This Week, In Recruiting - Issue #25

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Open Kitchen: Getting Banned On LinkedIn

As recruiters, we are probably the only type of person that opens LinkedIn every day. 'Big Blue' has become a business critical tool for us, integral to our daily operational activity. It would be bad - very bad - if your account were ever to be suspended or permanently banned.

One of my friends (two of them actually) have received notices like this in the past week. In both cases, the users claim not to be using any restricted automation tools and are mystified as to why their accounts have been suspended. There is not restitution or any place where you can argue your case or even learn more about the nature of the suspension - the sentence is in place until LinkedIn decide it is ok. And LinkedIn can of course decide to go nuclear and 'permanently restrict' your account.

'They must have done something bad'

I know some of us might default to this view, but I find it unsatisfactory to accept without further questioning. We don't actually know as LinkedIn have not provided sufficient detail. What is a 'large number of profile views'? As recruiters - or indeed, anyone who goes into recruiting mode - we might periodically view a very high number of profile views in order to build a market map, identify possible candidates or diversify the talent pipeline. Recruiters - by nature of our work - are far more likely than other users to perform 'unusual activities' on LinkedIn, and hence unreasonably more at risk of devastating sanction like a business disrupting suspension or a business destroying permanent restriction.

What should we do about this?

It seems to be me the only thing we users can practically do is reduce the need to perform activities which could be deemed 'unusual'. Some thoughts...

1. Consistently & Organically Expand Your Network

'Unusual activity' is a concentration of otherwise normal activity (viewing profiles, making connections, sending messages) into a shortened time frame, usually driven by a specific hiring project or campaign. From a risk mitigation POV it makes sense to adopt ABC - 'always be connecting' - approach, in effect diffusing your activity across a longer time frame. LinkedIn doesn't care if you connect with 1,000 people, but it seems to care if you try to connect with 1,000 people in the space of a couple weeks.

2. Switch from 'Outbound' to 'Inbound' Strategy

You can avoid a great deal of 'profile viewing' and sending connecting requests if you switch approach from outbound to inbound. Post stuff (LinkedIn want you to do this!) that is interesting and useful in your niche or area of expertise. The commentators and engagers of your post will usually be receptive to a connection request after they have interacted with your post. Quite often they will be the ones sending connection requests to you. Switching from outbound to inbound reduces the risk of your network growth to absolute zero.

3. Don't Automate, At All

Yeah I love PhantomBuster, LinkedInHelper, Zapier and all the rest. They not only optimise your productivity but also often provide functionality absent from the native features available on LinkedIn. But we need to calculate ROI of using them - short term productivity gain vs increase risk of being blasted off platform. Every time you use LinkedIn, you invest something into your account - your network grows, your access to information grows and so on. The pain of having it taken away will correspondingly grow. If you view LinkedIn as central to your work, reducing risk has got to be a higher priority concern than momentarily going faster about your work.

4. Pay for Premium

Feel free to hate me for suggesting this. But I suspect that accounts may well be treated differently based on whether you are a paying user or not. The price for a Premium account is ￡431.86 per annum. I pay and I'm pretty sure I don't get any additional functional value whatsoever from it; however, if being on Premium has any impact in reducing my risk of getting booted off platform, then it is a price well worth paying.

Take Care & Take Cover

LinkedIn has changed how recruitment works. Like it or not, most of us are now captive users who can't easily do with out it. You are reading this article on LinkedIn aren't you? Let me tell you that this is already 'unusual activity'. It makes sense then to reduce surface area of vulnerability by reducing the activities which can put you into the line of LinkedIn's rather inaccurate fire.

Anyways, out of the kitchen, onto the lounge ??

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What's in the News?

LinkedIn Bin LinkedIn Stories

The era of the ephemeral video is at an end. Never made much sense to have a time limited content on a platform like LinkedIn where most of us are already overly cautious on what we put on here. Pretty sure few people will notice its absence - time for LinkedIn to focus on native LinkedIn Live, expand the Cover stories feature or really double down on Instant Meetings.

Checkr raise $250 million Series E round

Quite an amazing figure for 'another background checking company' but the trust is the currency that is being traded here and there is enormous value in being the platform which can add a trust layer to diversifying and increasingly distributed workforce. Perhaps the last big splash for this type of service, pre Web3.

Patreon Acquire Clear Talent

Interesting acqui-hire by Patreon - perhaps the first really significant player in the creator economy, acquiring tech recruiting firm Clear Talent, in what looks like a straightforward buy vs build strategy- all 40 recruiters at Clear Talent join Patreon internal TA department. PR here

Applied Launch A Diversity First Job Board

Finally, great to see our buddies Applied get into the job board business. Primarily an assessment software platform, Applied's solution at the attraction part of the recruiting funnel always made sense. Looking to diversify your workforce? Check out the board here: https://app.beapplied.com/job-board/

If you are a recruitment service provider or technology business and have any news to share,?comment below,?this is your application to get into next week's addition of This Week, In Recruiting. Make sure to @ mention me so that I see it

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What's On Offer? (New Segment)

Our buddies at Relocate.me - the platform for hiring tech talent who have specifically asked to relocate to your country - is reducing its minimum posting duration from 12 weeks to *two weeks* with a commensurate reduction in cost.

The offer is available until the end of this month Sept 30. If you're looking to hire new employees (developers, designers, PMs, etc.) and want to speak to candidates who already have plans to relocate to your country, get in touch here ?? https://relocate.me/employer

If you are a recruitment provider and want to be featured in next week's issue, make an offer to the community and?comment below?with the link and offer details. Don't forget to @ mention me so that I see it

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What's Going On?

