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Human beings are social animals and they always like to be in groups. In the new web 2.0 world – this also holds very much true. The  social networking has provided people a life 2.0 where they can create their own  groups, be part of them and engage people – without actually having a trouble to meet them (!).

This time, I am talking about professional networking groups – LinkedIn Groups. Groups provide a great platform for like-minded people to discuss and share thoughts about their common interest. Especially LinkedIn Groups is a very engaging way to create a community around similar skills / interest / industry / technology (so on and so forth). However with 100s of new groups popping every day AND with 50 groups’ limit of LinkedIn, one has to think very logically about his/her strategy around groups. Though 50 seem to be a big number; with amount of groups that LI offers – this actually proves to be a very small number.

This creates a new challenge for everyone about how to manage their LinkedIn groups. Here’re my few guidelines as starters (I’m sure you will come up with many more).

Be selective about your groups and ignores the rest

LinkedIn Groups has also powered personal branding in a big way. Now-a-days people mention on their resume / CV / profile about the groups they author and population of their groups. While creating Groups is a very easy process, maintaining / growing them needs dedicated efforts. You have to be very selective about groups you join and ignore the rest of requests. Avoid being part of groups without proper overview analysis of people in the group, motto of the group and author. Remember – LinkedIn is a professional network; hence joining groups of night clubs, celebrity fan pages OR sports / entertainment would not give a good professional image of yours.
Groups that you join also get featured on your public profile page in LinkedIn. Hence, make sure those groups reflect your professional image / expertise.

How active are your current groups?

As I said previously – people starts their groups with great enthusiasm; however fails to carry on the momentum. After sometime those groups just occupies your Group list without any significant activity. It’s difficult to track activities of all your groups daily – but once in a while visit every group that you have subscribed and see what’s going on.
• Observe how much relevant the discussion topics are.
• See how current those topics are.
• Do you see many replies or threads by industry specialists?
• Did those discussions / news allow you to learn anything new?
• How big is audience? Even if it is small – how engaging they are?

Where are your industry experts?

Generally speaking this is a good indications about which are the better groups than others. Being experts in their industry – these are the sources for good advice, tips etc. Try to follow their groups as starting points. This can give you a way to other like-minded professionals. This will also help you to connect with them and their community as a good brand building exercise for yourself. However – again don’t follow them blindly.

Are you getting ROI?

We subscribe in groups with set of expectations. It’s a simple give and take activity. People expect to contribute and in return get advice about their own requests. To evaluate this you have to participate actively in group discussions by answering or posting new topics. Closely observe about how much attention / response you get for your meaningful contribution. Are you getting new ideas, concepts and responses? If yes – this is an investment group for you. If there is very little response and sharing by group members – it’s best to exit and create a slot for new group.

Spam-Hunters

Everyone has his/her own strategy behind creating their groups. Some people want to enhance their own brand and others have a genuine knowledge sharing intentions. Groups are a very easy target for Spam-hunters – especially now when we have open groups. If you are getting spam emails about any product / company / individual promoting something and if that person is group author – it’s a clear indication of his ROI of group. If you are getting spam-mails from other member – best to tell group author so that he/she can remove this person.

Industry Presence

How many of your colleagues, industry connections etc are present in your group? This might give you a good indication about usefulness. At the end of the day – groups are nothing but collaboration of people along with their skills / experience. This might also be a good opportunity for you to invite your colleagues to your groups to increase effectiveness. This chain reaction helps any group to be people and content rich.

Engagement / Relationship Building

Apart from knowledge sharing and Q&A sessions – groups are excellent way to meet new people in your industry. This way you can create, engage and maintain relationships with new people. A good group and its leader (at least initially) should facilitate conversations and engagement process. I’ve got many good industry connections and even friends by being an active member in some groups. This engagement and relationship building helps a great deal when you meet them face to face to cement this further.

