DOCSLIB.ORG

How to Pick a Great Recruiting Agency Question Guide Intro

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
How to Pick a Great Recruiting Agency Question Guide Intro How to Pick a Great Recruiting Agency Question Guide Intro Recruiting is a time-consuming and complex process. However, hiring a great recruiting agency shouldn’t be. There’s a tried-and-true formula to finding a great recruiting agency. This guide provides you with not only the questions you should ask before you hire a recruiter or agency, but also the answers to expect. If you get to the end and we haven’t answered all of your questions, we can answer them personally by email or phone. ContractRecruiter offers a refreshingly unique approach to RPO. Our hybrid model harnesses the power of an RPO, yet can be described as a more flexible and scalable way of engaging a Contract Recruiter or Sourcer. Thank you for downloading this guide. If you find it helpful, please share it with your peers! Hire a Great Recruiting Agency | 2 12 Questions to Ask 1. What online tools and platforms do your recruiters use to do their sourcing besides LinkedIn and Job Boards? 2. Do you understand Boolean Syntax? 3. Do you know how to analyze and break-down a resume? 4. Can you show me a couple of Inmails or emails that your recruiters have sent to candidates? 5. Can you show me a couple of write-ups? 6. What is your current req load? 7. Who will be doing the sourcing and screening of candidates? 8. What percentage of your hires are FTE’s vs. Contractors? 9. What is your placement fee? 10. What is your guarantee policy? 11. What is your policy on candidate ownership? 12. Can you provide me with a weekly activity report? Hire a Great Recruiting Agency | 3 1. What online tools and platforms do your recruiters use to do their sourcing besides LinkedIn and Job Boards? Sourcing is the single biggest challenge for any recruiter, let alone agencies who don’t have the benefit of candidate flow from employee referrals, internal transfers, corporate job postings, internal sourcing teams, etc. Agencies that are adept at sourcing will use a variety of other tools and platforms. Here are some examples that you ideally would like to hear when you ask question them: ● Social Recruiting Tools, for example SwoopTalent, TalentBin, Recruitment Edge, and Entelo. ● Social Platforms, such as Facebook, Slideshare, Google+, Twitter, and MeetUp. ● Chrome Extensions, for example Prophet, Hiretual, Connectifier Social, Capture, Lusha, Hunter and ContactOut. ● Boolean String Generators, for example SourceHub, Hiretual. ● User Communities, such as GitHub and Stack Overflow for software engineers, Behance for Creative, Kaggle for Data Scientists, etc. ● Resume Spiders, for example TalentHook or Infogist. Back To Hire a Great Recruiting Agency | 4 Questions 2. Do your recruiters understand Boolean Syntax? Recruiters should be proficient with basic Boolean search syntax to create effective search strings. We’re not talking here about actual X-Ray, Flip, or Peel-Back searching on Google or Bing, but simply knowledge of the basic syntax used to populate a search bar in, for example, LinkedIn or Indeed. Meaning that you want to know that a recruiter understands the proper use of three basic Boolean operations: AND, OR, and NOT, as well as the proper placement of parentheses “ “ and brackets ( ). The challenge here is that you can’t really ask an agency whether their recruiters understand general Boolean syntax, because of course they will always say “yes”. Here at ContractRecruiter, we give every recruiter a quick 15-minute online test that requires them to write a few Boolean search strings. And you can do the same with any recruiting agency that you are considering engaging with. Simply direct the recruiter that you are considering working with to a brief online Boolean test. If you don’t think that you have the time or experience to do this, talk to us and we’ll gladly either assist you, or we can do it for you and handle the entire process, from set-up to grading of each test. Back To Hire a Great Recruiting Agency | 5 Questions 3. Do your recruiters know how to analyze and break-down a resume? Similar to the question about Boolean knowledge, you can’t simply ask this question because the answer that you are always going to hear will be “yes”. Again, we recommend giving a quick 15 minute test to see whether the recruiter at your proposed agency has this skill. Simply give a job description, along with three sample resumes, and ask them to let you know what they do and don’t like about each resume. You are looking for an understanding of subject matter content, as