mBLAST to Provide Social Profiles for erecruit’s Enterprise Staffing Software

Today we are excited to announce erecruit’s partnership with mBLAST, which will deliver unrivaled social media intelligence to all users of erecruit’s enterprise staffing software. With this integration, erecruit users will gain valuable insights into the qualifications, history and expertise of the people behind the resumes they are reviewing as well as being alerted based upon candidates’ and contacts’ online activities, allowing immediate, thoughtful, warm follow up opportunities.

erecruit_mBLASTPeople post a wealth of information online everyday that could be used by Social Profiles for Staffingrecruiters and sales executives to improve the qualification of those they want to speak with most about potential jobs or sales opportunities. There are numerous tools everyone uses to monitor blogs, articles and social networks. That’s easy. The hard part is sorting through all the data you get back in order to intelligently identify who matters the most. That’s where mBLASTcomes in. mBLAST takes media monitoring, influence management and social media search and analytics to the next level by providing insight and identifying exactly who you need to target.

mBLAST’s dISTIL™ algorithms discover, analyze and rank the public content individuals create online – not only in popular social sites such as LinkedIn and Facebook, but across the entire web, including mainstream media, blogs, forums and discussion groups – to deliver detailed, scored profiles of a person’s comprehensive “web presence.”

Based on this information, erecruit customers can better identify true subject matter experts by understanding and measuring their impact on specific topics or communities of interest, as well as perform targeted sourcing of candidates and clients – whether or not they’re currently “in the market.” Additionally, the combination of erecruit and mBLAST provides a documented, repeatable process for the use of social media during screening, ensuring recruiters conform to regulatory and corporate guidelines.

“We are excited to be integrating social media and web presence history directly into erecruit,” said Judd Hoffman, Co-CEO of erecruit. “This important enhancement will give our users the opportunity to quickly learn much more about their candidates and client contacts through the creation of real-time social profiles that take LinkedIn, Twitter, Facebook, Google+ and hundreds of thousands of free web data feeds into account. erecruit users will now have the ability to understand their candidates and contacts in greater depth and to better evaluate who is most ripe for a warm recruiting or sales call.”

As the leading enterprise staffing software solution, erecruit is committed to unifying the entire staffing lifecycle into one enterprise-class platform, empowering mid- and large-sized staffing firms to deliver exceptional talent, value and service. With the integration of mBLAST, erecruit furthers the tool set its sales and recruiter users can leverage to find, qualify and close more business.

You can find the full press release here.

Are LinkedIn Endorsements Meaningless When Recruiting Talent?

In September 2012 LinkedIn introduced the clever and strategic feature of allowing users to give “kudos” to their professional connections with just one click. Only six months later the number of endorsements that have been issued on the social network has well surpassed its expectations with more than one billion endorsements to date.

According to an infographic by Peter Rusev, Associate Product Manager at LinkedIn, more than 18 million professionals have been recognized for their aptitudes. This significant volume could be attributed to LinkedIn’s innovative marketing technique that encourages users to endorse others. When a user is searching through her professional network the first thing that she sees on the top of a connection’s profile is a box with suggestions reading, “Does ____ have these skills or expertise?” This online reference check for talent ranges from skills such as “Enterprise Staffing Software” to “Chemical Process Engineering.”

Since it is such an easy and simplistic way to acknowledge the abilities of your LinkedIn connections, it raises concern. Is the value of this compliment weakened due to the possible lack of thought and consideration when making an endoresment?


In her article published for BusinessInsider.com, René Shimada Siegel, Founder and President of High Tech Connect, predicts that despite the popularity of LinkedIn endorsements today, they will be extinct by 2014.

“Today, I received LinkedIn endorsements of my skills from five people I’ve never met. There’s no way these people have any context for my ability to deliver the skills and expertise they endorsed. Don’t get me wrong. LinkedIn is still an invaluable tool for my business and I’ve written about it before. But I’m worried about these endorsements which feel an awful lot like a popularity contest.”

Siegel goes on to add that, “Since endorsements involve a single mouse-click, I can endorse 60 people in 10 minutes and not break a sweat. Click, click. Then the network marketing effect takes hold. The person you just endorsed will receive an email that you’ve done so and suggesting that, perhaps, he or she would want to return the favor. Why not? Above your profile LinkedIn lists a few of your connections and their many skills and specialties. And off you go: Click, click, click. “Look at me, being nice…..” I’ll go so far as to make this prediction: By the end of this calendar year, LinkedIn will drop endorsements from its site and everyone will realize all those little blue rectangles filled with words like “Cloud Computing,” “Writing,” “Product Marketing,” etc. are worth as much as the effort it took to award them to somebody: Nothing.”

In response to a LinkedIn forum started by Matthew Weaver about the value that endorsements offer, Geoff Gunner discusses the effects that the phrased testimonials have upon the staffing industry.

“As an employer, I don’t think that I’d want to hear an opinion on someone’s abilities that hadn’t been carefully thought out. What would be the point? I could end up hiring someone that could cause serious damage to my project, just because they had lots of friends who endorsed them. And so, as the feature stands, it’s really just eye-candy for LinkedIn, perhaps catching the attention of an employer but quickly fading away under detailed scrutiny. For me, I’ll only endorse the skills that I know a person possesses. To do anything else would be unprofessional, and LinkedIn is for professionals, yes?”