Periodic Review – Clean up & Enrichment

You should visit your set of groups once every 3 months or so. Just go through your list and pick out any obvious groups which are not yielding any ROI despite your contribution. This helps to clean up non-yielding groups to give space (Remember 50 limitation?) to new fresh groups. I’m sure you will find at least 3 to 4 such groups every quarter. Similarly – you should also search for any new groups and consider any good recommendations within your network. This cleaning up exercise makes sure that your set of groups is really worth being onto your profile list.

Thinking of Creating your own Group?

OR even better – do you already have one? You have a great responsibility of making sure that you keep your group enriched and engaging all the time. As an author – you have to invest good amount of time (at least in initial stages) to attract new talent and keep your audience engaged. You also need to have a specific vision/motto to create your group. You work as a facilitator initially to set right tone and giving direction to your group. Once you start getting good contribution – work as controller to avoid any ill-effects and make sure your group is on right track. Key thing is that you have to lead from the front and invest efforts to get good ROI. Make sure that you key-in right people into the group who will lead from the front – also make them co-admins if you have trust.

In recent times Social / Professional networking has given a fantastic platform to create communities, share ideas and drive thought process. Saying this – one has to know how to manage and get most of out of their groups. It’s key to be in right groups and right times! With 50 group limit in LinkedIn – this becomes more important.

At the end of the day – you get identified by a Group (company) you keep!!!!!

About Author

Sarang Brahme has been in sourcing for the last six years. He began with job board sourcing and networking and gradually found his way into the magical world of sourcing. He has enjoyed wearing different hats, including sourcer, recruiter, team lead, client servicing manager, pre-sales, and executive hiring – but beneath all that, sourcing is what makes him happy. Currently, Brahme works for CapGemini in India in Strategic and Executive Hiring – Sourcing. He is a firm believer in the recruitment sourcing concept and always thinks that sourcing as a function has immense power to change the way recruiters recruit.

http://magicsourcer.wordpress.com

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LinkedIn is full of feature rich content outside of connecting with people you don’t know.  As a recruiter you can leverage groups in a couple of ways to help better your business. You can join industry based groups in line to the types of individuals that you are recruiting or you can recruiting and HR groups to help better your skills and engage in meaningful conversations.

I try to keep a strong mix of the two but how you build your groups network is squarely on you. Regardless there is an etiqutte to participating in these groups, especially as a recruiter. The most important part is to remember that the groups member s are not necessarily looking to be recruited so you must play nice.

Below in order only to groups membership size are the most active HR and Recruitment groups on LinkedIn. I am defining active as the most “active disscussions” and membership activities.

Linked:HR (#1 Human Resources Group) #1 LinkedIn Group worldwide linkedhr human resources corporate recruiter recruiters recruitment headhunting headhunter headhunters staffing hiring consultant consultants coaching training HRIS SHRM management executive executives health employer employers employment job jobs career alumni education

Owner: Olivier Taupin | 332,510 members | Share

  RecruitingBlogs The largest Linkedin Recruiting group for the recruiting profession. Network with over 100,000 corporate and agency recruiters, HR professionals and recruitment consultants for recruiter partnerships, advice, splits, jobs, and staffing industry education.

Owner: Miles Jennings | 116,942 members | Share

JOBS 2.0: Job Search Career Networking Staffing. Post Resume -Get Paid by Employers at Resumark .com Hiring! Careers Training Executives Management Consultants Marketing Sales Finance Green Media Telecom Health care Business Executive Managers Recruiters Recruiting HR Human Resources Sourcing Recruiter Consulting Open Net-workers Employment CV US UK Europe Canada USA India Asia Australia Africa China

Owner: Andrew Kucheriavy | 78,140 members | Share

Procurement Professionals (#1 supply chain & sourcing group) Business, network, jobs & candidates

Directors Executives Finance Corporate Alumni Managers CEO E Purchasing Bid IT Consultants Job Marketing Logistics Retail Career Consulting Recruiters Telecom HR Human Open China India UK Social Sales Green Recruitment Staffing Hiring Asia LION Networkers Inkoop Inkopers Buyers SCM Media Management

