We have released "Log in with LinkedIn" functionality across a number of our client job boards and recruitment agency websites. This is a first for the Australian & New Zealand recruitment industry that allows users to use their existing LinkedIn details to Register/Login with another site.
LinkedIn users already represent themselves with their real names and real identities. With the Log in with LinkedIn functionality, users can bring their real identity information with them to whatever site they visit on the web.
The process behind the LinkedIn authentication is quite similar to those who are familiar with Facebook Connect. By adding the Log in with LinkedIn functionality, we aim to
Increase user signups
Create trusted user authentication
Provides existing identity details
Speeds up the Registration or Login process
Allow users to refer content back to existing LinkedIn networks
Users can connect their LinkedIn account with any website that uses the LinkedIn API authentication methods. This could be at the website login, application form or anywhere else the developer would like to add social context, the user can authenticate and connect their account in this trusted environment.
The user will always have total control of the permissions granted and can revoke this permission through their LinkedIn account.
Contact us today to find out how you can integrate Log in with LinkedIn functionality into your website.
For example, a user wishes to register for an account on a job board. If the user has already registered, they can proceed to the Login panel, else proceed to the registration form and click on the "Log in with LinkedIn" button.
Once the user clicks on the "Log in with LinkedIn" button, a secure LinkedIn authorisation form opens in a new window. If the user is logged into LinkedIn already it will ask the user to grant access to the specific application. Otherwise, it will ask the user to login to their LinkedIn account.
After the user grants access to the application, the LinkedIn window will close and grant access for the job board to connect to LinkedIn and access the following details - First Name, Last Name, Position Title, Organisation, Location. These details will be used to auto populate the job boards user registration form.
After the user has granted access for the job board to access their LinkedIn profile. You can proceed to the Login form.
Users can either manually login with their username and password OR click on the "Log in with LinkedIn" button to automatically connect!
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The only issue I see for the future is around the speculation that LinkedIn is on the path of floating and turning their site into a Job Board.
They are making strong progress toward an IPO.
I have been given the heads up recently, and as with all 3rd party plug-ins, the access to the platform is purely dictated by the owners of the platform.
I have several sources now telling me very strongly, that LinkedIn is in the throws of changing their whole platform, and will either disable 3 party plug-ins to other Job websites or, they will charge heavily for the privileged.
Regardless...I think what you have done is fantastic and certainly a leap in the right direction.
I also feel it will take more than just allowing users to log in using these facilities to capture attention and drive traffic.
You will see in the next 6-7 weeks our answer to this dilemma.
Best Regards
Andrew Turnbull - CEO
www.SearchtoEmploy.com
Insider (1:20pm Thursday 22 July 2010)
Not correct. I think Andrew needs to get his facts straight and ammend your comments.
SEEK has released an updated search box that allows users to specify salary ranges. Although this "search by salary range" function is not new to the online recruitment industry. We wanted to have a look at a number of different ways your job board or recruitment agency can offer this function.
I don't recommended job boards adopt salary ranges in their search functions unless
You have more than 500 jobs
Every job contains salary information
Your search function can interrupt Annual/Daily/Hourly rates including super/comm etc.
Your search function is easy to use
If we look at the SEEK search box more closely, you will notice they allow the user to specify a [MIN] to [MAX] range for an annual salary or hourly pay rates.
MyCareer allows the user to search [MIN] and [MAX] range. JobsJobsJobs restricts the users to select a predefined salary range.
By having predefined ranges, the user is restricted to an initial search within those brackets.
But on the other side of the globe, Jobsite's [MIN] to [MAX] range is even more restrictive.
Another popular option is to display a sliding scale. Again, SEEK has been able to display one that can switch between an Annual salary and Hourly pay rate.
Jobs.co.nz main search function contains a sliding salary range. JobsJobsJobs used to have a sliding scale before the sites software was changed last year.
You could even allow the user to enter a value. Have a look at the search function on JobStreet which allows the user to specify a minimum monthly salary. Although allowing the user to enter a [MIX] and/or [MAX] range has its downfalls.
