Note: this event takes place from 8:00am-1:00pm PT on Monday May 13th; register today.
Leading employers around the world understand that today’s college and university students and recent graduates are tomorrow’s leaders. Some employers look at interns and recent grads as cheap labor, but the smartest employers regard those candidates as strategic hires.
What separates the one-hit wonders from the iconic greats?
Is it stage presence? Pyrotechnics? Big hair, even?
Last month, we surpassed a major milestone: 200 million members. With members joining LinkedIn at a rate of approximately two per second, we offer recruiters a larger and more diverse talent pool than ever before.
Today, we have another exciting announcement to make: we are expanding our diversity offering to help customers reach diverse professionals in even more places on the web. We have teamed up with the Professional Diversity Network (PDN), a Chicago-based diversity recruitment firm that shares our vision that professional networks have the power to drive positive change and connect talent with opportunity.
Today I’m excited to share that LinkedIn membership has crossed the 200 million member mark. As we celebrate this milestone, we thought it appropriate to take a moment and reflect on how LinkedIn Talent Solutions products have grown and evolved alongside our membership – from the launch of LinkedIn Recruiter at 32 million members to the full suite of products that help you hire passive talent at scale and build your employer brands today.
Here are select highlights of the evolution of LinkedIn Talent Solutions in the past four years:
We may already be in week two of 2013, but it’s never too late to commit to important resolutions. And I have a whopper for talent acquisition professionals everywhere: make 2013 the year you truly embrace data-driven recruiting.
There was plenty of buzz about the rise of analytics in the HR and recruiting industry last year. The Wall Street Journal did a feature on MoneyBall and the HR Department, for instance; Glen Cathey’s been on the case for a while; and last month Nathan Parcells argued why your next HR hire should be a data scientist. But don’t let the coverage fool you. Most people simply aren’t there.