届世界数独冠军Thomas Snyder制作。 LinkedIn新闻部的副总裁兼总编辑Dan Roth强调了这些游戏对职业互动的价值。“游戏是一种有趣轻松的方式，可以帮助我们的用户维护他们网络中的联系，”Roth解释说。他指出，虽然这些游戏设计为轻松互动，但也具有加强职业联系的更大目的。这些游戏已整合到平台中，用户可以通过直接链接或通过负责开发这些游戏的LinkedIn新闻部门访问。尽管目前这些游戏独立于微软的游戏运营，LinkedIn内部团队在进一步开发这些互动功能方面看到了巨大的潜力。 LinkedIn北美执行编辑Laura Lorenzetti针对可能对工作场所分心的担忧进行了回应。“这些游戏故意设计得简短，并且每天限玩一次，以尽量减少干扰的同时最大化参与度，”她说。这种方式确保游戏既有趣又不会影响职业生产力。随着LinkedIn继续扩展其内容和参与策略，这些游戏代表了一种新颖的方式，促进平台上用户的互动。通过将职业网络和互动游戏的世界结合起来，LinkedIn不仅增强了用户体验，还为职业环境中的互动内容树立了新的标准。

Linkedin
2024年05月01日
Linkedin

What is Employer Branding? 根据前亚马逊CEO杰夫·贝佐斯的说法，“你的品牌是当你不在房间里时人们对你的评价。”对我们这些在招聘领域的人来说，你的品牌是求职者和潜在候选人在线上阅读关于你的信息、在你的网站和社交媒体上看到的内容，以及从你现在的员工那里在Glassdoor等网站上听到的信息。所有这些，还有更多，构成了你的雇主品牌。在这篇博客文章中，我们深入探讨了良好的雇主品牌战略的基本原理，并分享了如何将雇主品牌融入你的招聘工作的提示。 According to former Amazon CEO Jeff Bezos, “Your brand is what people say about you when you’re not in the room.” For those of us in the recruiting space, your brand is what job seekers and potential candidates read about you online, see on your website and social media, and hear about from your current employees on sites like Glassdoor. All of this, and more, is what makes up your employer brand. In this blog post, we dig into the fundamentals of a good employer branding strategy and share tips on how you can incorporate employer branding into your recruitment efforts. Defining Employer Branding Employer branding is the intentional management of an organization’s reputation and value proposition amongst current and prospective employees. In other words, it refers to efforts made by members of an organization (most often, recruitment and talent acquisition teams) to cultivate a positive image of their company’s brand, both internally and externally. Having a strong employer brand increases your credibility with job seekers, reduces company turnover, and can dramatically reduce your cost-per-hire. According to LinkedIn, among small to mid-size businesses, 72% of recruiting leaders worldwide agreed that employer brand has a significant impact on hiring. Image via @HubSpot on Instagram Their research also shows that having an employer branding strategy has an impact on their business’ bottom line, with a 50% reduced cost-per-hire, 50% more qualified job applicants, and a 28% reduced employee turnover. Numbers don’t lie: employer branding can have a significant impact on your business’ overall reputation, as well as your entire recruitment funnel. When job seekers can get a glimpse into what it’s like to work at your company, read reviews from current and past employees about their experiences, and see your brand’s initiative to share your culture outside of your business’ walls, they become attracted to your brand’s online presence. From there, it becomes that much easier for your recruiting team to engage those qualified job seekers, convert them into candidates, and, eventually, hire them into your organization. Who’s Responsible for Employer Branding? Employer branding, from an internal perspective, is culture, and culture is the responsibility of every leader and every employee within an organization. It requires input and, ultimately, buy-in from everyone throughout the organization. When you have a culture that your entire company believes in, people outside of your company will start to believe in it too. The implementation and execution of an employer branding strategy, however, remains largely the responsibility of the organization’s talent acquisition team. Why? Because talent acquisition and recruitment teams know their organization, and their ideal candidates, best. As such, they play a major role in helping to shape, share, and maintain the message of their organization’s employer brand. It’s up to them to understand how their organization is viewed (both internally and externally), to create and circulate a positive identity with current employees and stakeholders, and to craft a strategy around communicating that employer brand identity outside the walls of the company. This can be done in a few ways, from utilizing social media as a recruiting tool to elevating job descriptions to showcase company culture and perks, as well as engaging with reviews left on sites like Glassdoor. In some cases, like social media, it will make sense to team up with your organization’s marketing team to ensure that your messaging is aligned with theirs. By doing so, you‘ll be able to work together to achieve both teams’ goals. Building an employer brand is no easy task – it requires research, testing, and optimization. But in the end, it can become a main driver of applications from candidates who are excited to work at your organization. How to Build Employer Branding into the Recruiting Process In many ways, your employer branding is the recruiting process. Candidates have the power to research your organization, look up reviews, and even talk to current employees – all without ever contacting a recruiter or clicking on a job posting. When it comes to employer branding within the recruiting process, there are various moving pieces to pay close attention to, including: Cultivating an employer brand presence on social media: Become a champion of your own company culture, and make sure that job seekers who research your brand’s social presence (pssst…a lot of them will!) get a clear, accurate picture of what it’s like to work at your company. Improving and optimizing your corporate careers site: Despite the rise of social media, most candidates still visit a company’s corporate career site to learn more about their culture and the type of work they do, and to look for potential employment opportunities. Put your best foot forward with high-quality employee testimonial videos, office photography, and an accurate description of who your company is. Responding to employee reviews: Our research has found that on average, a higher Glassdoor rating leads to an almost ~50% increase in application conversion rates. Replying to every employee review your organization has on Glassdoor, whether positive or negative, can have a massive impact on the likelihood that job seekers will see, click on, and apply to your jobs. Ensuring a positive candidate experience: Word travels fast in the age of the Internet, and if a candidate has a poor experience during your hiring process, they’ll likely share their negative feelings. Continuously audit your hiring process for potential roadblocks, communicate timelines and expectations clearly with candidates, and ensure that even candidates who don’t receive an offer feel positive about their experience. And, like any other organizational initiative, employer branding efforts should be continually measured and improved. Common metrics include: Candidate and new hire satisfaction with the hiring process Cost-per-hire Time-to-hire Quality of hire (like new hire retention, hiring manager satisfaction) Number of applicants Employee retention rates Employee engagement scores Social media sentiment Number of social media followers Traffic to corporate career site Review site ratings (like Glassdoor and Indeed) eNPS (employee Net Promoter Score) Placement on employer ranking sites New hire interviews Employee exit surveys But don’t worry – you don’t need to measure every metric we’ve listed here (unless you want to, of course!). Where possible, set benchmarks ahead of the launch of your employer branding program, so you can later measure against the specific metrics that are most valuable to your organization. Connect these chosen metrics to your recruiting goals, and don’t forget to pay attention to post-hire measures of quality, such as new hire retention and employee satisfaction. Why Investing in Employer Branding Matters Across the board, one of the biggest obstacles that candidates come up against during their job search is not knowing what it’s like to work for an organization (LinkedIn). Think about it: you stumble on a job title you’re interested in, read the job description, and might come away knowing more about the position…but nothing about the company that position is for. So, you do a quick Google search, read a few positive (and, likely, a few negative) company reviews, visit the company’s social media (where they showcase their marketing efforts), and take a look at the careers page (which hosts their other various open positions). And still, you’ve learned nothing about the company’s values, culture, or what it might be like to join the team. Often, this can keep good-fit candidates from ever clicking on the “Submit Application” button. Your reputation plays a key factor in helping candidates take that final step to enter your recruitment pipeline. Having a positive reputation leads to more interest in your company, lower recruitment costs, and an employer brand and culture that your employees can rave about. By investing in employer branding, you can improve both your bottom line, as well as the overall culture of your organization.