If we look at the job search form on APS Jobs, you can see it allows the user to specify a [MIN] and [MAX] range.
The system can interrupt both 80000 and 100,000 (fails on 80k - 100k) but it is not able to search based on a daily/hourly pay rates.
Try inputting 50 - 70 or 500 - 700 and you will see my point.
There are many ways to search jobs by salary. Whatever way you choose to implement, you need to make the process easy to use.
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Does your Job Board or Recruitment Agency website need a native iPhone, Android or BlackBerry application? More than likely the answer will be no. Save your money. You don't need to spend upwards of $5k+ for a single native application. But what you do need is a mobile enabled website.
While I am more than happy to create iPhone Job Search Applications for clients, you first need to understand your target audience. Do they use an iPhone? What about the Android? Do we really want users to apply via their mobile? How much is this all going to cost? Have a read of our previous articles on the subject of mobile recruitment.
What every website needs is a mobile optimised website that can detect, optimise and then render your website on a mobile device. We added mobile functionality to all our client sites that will automatically detect the type of device they are using, and give the user the option to view the mobile site OR the full desktop version if they wish.
See our recent work on Recruiter Daily Jobs on your mobile device, or click on the "view mobile version" link at the bottom of the page.
Keep it simple. Don't redirect the user to multiple screens. Present the user with a search form, clean and unobtrusive search results, add ability to subscribe to email alerts, shortlist jobs via email/sms or refer a job to a friend by email/sms.
What are you doing? Give us a call if you need advice.
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Did I miss the memo on funny job ad day? Today I came across a number of funny (and a few weird) job ad copies including "This is DOPE" and "If this sounds like your kind of gig, then please send us your CV and an idea of your salary expectations to one of the sexiest men on the planet (WTF)…our Human Resources Manager".
But there could only be one winner... This month’s winner is Engineering People who are looking for a Recruitment Consultant. Some of my favourite lines include
"I'm tired of writing boring adverts for boring recruitment consultants. So I thought a little honesty would not go a stray."
"Eat the nuts and sultanas (yes, I do offer almonds and the occasional peanuts) provided for morning tea"
"Complaints about this advert may be directed to Peter"
"I need a good lie down now, so call me, I'll be on the couch."
Kudos to Peter at Engineering People for the funny job ad. (points off for keywords loading).
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Australian Job Board Statistics measuring the total unique browsers during June 2010. Data source - Nielsen NetRatings. SEEK 3.899m, CareerOne 1.554m, MyCareer 1.264m
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Today, I gave quite a controversial presentation to a group of Recruitment Agency owners on Social Recruiting. When I was first asked to present to this group a few months ago, I was initially asked to speak about "Social Media and it's use in the Recruitment process". I said no, I wasn't interested.
A few days later, they came back to me and asked why not? I was quite honest, and gave my reasoning that the topic had been covered by me to death previously and I was not going to regurgitate old content. Plus, this was not a paying gig, but I could make some new clients from within this group.
What I did not expect in that conversation was a second proposal to take the opposite view on the topic "Are we wasting our time and resources on social recruiting?". They wanted a straight to the point presentation as I was not there to sell them or push a product… just my own views and opinions.
The presentation slides may not make that much sense to those who were not at the breakfast. But the overall message is short but sweet.
Stop talking
Start doing
Walk the talk
You can download or browse the presentation slides below. All examples shown have been removed. Sorry.
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I'll let you have your 15 minutes of fame, but social media is here and it is not going away.
Recruitment agencies must learn that posting jobs onto social networks is not "social recruiting", but on the other hand, they must STOP collecting data without the users knowing!
I still can't believe how it is possible for any recruiter, and members of the RCSA to allow recruitment systems to do this.Isn't this unethical?
We use Taleo with the enterprise social tools. You can connect via Linkedin and it will also search all the social networks to find the user. VERY SCARY.
Thomas, I'm sure your presentation was quite light hearted and entertaining for the attendees, but please stop with the mixed messages from your blog.