Owner: Paul R. Bouwman | 68,554 members | Share

Global Jobs NetworkJob Posts Search Hire Recruit Candidates Profile Resume CV HeadHunters HR Sourcing Recruitment Consultants Recruiters requirements Jobs firm human resources training hiring Career source company staffing IT management USA America US India Gulf Europe UK Asia Pacific Africa Canada Australia UAE China

Owner: Paulwin George | 66,421 members | Share

Recruitment Consultants and Staffing ProfessionalsThis is a group for Corporate Staffing Professionals, (Agency) Recruiters, Talent Managers, HRM Directors and Employer Branding Experts to expand our network of people, ideas and share leads. Please feel free to join this dedicated Recruiter group on LinkedIn. For Recruiters, by Recruiters.Owner: Jacco Valkenburg | 51,976 members | Share

E-Recruitment | My Jobs | My Resume Group of Corporate Recruiters HR Manager Consultant Recruiter Associate Executive Professional Job Seekers | Hiring in Sales Marketing Financial Services Accounting Human Resources Staffing Recruiting Media Information

Owner: Manzill Surolia | 50,922 members | Share

Corporate Recruiters. #1 Group for Corporate Recruiters. #1 Group for Corporate Recruiters. Designed to connect Recruiters and to share ideas on how to leverage Linkedin potential and improve sourcing, talent acquisition, referrals, fee splitting, and other recruiting and HR issues. If you are recruiter or involved in recruitment, then join this group.

Owner: Chris Brown | 44,400 members | Share

Networked Recruiter (34,197+ total network) 3rd Largest Recruiting and HR & 2nd Largest Agency Group The Networked Recruiter is a destination dedicated to all recruiters: (staffing, agency, retained, executive, corporate, direct, contingency, project, and contract) Join us: Networking Events in 1000s of Cities around the World, Private Splits, Matching, Post a Job Reaching Millions, and Training.

Owner: Jacob Conway | 35,872 members | Share

Star:Jobs Professional Career Center # 1 Site for Recruiters and Job Seekers on LinkedIn:jobs candidates candidate careers career recruiter recruiters head hunter head hunters staffing consultant consultants executive executives management hiring HR web open networkers networker networking

Owner: Olivier Taupin | 35,728 members | Share

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Do you subscribe? You should, we give away really cool things for free: Click to Subscribe

I have always been a big fan of LinkedIn and been using this tool for past 4 – 5 years in sourcing. However, in recent past they are shifting from Professional Networking to Commercial Job Board. In some way – they are breaching what they promised by replacing paid accounts to let people get direct access. This move totally goes opposite of basic concept of networking they incepted years back.

Anyways – it seems that they are reciprocating to these criticisms by focusing on innovation (Google Way!). It was a pleasant surprise when I saw LinkedIn Labs consolidate damage in some manner. They have recently released a series of beta tools including Signal, LI Instant etc. I would like to talk about LinkedIn signal in this post.

What is LinkedIn Signal?

LinkedIn has taken its integration with Twitter a one step ahead. LinkedIn Signal is basically a stream of Twitter & LinkedIn Status update for LinkedIn users – at one place! It shows you what people are twitting OR “Statusing” (my version of “Updating Status”!) who are in your LinkedIn network. However, this is only true if you have connected your LinkedIn and Twitter accounts wherein you can view your twits through LI.

Being in Beta version – I did subscribe to this and got an invite. On first stance, it looks really interesting and cool. Best thing about this is you can search and filter your streams according to various fields LinkedIn offers. However, it made me think what is the basic utility? Here’s what I came up with. I am sure these are starters. Creative folks around will add to this in big way.

