LinkedIn wants to help you look for a job behind your boss’s back

LinkedIn : 

LinkedIn, the professional networking Web site, declared a new feature it has been testing called Open Candidates, which permit users to flip a switch that privately tells recruiters if they have opening for  job opportunities so that you can find a new job without alerting your current boss but be careful and do privately.

LinkedIn has long been a way to promote your resume to other companies or recruiters without string up a “for hire” sign that your boss can see.

Now it’s launching a way to how recruiters know you are looking for job change or searching other jobs and do so secretively, the company said.

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On Thursday, the professional social network declared a new feature it has been testing: Open Candidates, which allows users to turn a switch under the “preferences” tab that tells recruiters they are open to job opportunities.

Recruiters who pay for LinkedIn’s premium service will then see a tab in its search results that lists profiles of those who have turned on the signal, connecting them with what LinkedIn calls “warm” talent.

At that time in profile others won’t be efficient to see if a user has turned on the feature, and LinkedIn hides the signal from recruiters at an individual’s own company or its subordinate.

The change is an interesting one for LinkedIn Corp., which increased into a huge in the recruiting world because of the access it gave recruiters to millions of admirable “passive candidates” who are not actively job pursuing.

Some 87% of recruiters say they use LinkedIn which is based in San Francisco and which Microsoft said in June it would obtain to appriciate candidates during the recruit process, more than twice that of any other social network, according to a survey by Jobvite.

Now even if they are “passive,” LinkedIn users will be able to signal a little more active interest in recognising opportunities, helping recruiters more accurately target the large number of employed candidates who might be open to making a job change.

Approximate estimation from the consulting firm CEB say that about 40% of the industry market is made up of people who don’t want to be contacted by recruiters at all, while 35% are not looking but contacted sometimes.

“It should theoretically make it more dominant and eligible for recruiters,” said Brian Kropp, CEB’s human resources practice leader.

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It could also minimize on the flood of analysis and inquires some users, largely those in high-demand industries and receive from recruiters, which switch some people off, Kropp said. “Candidates are blitz by various recruiters that they are not answering to anything,” he said.

As report knows, A LinkedIn spokesperson said users  can also block messages from recruiters if they wish.

In the same time, a crop of start-ups has begun helping people, especially in tech jobs, covertly scan for so many opportunities. Turn, for immediate, is an unnamed Tinder-like tool that lets users rate job opportunities by swiping right or left.

Compilation, rather known as Poachable, acts as an authorless career matchmaker. A LinkedIn spokesperson said the new feature was not a response now, but rather a way to “improve the experience.”

LinkedIn said it will hide the signal from “known recruiters” at a user’s employer, as well as at associated companies, but there is few fine print: On its website as  LinkedIn says: “We cannot give surety, however, that every company is strictly identified, or that associated companies are sharply mapped on our platform.

We also cannot guarantee that every recruiter has an up-to-date and authorised Company ID, so there’s a little bit chance that your career interest preferences will be seeming to a recruiter at your current employer or an associative company.”

One more risk may exist for employees in senior management jobs or niche fields where signaling their interest, even carefully, could make them less attractive to some recruiters.

David Staiti, who runs an executive search firm in New York that focuses on placing senior managers in technology and start-up companies, said: “Clients pay me to find someone they cannot join on their own.” Because it could mean they have discussion with for other jobs at the meantime, he said, “when I hear someone’s potentially looking, their marketability goes down for me and my clients.”

Still, he said he uses LinkedIn all the time to recruit candidates and gather intelligence on them, and could see the new feature being useful for other jobs and at other levels. “In high-demand, low-supply jobs” such as programmers, he said, “I would think it might be precious, for the person looking but also for the person advertising it.”

CEB’s Kropp said there’s some other group beyond candidates and recruiters who might want to pay attention to the job change: managers. With such simple access to a silent way of advertising to other employers, workers have yet some other route for jumping pass over.

“It puts more bother on companies to think about the careers and management of their employees,” he said. “You can figure out how employees coming in to work, they have a bad day with a manager, and they say, ‘Sure, I’m going to show them.’ And they turn a feature like this on.”