Jason, thanks for the input, you really had to be there to listen to the full presentation. The examples I provided clearly showed the good from the bad.
In relation to the data extraction tools - these are gaining much popularity within the industry. You can turn them off from the administrator account check your Taleo admin settings.
As for the RCSA. They are wayyyyy behind on any technology advancements.
Would have been great to hear you give the presentation. The slides don't really say a lot and obviously need the commentary to go with it, thanks for sharing them.
Like a lot of people in the online job space I have heard the positives and negatives about using Social Networking. As things change so quickly in the online it's very risky to hold an opinion about certain subjects and a lot riskier to try and predict successes (and or failures). Social Networking is one of those subjects.
One thing that is worth noting is that the internet itself is social. You could almost argue it is the first generation of online social networking. So just by the mere fact that you post jobs online you are in some manner already participating in Social Networking.
I am an advocate that most people just want to find a job and apply for it, plain and simple. It doesn't matter where that job is, as long as the process is uncomplicated, simple to understand and doesn't require to much work they will apply, social networking site or not. I guess as marketers we need to go where the traffic is and given the relatively inexpensive nature of getting involved in social networking, it is worth a try. You also need to consider that almost 72% of the Australian internet population visit at least one social network site a month.
I think the best performing social networking initiatives are those that are by their very nature social i.e. connecting with friends, discussing hobbies or favourite movies. I am not convinced that people want to make their job hunting social and this could be a reason why there is still some debate about whether it is a good thing or a bad thing.
One thing for sure, I do like Apple's approach to innovation. Essentially just do it and don't ask to many people to give you an opinion, otherwise you would never do it and maybe never get the rewards.
We've been discussing at work the issues of candidate privacy in our own Applicant Tracking System. An Industry set of ethics would be a good resource. Are you aware of such a document?
The online social networks are the tip of the iceberg for monitoring candidates.
robyn (11:11pm Thursday 22 July 2010)
what is taelo??? never heard of it.
that is why i am scared to put my resume/cv on linkedin - who can see it. is it safe to go there or not? i am interested in finding a job but am scared to put my resume out there for the whole world to see, access, read, chop and copy. can that happen on linked in???
Australian Job Board Statistics measuring the total unique browsers during July 2010. Data source - Nielsen NetRatings. SEEK 4.071m, CareerOne 1.578m, MyCareer 1.338m
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Soon, all browsers will support the HTML5 Geolocation API by default. Geolocation is the core function behind sites like Foursquare which can work out where you are located. I have previously talked about using Geolocation services used for sourcing or stalking candidates, but it does have some other uses in online recruitment.
Working out users location is not new or revolutionary. We have all been doing this for years via IP address lookup services (although these are never 100% accurate). But now, we can get the user to opt-in and provide more accurate information.
For example, when you visit a location-aware website your browser will ask you if you want to share your location.
If you agree, the browser gathers information about nearby wireless access points and your computer’s IP address.
Then it sends this information to the default geolocation service provider (Google Location Services) to get an estimate of your location.
That location estimate is then shared with the requesting website script.
So how can we use this in online recruitment? We can use the user’s geolocation data to confirm the users credentials while
Applying for a role. If the user is not located within a certain area, you could notify them that you only accept applications from users in the following locations. (I don't suggested this. See previous article on Rejecting Candidates based on IP Address)
Contact details. Work out which is the closest office to the user and serve up that information.
Security checks. Collect the users geolocation data when they register, login, buy job credits etc.
I have modified a simple HTML5 Geolocation API script first written by Michael Spector with some extra browser checks. Try it on your desktop browser and mobile phone to see the difference. <html>
<head>
<script type="text/javascript">
if (navigator.geolocation) {
alert("Your browser supports HTML5 Geolocation API");
navigator.geolocation.getCurrentPosition(function(position) {
document.location.href =
"http://maps.google.com/maps?q="
+ position.coords.latitude + ",+"
+ position.coords.longitude
+ "+(You%20are%20here!)&iwloc=A&hl=en";
});
} else {
alert("Your browser does not support the HTML5 Geolocation API");
}
</script>
</head>
<body>
<h1>HTML5 Geolocation API</h1>
</body>
</html>
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Extended Authentication (XAuth) is a new open platform to extend authenticated user services across the web. You may have noticed that more and more websites are integrating with 3rd party services to allow users to use their existing profile (ie Facebook, LinkedIn, OpenID) to connect with your site.