Searching Twits/Status stream Real-Time

I tried searching “looking for job” and got 3k+ results. That’s not all – LinkedIn Signal also provides you a facility to filter through various fields like Company, Industry, Time Posted, Region, School and even hash tags.

OK – now this is interesting. What if I query “looking for job” and filter it through industry as “IT” and selects a specific location – it gets more interesting. Beauty over here is that you can filter those twits to LinkedIn filters – unique isn’t it? That’s where I think once these social networks joins hands to each other – you have one big POT. OK – let’s move ahead.

Linkedin Signal

It has proven that Recruiters / HRs are one of the biggest communities to use Social Networking. I would not even look at a recruiter who doesn’t have a LI OR social networking account. Sometimes you get more jobs advertised on twitter than on job boards. As sometimes Hiring Managers / Team members also twits-in for jobs which are not advertised. Hence, LI Signal does make a very good platform to search jobs for candidates. Let’s see?

I queried-in “Account Manager” and got 3k+ results. Most of them will jobs and some of them might be candidates as well. Plus – filters make it really good to make our own choices as per industry, region, time-posted etc.

Cross Referencing

By combining twitter / LI – Signal gives a great platform to cross reference any prospective candidates. We can easily put candidate’s name on Signal to see what he is twitting OR what people are saying about him. This helps you to cross reference any candidate before putting him forward to interview OR even submit. See what he is up to on Twitter / LI…

Few other Advantages: –

• Faster than Twitter: LinkedIn Signal is real-time!! It searches online Twitter/LI stream real-time and effectively very fast. You can also filter results very quickly. I have not come across any other websites which have same utility.
• Finding Similar Hash-Tags: Once you queried in the search – LI Signal automatically searches for top Hash-Tags and place them in filter set. Simultaneously it also suggests some other related / similar Hash-Tags. This helps you to search similar information to topic of your interest. E.g. if you search java jobs; it also gives you hash-tags suggestion as #hiring #apple.

Problems: –

• Limited Coverage: LI Signal only searches for people
• Registered in Linked
• Connected their twitter accounts to LI
• And obviously – have something to say!

Hence, it does not cover entire gamut; however a pretty good add-on tool to have in your armory.

I sincerely hope LinkedIn should promote their LABS in big way. Being an early-bird in Professional Networking they have captured a huge amount of followers and they are now commercializing their offering; minimizing usage for normal users. If they want to strike a right balance between commercializing and socializing – they have to continue finding new ways to attract with new offerings.

For now – enjoy what they have in BETA. It might go to their new discount offering soon

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LinkedIn is an innovator right? Like most other companies looking to not just attract but retain serous talent, LinkedIn allows it’s team, it’s users and developers to be creative. Back in 2007 you may remember  “Hackday” or at least some buzz about it. Recently LinkedIn (according to their blog) has implemented the whole company, a panel of judges and some serious bragging rights to internal hackers.

You get 2 minutes to present your hack and answer rapid fire questions from the panel of judges.

I like this hack. It’s called Instant search. It’s in beta and you cannot use IE, but it’s got some very nice potential. *disclaimer* – I have not tested the tool for a prolonged period but enough to know I like it.

• Fast results, instant results
• Nicely displayed
• Not the same old static feel

Cons:

• Not 100% there yet on the search capacity (It was not successful thus far for me, using the same searches I use both on the open web to xray or LinkedIn search features)
• The returned results do not always match my criteria, for the “current” position, though as you open the target profile the candidate typically has been in that location or worked for the company etc.
• When you return to your results page you lose your search criteria, as it is not hard written to the page (as of 10-24)
• If your search displays 96 results you cannot see them all unless I am missing something.

With all of this, the idea is sharp and I like it. I am looking forward to following future releases.