Linkedin
2024年04月05日
Linkedin

Bullhorn Acquires Mployee to Help Recruitment Agencies Accelerate Their Digital Transformation Journey Bullhorn's acquisition of Mployee will undoubtedly contribute to the digital transformation journey of recruitment agencies. By joining forces, Bullhorn will be able to leverage Mployee's expertise to enhance their offerings and provide agencies with the tools and technologies they need to thrive in the digital age. The addition of this technology will help Bullhorn deliver an end-to-end enterprise solution for customers on the Salesforce platform BOSTON,Jan. 5,2024 Bullhorn®, the global leader in software for the staffing and recruitment industry, today announced its acquisition of Mployee, a provider of Salesforce-based solutions for recruitment agencies, which is headquartered in the Netherlands. Mployee’s technology will accelerate Bullhorn’s vision to deliver a full, end-to-end, enterprise solution for Bullhorn customers using the Salesforce platform. Mployee expands Bullhorn’s Salesforce-based enterprise offerings Uncertainty over the economy, pricing pressure, and fewer job orders have all forced the recruitment industry to streamline internal operations as much as possible this year. Centralizing all recruitment activity on a single platform helps agencies gain those efficiencies. As a result, Bullhorn has seen a significant increase in adoption of the Salesforce platform, especially in Europe. It is now the largest independent software vendor (ISV) for Salesforce serving the recruitment industry. Bullhorn revenue on the Salesforce platform has grown at an average annual rate of nearly 30% since 2019. Bullhorn products on the Salesforce platform are currently used across 40 countries, including by four of the five largest global recruitment agencies. By combining Mployee’s middle-office capabilities with Bullhorn’s front-office, Bullhorn can offer a true enterprise-grade, end-to-end solution built on the Salesforce platform. This solution will help solve a myriad of front- and middle-office challenges inhibiting agencies’ growth and differentiation. Together, Bullhorn and Mployee will help global recruitment agencies excel “We’ve seen tremendous growth in customers using Bullhorn for Salesforce globally in recent years, and this acquisition will help us better support those agencies throughout the world in delivering more efficient middle-office operations,” said Matt Fischer, President and Chief Operating Officer at Bullhorn. “We’re excited at the potential of combining Mployee’s offerings with Bullhorn for Salesforce to deliver a full, end-to-end solution.” “We’re very excited to join Bullhorn to further our efforts to drive the digital revolution of the staffing industry,” said Mployee CEO Karen Weebers. “Bullhorn has the resources to invest in Mployee’s product roadmap and bring our solutions to even more recruitment agencies.” About Bullhorn Bullhorn is the global leader in software for the staffing industry. More than 10,000 companies rely on Bullhorn’s cloud-based platform to power their staffing processes from start to finish. Headquartered in Boston, with offices around the world, Bullhorn is founder-led and employs nearly 1,500 people globally. To learn more, visit www.bullhorn.com or follow Bullhorn on Linkedin or X. About Mployee Mployee is a leading front and mid office solution for the staffing and recruitment sector. The company has established a strong market position and is recognized as a rapidly growing technology company in the Netherlands by Deloitte Fast 50 and Main Software 50. Mployee has proven itself as an innovative player in the industry, with a commitment to optimizing workforce management. SOURCE Bullhorn

Linkedin
2024年01月10日
Linkedin

Public Insight Releases Fall Update of TalentView Solution Public Insight, a leading provider of talent management solutions, has announced the release of its Fall update for the TalentView solution. This update brings new features and enhancements designed to further support organizations in managing their talent effectively. Zip Code Analysis, LinkedIn® Data, Shift and Benefit Reporting Provide Hyper-Targeted Talent Intelligence for Recruiting and Business Development (Akron, OH) Dec. 21,2023 Public Insight announces the fall release of its TalentView job market data and analytics solution. New features and capabilities such as zip code analysis and 3D mapping, LinkedIn organizational data, and shift and benefit reporting provide a unique level of hyper-targeted talent market intelligence for recruiting and business development. Granular analysis is available for over 160 talent market metrics. The number of organizations available in employer analysis and benchmarking has increased from 400,000 to 1.7 million. TalentView insights inform and justify recruiting decisions and