Unlike newly registered accounts, existing 3rd party accounts have rich profile data and services capable of driving tremendous referral traffic back to the originating website.
The average internet user has more online services than ever (Emails, Social Networks)
Many of these services provide APIs (OpenSocial, OpenGraph Protocol) thru delegated authentication (OAuth) to websites
Websites don't have an easy way of knowing which services a visitor uses so they present all available options and push the decision to the user
A solution was proposed called XAuth. XAuth tells a webpage "this is where the site visitor does social networking." Then, OAuth is the way the user logs in there, granting the site permission to access their info without seeing their password.
If you're familiar with OAuth, you might be wondering what the difference is between that system of secure authentication and XAuth. Note: Do not confuse this XAuth with the xAuth (lower case "x", upper case "A") released by Twitter or X Window authorisation
XAuth tells you where to ask for OAuth from. Remember... the "auth" short for authentication is a little misleading as XAuth is actually a discovery service - not authentication! But just because the user has an active session on one provider doesn't necessarily mean that they'll want to use that provider to sign in?
Having a function that can automatically work out if the user is already logged in to another site can improve the users overall experience with your website.
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For those readers interested in Product Management. Let's have a look at some product management axioms originally thought of by Saeed Khan in 2007, and recently summarised in his presentation on the topic.
Every Activity is part of a Sale
Nail it, then Scale it
Change is a process, not an event
Think horizontally, act vertically
The “Nail it, then Scale it” principle applies to software products in general and not simply web properties. Common reasons for not “nailing” it include:
Incorrect and unclear understanding of customer needs
Missing key functionality in the product
Flawed understanding of the competitive landscape
Improper pricing model relative to market expectations
Unaccounted changes in the market landscape
There may be other reasons, but if you look at all of those listed, two things are clear:
Additional work would need to be done to the product or company processes after the product was released to address the issues.
All of the issues could be addressed with basic research and analysis, and likely a little extra time added to the development and/or launch cycle.
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he process behind the LinkedIn authentication is quite similar to those who are familiar with Facebook Connect. By adding the Log in with LinkedIn functionality, we aim to 
View Comments (3)
MyCareer allows the user to search [MIN] and [MAX] range. JobsJobsJobs restricts the users to select a predefined salary range. 
By having predefined ranges, the user is restricted to an initial search within those brackets. 
If we look at the job search form on APS Jobs, you can see it allows the user to specify a [MIN] and [MAX] range.
While I am more than happy to create iPhone Job Search Applications for clients, you first need to understand your target audience. Do they use an iPhone? What about the Android? Do we really want users to apply via their mobile? How much is this all going to cost? Have a read of our previous articles on the subject of mobile recruitment. 
Working out users location is not new or revolutionary. We have all been doing this for years via IP address lookup services (although these are never 100% accurate). But now, we can get the user to opt-in and provide more accurate information.
The only issue I see for the future is around the speculation that LinkedIn is on the path of floating and turning their site into a Job Board.
They are making strong progress toward an IPO.
I have been given the heads up recently, and as with all 3rd party plug-ins, the access to the platform is purely dictated by the owners of the platform.
I have several sources now telling me very strongly, that LinkedIn is in the throws of changing their whole platform, and will either disable 3 party plug-ins to other Job websites or, they will charge heavily for the privileged.
Regardless...I think what you have done is fantastic and certainly a leap in the right direction.
I also feel it will take more than just allowing users to log in using these facilities to capture attention and drive traffic.
You will see in the next 6-7 weeks our answer to this dilemma.
Best Regards
Andrew Turnbull - CEO
www.SearchtoEmploy.com