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Do you subscribe? You should, we give away really cool things for free: Click to Subscribe

Top LinkedIn Sourcing Posts from RecruitingTools.com and some of our friends: 

Sourcing and Video Tutorials:

• The LinkedIn High volume Mailing App: http://bit.ly/cD4W3E
• Sourcing Leads with LinkedIn Events: http://bit.ly/b9Rgmb
• Sourcing with LinkedIn’s advanced search features: http://bit.ly/afV8dB
• A Better Way to Search LinkedIn for Industry Experience: http://bit.ly/cOxHJO
• How to search LinkedIn for Diversity sourcing: http://bit.ly/aTydor
• Update your LinkedIn Search Strings: http://bit.ly/9xw6wK
• Promiscuous Linking with Geoff Peterson:

These tutorials were gathered from various sites including RecruitingTools.com, BooleanBlackbelt and StaffBytes.

Articles about LinkedIn (Links direct to Arbita’s blog. Great info and resources.)

• LinkedIn Unleashed – find every contact in LinkedIn!
• Video: Two Minutes With George Seiters,  LinkedIn Corporate Solutions
• Becoming A Promiscuous Linker on Linkedin (A seminal work on LinkedIn)
• Start Networking Online (Ground breaking ERE.net Article)
• What Can LinkedIn do for Recruiters? (Kennedy Recruiting Trends Article)
• LinkedIn Kung Fu
• Put Your Photo on LinkedIn
• New Zip Code Radius Search Choices on LinkedIn
• Recent LinkedIn Changes boom or bust?
• Archive Multiple Items
• New way to add contacts to your LinkedIn account
• Get 4 million free contacts on LinkedIn
• Methinated Tips on Building your LinkedIn Network
• LinkedIn Podcast from Total Picture Radio
• LinkedIn Promiscuity Survey

Here is the direct link to Arbita’s LinkedIn page: http://aces.arbita.net/LinkedIn

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A few days ago we posted a review on a new app that allows users to mass email the results of their search on LinkedIn. The posting received an overwhleming response and alot of our readers found some value in the  app. In the posting (Which is now removed) we asked that you use this tool at your own discretion and encouraged you to evaluate the tool prior to using it as it walked a fine line to violating LinkedIn’s policy on using 3rd party apps. 

We spoke with the app’s creators directly to learn about the app and their roadmap and we were subsequently approached by the privacy team at LinkedIn and asked to remove the post and video as it vilotes their terms of service.

In good faith we removed the posting but understand that it’s our duty to bring unbiased reviews and that is what we will continue to do.

Here are some other LinkedIn Tutorials and articles that we can recommend: 

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Do you subscribe? You should, we give away really cool things for free: Click to Subscribe

Crowd sourcing and Event hopping as I like to call it is picking up some steam with sourcers. With LinkedIn following suite to the major job boards, the luster is quickly fading and so too is the exclusiveness of your  results.  A little while back I believe it was Glen Cathey of Boolean Black Belt that said, “Go ahead and pat yourself on the back” Because you’ve just found the same results as your competitors.

The goal of the game is to break through the obvious and connect with those that may not turn up in your standard searching activities.

@SuperRecruiter shares another strong technique to add to our series on sourcing with LinkedIn

3 Quick keys to keep in mind:

• You are leveraging this tool to make a connection and not recruit
• You need to connect and take the conversation offline as quickly as you can
• If you are attending the conference you should be using this as a way to connect with available targeted talent

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Do you subscribe? You should, we give away really cool things for free: Click to Subscribe

99% + of recruiters today use LinkedIn. Some more effectively than others, but the challenge is finding the candidates that your competitors are not finding. The same challenges occurred when major job boards  became the new kid on the block.

Continuing the series on sourcing with LinkedIn here is a way that I like to leverage LinkedIn Jobs to find some very targeted talent.

The goal here is to accomplish a few things:

• Uncover targeted leads
• Track and follow target companies that harbor the specific talent, skills and responsibilities that your reqs require
• Get to know your “talent pooling” companies better by connecting with and tracking their recruiters

* Keep a focus on how you are able to search within your results once you found your target company. This is the key to success when leveraging this technique.

