Hari Srinivasan的动态

You also can see more about job match here: https://www.dhirubhai.net/feed/update/urn:li:activity:7285301274546241536/ and here And see more about our SMB hiring agent here: https://www.dhirubhai.net/posts/andrewchimka_if-youre-a-small-business-youre-likely-activity-7285297376368418817--ZzX?utm_source=share&utm_medium=member_desktop

Hari, Looking forward to this. 1. Is there a way of incentivizing recruiters who get back to the candidates? 2. Can Candidates give feedback on a job posting to call out those recruiters/posts/companies that ghost candidates? Do you agree that the hiring practices need to be more ethical? Do you agree candidates deserve to know that the job they applied to, is no longer considering them?

Hari, While I appreciate the move for new products, what LinkedIn needs the most in hiring is to call out the real and very genuine open positions vs the ones which are a mere placeholder to show the management that an effort was made to recruit from outside. In most of the cases, in large organisations, the selection process is NOT fair to allow the online applications to even being considered, leave alone actual hiring to happen from these. I still relate LinkedIn as the best source of INFORMATION for potential opportunities. But to get actually get HIRED, not much Happy to be corrected if organisations and LinkedIn can say it's not true.

I write this with great respect for you and your organization LinkedIn is now a platform for professional self promotion, not upwards professional movement. It used to be the Facebook for business. It is now the Instagram of business. This is because… It’s effectiveness to find a job is approximating zero, as it is on a trajectory to become an autonomous agent economy : tools blasting resumes and applying for hundreds of jobs, the screening happening in low cost countries or done by agents that can’t tell lemons from nuggets. It’s already happening, and the high influx of resumes, for fewer jobs, means companies can’t cope with their staff, and therefore also need automation. High-quality humans are no longer involved in any part of the process! This was a tool built for high-quality humans - job seekers and recruiters. I have helped dozens of people find jobs over the last year. All of it was networking based, direct to a hiring manager, or on the back of completing education. Quite literally zero from LinkedIn being able to get the right résumé to the right person. Trying to get people to apply for less jobs, or recruiters to get through the noise faster won’t work. Focus on the matching and the routing of the cv.

A feature I desperately want is the ability to see friends who are searching for work who may be a fit. Not just myself. I want to ping a friend with a great job posting, particularly if I have connections at the company and can do a warm intro. As it is I just have to keep a mental list of people in my network I know are looking for work and that is hard to do (and also incomplete because not all my friends are actively posting and reminding me they are searching, or they may be stealth searching).

Finding a new job can be hard for Job Seekers, and hiring someone great is a challenge for Hiring Managers. These new products will be transformative for both of these audiences, and we're just getting started.

Hari Srinivasan, 3 things come to mind. Data, data, and data. In order to achieve your vision: 1. Job candidates must make as much of their employment details public as possible -- this benefits LinkedIn (and its AI model training efforts) more than users (so much for privacy). 2. Assuming users do not push back on the data requirements to play this game, job candidates will lose flexibility because of what they disclose. Everyone's experiences have so much depth and nuances. In order for job candidates to "tailor" according to job descriptions, you're asking your users to constantly update their profile data. 3. Is the classification model really for job candidates ("I need a job") or recruiters ("I'm overwhelmed by so many **highly-qualified** candidates"... this is very real ... just ask NVIDIA and any of the Mag7)? The odd thing is job candidates pay for the Premium service to get a job. Recruiters pay for Premium service to push away **highly-qualified** candidates?

If you’re actively job searching, I have a tool just for you. You can create or update your resume within minutes using AI, create personalized cover letters within seconds based on your resume & the job description, prepare for interviews using our video mock interview simulator, and negotiate your salary to secure the best possible offer from employers using our salary negotiation assistant. Sign up for your 7 day free trial here: https://jobsearchgenius.ai/ I look forward to helping you secure your next role.? PS. If you need any additonal support, shoot me a message. I am always happy to help.

Love this! Hari Feedback: Could your team include the missing hard skills and soft skills, as well as technical tools, and link the LinkedIn Learning course to help employees upgrade their skills? Most job seekers disregard missing skills, especially if they are part of the job requirements. Listing them separately may give them an advantage. As a small business owner, this will be helpful at Teachndo when we hire .

Wow, these new features sound amazing! ?? As a job seeker, I can't wait to see if 'job match' will finally tell me I'm a perfect fit for a chocolate tasting job! ?? And for small businesses, the AI hiring agent sounds like a dream come true – maybe it can help me find the perfect candidate to run my imaginary unicorn farm! ??? Excited to see what other magic you have in store for us in the coming weeks! ??