influence hiring manager discussions. Use cases for identifying prospective companies to target, expanding product/service offerings, benchmarking, competitive intelligence and content development support business development strategies. Key Feature Highlights of the Fall Update of TalentView Zip Code Analysis and 3D Mapping – Job postings can now be analyzed at the zip code level generating more targeted regional insights for posting volume, turnover, supply and demand, and compensation. Job postings were previously analyzed at the metro (CBSA) level. This level of targeting will help inform sourcing strategies and improve ability to fill jobs. 3D mapping provides a quick, visual way to understand posting activity by specific locations. In the example below, nurse posting volumes and reposting rates in CA are analyzed over time. LinkedIn Organization Data – The addition of LinkedIn data increases the number of organizations in TalentView reporting to 1.7 million. Indeed® and Glassdoor® company data for postings and reviews/ratings has been mapped to LinkedIn organizations. These organizations cover 95% of job posting activity in the U.S. In addition to the posting volume, supply and demand, time-to-fill and compensation analysis available by employer in TalentView, LinkedIn data provides more volume, depth and details to employer analysis. This enhances the ability to do targeted employer selection, analysis and benchmarking. Organizational reporting now includes specialty tags, multiple locations, LinkedIn follower counts and more. Reports include LinkedIn profile and company website links. Employer Analysis Use Cases TalentView insights have several use cases for sales, account management, recruiting, benchmarking, competitive intelligence and content development: Target prospective companies by company size, type and location for business development Add insights to expand product/service offering and increase revenue Justify recruiting decisions and prepare for hiring manager discussions Share client/competitor/market insights and trends with clients Utilize employer insights as content for recruitment marketing and social media Benchmark employer job/talent market KPIs over time and against competitors and the industry (including employer brand and DEI ratings) Utilize employer, competitor and industry benchmarks to supplement HR/Executive reporting Utilize employer, competitor and industry benchmark in new business pitches Analyze who and where competitors are hiring to understand their growth strategies and direction Shift and Benefit Reporting – Analysis and reports for job posting volumes, supply/demand and compensation can be created at the shift, schedule and benefit category levels. This capability is beneficial for companies and solution providers that recruit candidates that work in job shifts or schedules, such as those in healthcare, manufacturing and transportation. Benefits reporting provides a more holistic understanding of competitive job postings and trends related to new benefit offerings. In the example below, nurses’ compensation is analyzed by shift over time. Ad Indicators – Advertising indicators from Indeed job postings are now captured and analyzed. These include: Sponsored Ad, Quick Apply and Fair Chance Job. Sponsored ads can help identify which companies have job titles that may need to be filled more quickly and have budget to spend on filling them. Quick Apply jobs may indicate a company doesn’t have an ATS or may need recruitment marketing services. Fair Chance Jobs could be a competitive advantage for companies recruiting alternative sources of candidates and it is helpful to see these trends over time. Integrated KPI Reporting – Analyze over 160 KPI metrics easily and quickly using the new visualization with integrated tables and KPI metrics. In the example below, registered nurse posting volumes, reposting rates, compensation, and urgency rates are analyzed over time by simply clicking on the table row. “This release enables our most targeted and granular level of analysis yet to report on 160 talent market metrics,” explains Dan Quigg, Public Insight Chief Executive Officer. “Several new features were customer driven, which is yet another indicator of market demand for hyper-targeted talent market intelligence for decision making,” adds Quigg. About TalentView TalentView integrates and transforms jobs, talent and labor market data from Indeed®, Glassdoor®, LinkedIn® and government agency publications into strategic insights. Hyper-targeted market intelligence helps solution providers with business development and practitioners to inform and justify recruiting decisions. TalentView market insights are provided via reports and dashboards in our analytics platform and data integration with third party applications. SOURCE Public Insight