Be sure to register for our free webinar on June 15^th 2010 at 2pm EST. You’ll learn this and many more targeted techniques to source more efficiently. Register Here

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This post was contributed by Bill Boorman better known as @BillBoorman

There’s a new a function within LinkedIn applications that I think has real potential to help grow and combine your social recruiting channels, particularly talent and potential client pools. The Twitter application within LinkedIn now allows you to identify and follow connections that you are not following.

Most recruiters have been building LinkedIn networks for longer and in a more targeted way than their follow lists. The nature of LinkedIn also makes it simple to search and build your connections in a focused way specific to recruiting. I see a great benefit to joining up all your social connections between channels. I already use http://www.twables.com/ to combine my facebook friends to follow me on twitter and for me to follow them in return.

My new facebook friends are automatically given the opportunity to subscribe to my YouTube channel. With this new functionality it is now much easier to build a joined up network.

Sourcing Tip: Check out some nifty ways to source hidden names and titles from video games. Click Here

The way I see this working in practice is:

1. Locate and connect target talent and clients through regular and filtered LinkedIn searches.
2. Follow all LinkedIn connections on twitter by running a weekly update on the new LinkedIn application.
3. Monitor new follows to identify targets and enter in to conversation. (http://www.twittercloud.com and http://www.twittersheep.com can help you identify areas of common interest to make the first approach.). Twitter allows you to begin the conversation and start the dialogue.
4. The FB140 application in twables will automatically invite your new follow to friend you on facebook. This enables you to invite them to sign up for your fan page and subscribe to your YouTube channel. You also open up the opportunity for instant messaging for private conversation in much more than 140 characters.

Potentially that will give you 5 points of contact in 4 channels. Wherever they hang out most, you can regularly communicate and build stronger relationships quicker.

You can find the new function under the connections heading of the LinkedIn applications tab. I’ve been playing around with this today and I have already strengthened 700 connections.

Let me know how you find it, and keep being ambassadors for great social recruiting!

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Thanks to @BillBoorman  for contributing this post:

Most recruiters know the value of a Linked In profile. Hardly a day goes by without reference to just why you should have a 100%  profile. For me, the real benefit of LinkedIn is that it is so much more than a directory  or a job board. To me, LinkedIn is a social media channel in which you should be doing much more than just connecting or posting jobs.

 Here are my top 4 tips to get the most out of Linked In:

 1: Join all the groups you can (up to 50.) You can find the most relevant groups by checking the profiles of the people you want to connect with. Join the same groups and it is easier to connect. You can also search and export group members or invite to your events.

Post content over jobs within the groups.

 2: Set up RSS feeds for questions in your target area. This way you can monitor, filter and answer questions. This helps you to both connect and gain recognition as a subject expert. Pose your own questions once a week. The answers make for great blog posts or content for the groups you belong to.

 3: Add extra material to your profile with the following applications:

 Slideshare – You can add up to 5 presentations and links to more. You can now embed video in to your opening slide, bringing life and differentiation to your profile. You can embed video direct from You Tube.

Make sales documents, a resume, job profiles and other relevant downloads available and visible via the box.net application. You can request e-mail address to download and grant permissions. Great way to start engaging.

 4: If you have a blog, use the WordPress or Blogger plug in to show your last posts. Linked In is my second biggest referrer to my blog.

Post blog entries and any video in You Tube to the “News” entry in the groups you belong to. These come out top in the e-mail notifications that go out to members. (If the group administrator will allow this you can do it by adding an R.S.S. Feed.

Monitor the events for relevant events. You can register as interested and start connecting with others even if you are not attending.

If you are attending, send out invites to connections you would like to meet up with.

Final big point set a target to ring a number of your connections every day to introduce yourself and ask how you can help. Use linked in as the tool to unlock the introduction.

There you have it. Follow some of these steps to get the most out of what is a social channel, not a job board or a directory.

Be an ambassador in your network,

Bill

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