well as general screening skills in regard to things like job hopping, job gaps, career progression, etc. Be sure to alter the resumes so that they have plenty of gotchas that any agency recruiter should catch. For example, a resume may have job gaps; or may not have a college degree for a position description that requires one, or may have job titles or descriptions that don’t fit the job description, etc. As with the Boolean test, if you don’t feel that you have the time or expertise to do this, talk to us at ContractRecruiter and we will with either help you put it together, or we can handle the entire process for you, from set-up to grading. Back To Questions Hire a Great Recruiting Agency | 6 4. Can you show me a couple of Inmails or emails that your recruiters have sent to candidates? Unfortunately, the majority of recruiters send generic, non-personalized Inmail/Email templates that basically sounds like this to a candidate: Hi Robert, I am a recruiter. Although I have never spoken with you, and thus know absolutely nothing about you, you are a perfect fit for this job. Read my job description below. Or not, it doesn’t matter, just please call me so I can submit you, because I need to keep my client happy by submitting people. Regards, Yet another recruiter spamming you Your goal is to find recruiters who how to construct personalized, highly engaging InMails/Emails. Simply ask them to send you some actual InMails/Emails that they have written, and evaluate accordingly. As opposed to the InMail above, you are looking to see something that reads like this: Back To Questions Hire a Great Recruiting Agency | 7 4. Can you show me a couple of Inmails or emails that your recruiters have sent to candidates? (Continued) Hi Robert, I hope you are having a great week. I'm doing some research for a confidential client in Chicago, and found your profile here on Linkedin. I am impressed by how much you’ve accomplished since getting your Bachelor’s degree eight years ago at Villanova (great school, by the way, I have a cousin who is applying there right now as her first choice). I’m looking to network with people who are passionate about Project Management, and it’s clear from the progression in your career from your first job at Odell Systems to your current position at Amazon that you share that same passion (not to mention your certification from both PMI and Six Sigma). My client is building a team that is excited about shaping the future of project management for years to come. I have picked a few people with outstanding profiles like yourself to network with, as I search for the next superstar for my client. Would you be open to a quick 15-20 minute conversation? I'd like to learn more about your background and at the same time talk about the role in more detail. Kind Regards, Andrew Back To Questions Hire a Great Recruiting Agency | 8 5. Can you show me a couple of write-ups? When you engage with a recruiting agency, every resume that they send you is typically accompanied by a write-up. A well-written write-up should not simply be a regurgitation of what is on the resume, but instead should offer information that can’t be gleaned from the resume. Thoughtfully constructed write-ups are a strong indication that a recruiter has the skills, and takes the time, to thoroughly and meticulously screen candidates. Here are two write-ups on the same candidate. The first one, shown below, is typical of most recruiters who don’t take the time, or have the skills, to properly screen a candidate: Hi Kim, I have attached the resume of Emily Bitenhouse. Emily is currently working at ArcNet, and before that worked at AT&T. She is a front-end developer. She is energetic, enthusiastic, and hard-working and is looking for a really good company who will value her. In addition to not offering any information that you can’t read for yourself on the resume, this write-up, like all too many, concludes with a bit of fluffy gibberish about the candidate’s supposed character. Here is what a write-up on this same candidate should like look – the following is what you are looking for when you ask to see a sample of a write-up: Back To Questions Hire a Great Recruiting Agency | 9 5. Can you show me a couple of write-ups? (Continued) CANDIDATE: Emily Bitenhouse CURRENTLY EMPLOYED: Yes MOST RECENT EMPLOYMENT STATUS: Contractor REASON FOR LEAVING: Emily was with AT&T for 9 years. When they went through the downsizing she moved to a government role. There was a downsizing there as well due to the economy and budget cuts. Emily is currently with ArcNet as a consultant – she wants to return to a corporate full-time employee position.