Linkedin
2024年01月10日
Linkedin

LinkedIn就其401(k)退休计划管理违反《雇员退休收入安全法案》(ERISA)的指控达成了675万美元的和解 LinkedIn就其401(k)退休计划管理违反《雇员退休收入安全法案》(ERISA)的指控达成了675万美元的和解。此案件涉及原告指控LinkedIn在管理其401(k)退休计划时，因管理不善导致计划成本高昂和投资回报率低。尽管LinkedIn未承认任何不当行为，但公司同意支付和解金以解决这些指控。此和解适用于2014年8月14日至2020年7月1日间LinkedIn 401(k)利润分红计划的参与者、受益人及替代支付人。最终审批听证会预计在2023年11月16日举行。该案件突显了大型企业退休计划管理中的法律风险和责任。 LinkedIn 同意支付 675 万美元，作为集体诉讼和解的一部分，以解决有关其违反《员工退休收入保障法》(ERISA) 的指控ERISA) 对其 401(k) 退休计划管理不善。该和解协议使在 2014 年 8 月 14 日至 2020 年 7 月 1 日期间参与该计划的 LinkedIn Corp. 401(k) 利润分享计划和信托的参与者、受益人和替代收款人受益。 ERISA 集体诉讼中的原告声称，LinkedIn 对 401(k) 计划管理不善，允许参与者支付不合理的费用，并选择成本高、表现不佳的投资，而不是更可靠的选择。据称，这些行为导致参与者的投资价值损失。 LinkedIn 尚未承认有任何不当行为，但同意支付 675 万美元和解，以解决 ERISA 集体诉讼。根据 LinkedIn 和解条款，集体成员可以根据其 401(k) 账户信息（例如年终账户余额）获得一定比例的和解资金。拥有活跃账户的集体成员将收到其应得的和解份额，作为其个人投资账户的存款。前参与者、受益人和替代收款人将以支票或符合税务资格的展期形式收到他们在和解中的份额。该和解没有排除期限。异议截止日期为 2023 年 10 月 17 日。和解协议的最终批准听证会定于 2023 年 11 月 16 日举行。当前参与者、受益人和替代收款人无需采取行动即可从 LinkedIn 集体诉讼和解中受益。前参与者、受益人和替代收款人确实需要采取行动，并且必须在 2023 年 11 月 10 日之前提交索赔，才能收到其和解份额。谁有资格 2014年8月14日至2020年7月1日期间参与该计划的LinkedIn Corp. 401(k)利润分享计划和信托的参与者、受益人和替代收款人. “在 LinkedIn，我们致力于为员工提供构建他们想要的未来的机会。虽然我们不同意 LinkedIn 前 401(k) 计划的法律问题中提出的主张，但我们认为和解是最好的前进道路，”该公司发言人在一份电子邮件声明中表示。

Linkedin
2023年12月18日

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