But as Geoff explains, if he takes the “professional” stance of only endorsing those he personally knows possess a skill, while others continue to endorse those they are simply casually acquainted with (or do not know at all), what’s the point? As a recruiter, you cannot tell the difference, and therefore, endorsements are meaningless. Maybe LinkedIn should tweak the model so that only those people that have provided a written recommendation on a person’s LinkedIn profile can endorse a skill. Yes, an argument can be made that recommendations can be misused as well, but at least there is thought that goes into writing a recommendation for an individual, and there is level of self-policing involved with recommendations that give them more legitimacy.

What do you think? Do you believe that the value of a “kudos” on a connection’s profile has diminished?

Let us know in the comment section below, we would love to hear from you!

How will Facebook’s Graph Search Impact the Staffing Industry?

As you’ve likely heard by now, Facebook, recently unveiled a potential revolutionary game-changer that could impact the staffing and recruiting industry…Graph Search. This tool will allow in depth searching of Facebook user profiles, which could be quite useful to recruiters looking for talent. Whether you’re a believer or not, the fact that Facebook has 1 billion users is reason to take note.

According to ABC News, the innovative search engine could potentially modify the way the world uses Facebook.

Facebook_Graph_Search“Until now, the search bar you saw when you logged in to your Facebook page wasn’tvery powerful. You could only search for Timelines – your friends’ pages, other peoples’ public pages and business or product changes. But now, after close to a year and a half of development, the new “Graph Search” will allow you to search and discover more about your friends and other information that’s been put on the world’s largest social site.”

Even though the release of Graph Search is only in the beta version, it is speculated to have the capability to transform numerous industries. One business that could benefit from the new Graph Search Engine is the world of recruitment and staffing.

Stephane Le Viet, CEO of Work4Labs, fully explains the new product and how it relates to the staffing world in her article for Forbes.com.

“Graph Search will change the game again. It allows passive and active candidates to become recruits. As this product rolls out and improves over the next few months, recruiters will have a chance to search for whom their unfilled jobs are relevant. That relevance is the most exciting part…Graph Search is about discovering people—their work history, their education, their interests and their motivations—and using that discovery to recruit better.”

In response to a blog post about Facebook’s Graph Search by John Zappe of ERE, Glenn Gutmacher, founder of recruiting-online.com, is more apprehensive and cites concerns over Graph Search’s dependence on user content.

“Its usefulness as a recruiting tool is limited by the number of users who have complete profiles.” If the data that Facebook uses in order to generate results is the sum of your posting history, group affiliations and friends, then recruiters and sources are going to be frustrated by a lot of false positive results..”

Gutmacher goes on to ad that, “The most hopeful part of this article was the link to Facebook’s profile completion testing. Hopefully it will push people beyond just filling out their city and start asking for the data that recruiters need to separate wheat from chaff (e.g., current job title and company, if not skills).”

If implemented correctly, it is rumored that the Facebook Graph Tool may empower job seekers to market themselves in new ways, similar to LinkedIn. If that becomes reality, recruiters will have yet another go-to source to uncover the best talent. How do you think Facebook’s graph search will impact staffing and recruiting? Not sure? Here’s a collection of recent articles that shed more light on the subject.








Image Credit: niallkennedy

Your Best Recruiting Bet? Hire a Vet.

walmart-resized-600Wal-Mart, the nation’s largest Your Best Recruiting Bet? Hire a Vet. retailer, announced a plan to hire every veteran who honorably left the military in the last year over the next five years. It is expected that more than 100,000 people are expected to find work through the program, making Wal-Mart’s effort one of the largest hiring commitments for veterans on record.

There are roughly 900,000 unemployed veterans in the U.S. according to the Department of Labor. When signing the “VOW to Hire Heroes Act” in 2011, President Obama said when referring to veterans’ wide range of skills, “… it is exactly the kind of leadership and responsibility that every American business should be competing to attract.”

Many employers fail to recognize the unique value military experience can bring to the workplace. Job skills are learned through previous experiences and military service should be recognized as a valuable addition to any resume. So here are five reasons why you should start recruiting veterans:

Leadership: The military trains people to lead by example, creating a more respectful and productive workplace environment.

Teamwork: Veterans understand how genuine teamwork grows out of a responsibility to one’s colleagues and superiors.

Performance under pressure: They know the critical importance of staying with a task until it is done correctly, no matter the circumstances.

Diligence: The work ethic of veterans is incomparable due to their front line experience. Veterans know how to get things done, are goal driven and results orientated. Problem Solving: As the Marines say, vets are able to “improvise, adapt and overcome.” Regardless of the issue at hand, vets are likely to come up with a creative and effective solution.

Military personnel skills obtained during military service will benefit employers. Considering these attributes, veterans could be great hires who can add value to the workplace by contributing the skills acquired through their military experience. With Wal-Mart spearheading the veterans hiring effort, recruiters should refocus their staffing efforts on sourcing candidates who are making the transition from military to civilian life.

What do you think? Have you placed candidates with past military experience? Let us know in the comment section below, we would love to hear from you.

Image Credit: ABC News

LinkedIn’s 200 Million Members [INFOGRAPHIC]

LinkedIn, the social network for professionals, has announced that they have reached 200 million members. This infographic from the LinkedIn blog breaks down how they are made up. Here are a few facts that stood out to us most:

– 74 million of LinkedIn users are from the United States.
– 2 new members are added per second.
– Information Technology is the largest industry represented with 4 million members.
– If LinkedIn were a country, it would have the 5th largest population in the world.


LinkedIn has become a “must have” in the staffing industry, and as the network continues to grow and expand globally, it will only create more opportunities by connecting recruiters and prospective candidates.
Where do you think LinkedIn will go next? Let us know in the comment section below, we would love to hear from you!

Photo Credit: LinkedIn