Brainfood Live On Air - Ep125 - How To Organise In-Person Recruitment Events, 10 Sept, 2.00pm BST

Perhaps no other segment of our industry has suffered more over the past 18 months than the recruiting events business. I'm committed to helping those who organise events - conference companies, as well as recruitment vendors, make as successful a comeback as possible. I'll be speaking with event organisers in the UK scene to see what has changed in terms of tickets, marketing, sponsor expectations, speaker demands and delegate expectations. And what does the future of recruiting events actually look like? Register here folks

In-House Recruitment Live, Sept 14, 10.00 - 16.00

I'm hosting one of the stages at IHR Live, one of the signature events from our buddies In-House Recruitment. Amazing line up of speakings from inside and outside the industry, and perhaps up 1000 industry peers to connect with in-person. It's on next week, but giving it a bump here - FREE to attend to so register a ticket here

Amazon Career Day, Sep 15-16, Global

It's not unusual to see Amazon do things that no other company could even think about attempting. This is the third (?) Amazon Career Day - a two day event which aims to process millions of applicants, assess, offer and hire 65,000 by the end of the event.

Unfortunately had to withdraw from a speaking slot on this, but will register and have look see at the biggest hiring event on the planet. Register ?? here

RecFest, Sep 17, 9am - 8pm

Incredible to see not one but two Chinese people on stage at the same time ??! Yes, I will be hosting the Brainfood Stage with the awesome Christine Ng at the amazing RecFest. We had the precursor event last month and now it is the real deal. 2,000 recruiters by the seaside in the open air venue of Dreamland. Going to be awesome folks - tickets sold out I believe, but get yourself on the waitlist in case of drop out ?? https://recfest.co.uk/

If you have an event, webinar or podcast going on next week and want it featured on next week's newsletter,?comment below?with the link and event details. Don't forget to @ mention me so that I see it

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Whose Story?

Do you know Jana Stanikova?

I first connected with Jana on LinkedIn (where else?) when we ended up talking about a post featured on Recruiting Brainfood. Before you knew it, she was a guest on Brainfood Live and then a willing guinea pig for a LinkedIn instant meetings feature. She has been a great supporter of the brainfood mission. So I asked Jana 20 Questions - and so here are her answers.

If you would like to take part in the Brainfood Tribune, comment below and say so. All members of the community are invited to share their story

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Who's Hiring?

Brainfood Jobs - recruiters, HR, RPO, rectech jobs ?? https://pallet.xyz/list/brainfood-jobs

Successful start to week 1 of new pricing. Most employers have gone for the featured option ($250 for 30 days at the top of the feed), including Veeva who have put all of their open TA positions up there. It's going to be great exposure for Veeva.

If you want your job posted on the Brainfood Job Board, click on the link above. Selected the 'Featured' tier if you want 10x traffic and applications.

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Who's Moving?

Micole Garatti moves to Syndio as Senior Customer Marketing Manager. Micole has been such a great contributor to the community over the past several years with a particular passion for DEIB. The move to Syndio looks like a perfect fit!

Mark Ivan Serunjogi joins Zalando as Employer Brand Manager after spending time in similar roles with sennder and GetYourGuide. Few people are more passionate about the space, even fewer have the type of lived experienced. Congratulations Mark.

Katy Peichert leaves The Workshop after 2 years of leading the talent acquisition division there. One of the 'remote before it was cool' businesses, Katy's knowledge of hiring for distributed organisations will be interesting resource to tap, once she returns from her current break. Get in touch Katy ;-)

Robert Krzyzaniak - recent guest on Brainfood Live - has moved on from Taxfix to the European rocket ship du jour, Berlin based food delivery giant, Gorillas. Robert takes on the role of Global Head of Tech & Product Recruitment - got to be one of the top TA jobs in Euro tech startup atm.

Finally, Glenn Martin takes up his latest contract, joining Remitly to look after TA. Glenn also runs an outstanding podcast - Never Mind The Job Spec - make sure you tune into it to see how he - and recruitment in general - are getting on.

If you have made a senior exec appointment to your business,?and feel the wider community needs to know about it,?comment below?with the details and see it featured in next weeks issue.?Don't forget to @ mention me in it so that I see it

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What Are You Doing?

Farida Charania is launching a new product, Empauwer, a digital platform that guides enterprises to onboard and work successfully with talent on the autism spectrum. Check out the video on how the product works here, get in touch with Farida if you want early access to the platform - free 1 year usage for first employers to onboard!

Barry Flack looking for speakers for People 1st: The Reimagined Organisation. If you are a senior level HR practitioners (CHRO’s, CPO’s, CLO’s, VP’s HR, HR Director’ etc) and have a story to tell, please get in touch with Barry directly on LinkedIn

Maren Kate and Zach Epstein are looking for guests for the second season of Tech + Talent podcast. Check out Season one here: shorturl.at/hmnI5 and get in touch with Zach if you want to get on the show (new voices preferred!)

Jim Berrisford is looking for guests to join RCIRCLE Show, which begins its second season run starting from Sep 29th. If you're interested in getting involved in a broadcasted sofa style chat with cool recruiters, get in touch with Jim directly!

If you are doing something new,?comment below?with what it is and share a link to where you want people to go. Don't forget to @ mention me in it so that I see it

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End Notes

So the sharp eyed amongst you might have noticed the somewhat inconsistent linking in this post; I think LinkedIn publisher has a bug which has prevented me from doing so in the last 48 hours. I've reported it and am talking to CS so hopefully this will be resolved.

In the meantime, if you want to get in touch with any of the people I've mentioned or the services and companies I've referenced in this post, search for them on LinkedIn or comment below and I can put you in touch

Take care everybody

Hung

Hung Lee is the curator of?Recruiting Brainfood, and now This Week In Recruiting. Subscribe to both if you are into recruiting or HR or just interested in world of work.