Load more

Recommended publications
  • Final Study Report on CEF Automated Translation Value Proposition in the Context of the European LT Market/Ecosystem
    Final study report on CEF Automated Translation value proposition in the context of the European LT market/ecosystem FINAL REPORT A study prepared for the European Commission DG Communications Networks, Content & Technology by: Digital Single Market CEF AT value proposition in the context of the European LT market/ecosystem Final Study Report This study was carried out for the European Commission by Luc MEERTENS 2 Khalid CHOUKRI Stefania AGUZZI Andrejs VASILJEVS Internal identification Contract number: 2017/S 108-216374 SMART number: 2016/0103 DISCLAIMER By the European Commission, Directorate-General of Communications Networks, Content & Technology. The information and views set out in this publication are those of the author(s) and do not necessarily reflect the official opinion of the Commission. The Commission does not guarantee the accuracy of the data included in this study. Neither the Commission nor any person acting on the Commission’s behalf may be held responsible for the use which may be made of the information contained therein. ISBN 978-92-76-00783-8 doi: 10.2759/142151 © European Union, 2019. All rights reserved. Certain parts are licensed under conditions to the EU. Reproduction is authorised provided the source is acknowledged. 2 CEF AT value proposition in the context of the European LT market/ecosystem Final Study Report CONTENTS Table of figures ................................................................................................................................................ 7 List of tables ..................................................................................................................................................
    [Show full text]
  • Linkedin Corporation 10-K
    10APR201419231192 April 2016 To Our Stockholders: In 2015, we delivered a strong year of innovation focused on further connecting our members and customers to opportunity. For members, we made significant progress by focusing on two core value propositions: staying connected and informed, and advancing members’ careers. • In December, we launched our re-imagined flagship mobile application, the culmination of a year-long focus to create a dramatically simplified core LinkedIn experience. Since launch, we have seen meaningful increases in feed engagement, messages sent, and content interaction. • With respect to careers, we spent much of the year working on fundamental building blocks including doubling the number of jobs on LinkedIn to more than six million, improving jobs relevance, and re-launching the jobs experience on the desktop. This work resulted in a significant increase in overall engagement with jobs throughout 2015 compared to 2014. For customers, we focused on innovating the core value drivers in each product line: • Within Hiring, we announced the re-launch of Recruiter, the first full refresh of our flagship product since its original launch. The new Recruiter will rollout to customers throughout 2016 alongside the new Referrals product. The goal is that these products will further strengthen and extend our competitive position within the talent acquisition space in the coming years. • Within Marketing Solutions, Sponsored Updates increasingly evolved into the core of our advertising business, contributing approximately half of total ad revenue in 2015. Digital marketing remains a fast-evolving and competitive landscape, evidenced by the significant decline in our display ad revenue in 2015. To that end, we believe our primary focus on Sponsored Updates will continue to make LinkedIn the most effective platform for marketers to engage professionals.
    [Show full text]
  • New Scientist
    APPY TALK It’s never too late to learn another language WHO’S IN THE MIRROR? How it feels to have someone else’s face COSMIC BRUISE Glimpse of another universe? WEEKLY October 31 - November 6, 2015 COMPUTER SAYS NO Your career is already in the hands of AI How civilization took root all over the world No3045 US$5.95 CAN$5.95 44 0 70989 30690 5 Science and technology news www.newscientist.com US jobs in science TRUST NO ONE Laws of physics keep your secrets safe from hackers Mind. Full. Give a gift that satisfies this holiday Subscribe and save up to 73% Visit newscientist.com/8308 or call 1-888-822-3242 and quote 8308 CONTENTS Volume 228 No 3045 This issue online newscientist.com/issue/3045 News Leader 5 Tech is closing language gaps, 8 with results we can’t predict Cosmic bruise News 6 UPFRONT Evidence we got 23andMe returns with new genetic test. bashed by another TB now world’s leading cause of death. universe? Flying through a Saturn moon plume 8 THIS WEEK Rosetta finds oxygen on comet 67P. Anaesthesia blunts emotional memories. Self-sacrificing cells use DNA as weapon. Bumblebees deliver pesticides. Asthma RUDI SEBASTIAN/PLAINPICTURERUDI drug rejuvenates brains. Dark matter may blow up stars 10 SPECIAL REPORT On the cover The plan to make meat without animals 16 IN BRIEF 40 Appy talk Neighbouring planet could be an illusion. 31 Learn another language King penguins face longer swims for food 28 Who’s in the mirror? Seeds of How it feels to have Technology revolution someone else’s face 8 Cosmic bruise 20 Your career is in the hands of recruitment AI.
    [Show full text]
  • Technology, Media & Telecom
    TECHNOLOGY, MEDIA & TELECOM QUARTERLY INTERNET & DIGITAL MEDIA SECTOR REVIEW │ 2Q 2016 www.harriswilliams.com Investment banking services are provided by Harris Williams LLC, a registered broker-dealer and member of FINRA and SIPC, and Harris Williams & Co. Ltd, which is authorised and regulated by the Financial Conduct Authority. Harris Williams & Co. is a trade name under which Harris Williams LLC and Harris Williams & Co. Ltd conduct business. www.harriswilliams.de Harris Williams & Co. Ltd is a private limited company incorporated under English law having its registered office at 5th Floor, 6 St. Andrew Street, London EC4A 3AE, UK, registered with the Registrar of Companies for England and Wales under company number 7078852. Directors: Mr. Ned Valentine, Mr. Paul Poggi, Mr. Thierry Monjauze and Mr.Aadil Khan, authorised and regulated by the Financial Conduct Authority. Harris Williams & Co. Ltd Niederlassung Frankfurt (German branch) is registered in the Commercial Register (Handelsregister) of the Local Court (Amtsgericht) of Frankfurt am Main, Germany, under registration number HRB 96687, having its business address at Bockenheimer Landstrasse 33-35, 60325 Frankfurt am Main, Germany. Permanent Representative (Ständiger Vertreter) of the Branch Niederlassung: Mr. Jeffery H. Perkins. TECHNOLOGY, MEDIA & TELECOM QUARTERLY INTERNET & DIGITAL MEDIA SECTOR REVIEW │ 2Q 2016 HARRIS WILLIAMS & CO. OVERVIEW CONTENTS HARRIS WILLIAMS & CO. (HW&CO.) GLOBAL ADVISORY PLATFORM . IDM OVERVIEW . WHAT WE’RE READING KEY FACTS . SELECT M&A TRANSACTIONS – 2Q 2016 . IDM M&A ACTIVITY . Approximately 250 . IDM SECTOR OVERVIEWS professionals across seven . IDM PRIVATE PLACEMENTS OVERVIEW offices in the U.S. and Europe . IDM PUBLIC COMPARABLES OVERVIEW . TECHNOLOGY IPO OVERVIEW . Strategic relationships in .
    [Show full text]
  • United States Bankruptcy Court Southern District of New York
    18-14102-mew Doc 389 Filed 07/08/19 Entered 07/08/19 21:44:20 Main Document Pg 1 of 103 UNITED STATES BANKRUPTCY COURT SOUTHERN DISTRICT OF NEW YORK In re: Chapter 11 Glansaol Holdings Inc., et al,1 Case No. 18-14102 (MEW) Debtors. (Jointly Administered) AFFIDAVIT OF SERVICE STATE OF CALIFORNIA } } ss.: COUNTY OF LOS ANGELES } Darleen Sahagun, being duly sworn, deposes and says: 1. I am employed by Omni Management Group, located at 5955 DeSoto Avenue, Suite 100, Woodland Hills, CA 91367. I am over the age of eighteen years and am not a party to the above-captioned action. 2. On June 27, 2019, I caused to be served the: Order Establishing Administrative Claim Bar Dates for Filing Requests for Allowance of Administrative Claims and Approving Form and Manner of Notice Thereof [Docket No. 382], Notice of Deadline Requiring Filing of Administrative Expense Claims by Domestic Creditors On Or Before July 20, 2019 and Foreign Creditors On Or Before July 29, 20192,, (the “Notice”), Administrative Proof of Claim Form with Instructions Form3, (the “Administrative Proof of Claim and Instructions”). By causing true and correct copies to be served as follows: I. Docket No. 382, Notice and Administrative Proof of Claim and Instructions (i) via e-mail to those parties on the annexed Exhibit A, and (ii) via first-class mail, postage pre-paid to the names and addresses of those parties on the annexed Exhibit B, /// 1 The Debtors in these chapter 11 cases and the last four digits of each Debtor’s federal taxpayer identification number are as follows: Clark’s Botanicals, Inc.
    [Show full text]
  • Linkedin Corporation (Exact Name of Registrant As Specified in Its Charter)
    Table of Contents UNITED STATES SECURITIES AND EXCHANGE COMMISSION Washington, D.C. 20549 FORM 10-K (Mark One) x ANNUAL REPORT PURSUANT TO SECTION 13 OR 15(d) OF THE SECURITIES EXCHANGE ACT OF 1934 For the fiscal year ended December 31, 2015 or ¨ TRANSITION REPORT PURSUANT TO SECTION 13 OR 15(d) OF THE SECURITIES EXCHANGE ACT OF 1934 For the transition period from to Commission File Number: 001-35168 LinkedIn Corporation (Exact name of registrant as specified in its charter) Delaware 47-0912023 (State or other jurisdiction of (I.R.S. Employer incorporation or organization) Identification No.) 2029 Stierlin Court Mountain View, CA 94043 (Address of principal executive offices) (Zip Code) (650) 687-3600 (Registrant’s telephone number, including area code) Securities registered pursuant to Section 12(b) of the Act: Title of Each Class Name of Each Exchange on Which Registered Class A Common Stock, par value $0.0001 per share New York Stock Exchange Securities registered pursuant to Section 12(g) of the Act: None Indicate by check mark if the registrant is a well-known seasoned issuer, as defined in Rule 405 of the Securities Act. Yes x No ¨ Indicate by check mark if the registrant is not required to file reports pursuant to Section 13 or Section 15(d) of the Act. Yes ¨ No x Indicate by check mark whether the registrant (1) has filed all reports required to be filed by Section 13 or 15 (d) of the Securities Exchange Act of 1934 during the preceding 12 months (or for such shorter period that the registrant was required to file such reports), and (2) has been subject to such filing requirements for the past 90 days.
    [Show full text]
  • Engineering Alumni
    Engineering Alumni LINKEDIN WORKSHOP 22 October 2018 6:00pm – 8:00pm Monash Conference Centre Seminar Room 2 & 3, Level 7, 30 Collins Street, Melbourne, Victoria, Australia 3000 Sue Ellson BBus MIML MAHRI CDAA ASA MPC WV Independent LinkedIn Specialist https://www.linkedin.com/in/sueellson https://sueellson.com +61 402 243 271 [email protected] __________________________________________________________________________________ How to update your LinkedIn Profile for your personal and professional purpose How to utilise various features of LinkedIn How to benefit from joining groups and following companies Content and Search Engine Optimisation Strategies BONUS – some other social media quick tips Contents LEVERAGING LINKEDIN ................................................................................................................... 3 1. INTRODUCTION TO LINKEDIN ..................................................................................................... 4 1.1 History ..................................................................................................................... 4 1.2 Hangups ................................................................................................................. 4 2. STATISTICS AND BACKUP .......................................................................................................... 5 2.1 Personal statistics ................................................................................................... 5 2.2 Backup your profile and your data ...................................................................
    [Show full text]
  • OSINT Handbook September 2020
    OPEN SOURCE INTELLIGENCE TOOLS AND RESOURCES HANDBOOK 2020 OPEN SOURCE INTELLIGENCE TOOLS AND RESOURCES HANDBOOK 2020 Aleksandra Bielska Noa Rebecca Kurz, Yves Baumgartner, Vytenis Benetis 2 Foreword I am delighted to share with you the 2020 edition of the OSINT Tools and Resources Handbook. Once again, the Handbook has been revised and updated to reflect the evolution of this discipline, and the many strategic, operational and technical challenges OSINT practitioners have to grapple with. Given the speed of change on the web, some might question the wisdom of pulling together such a resource. What’s wrong with the Top 10 tools, or the Top 100? There are only so many resources one can bookmark after all. Such arguments are not without merit. My fear, however, is that they are also shortsighted. I offer four reasons why. To begin, a shortlist betrays the widening spectrum of OSINT practice. Whereas OSINT was once the preserve of analysts working in national security, it now embraces a growing class of professionals in fields as diverse as journalism, cybersecurity, investment research, crisis management and human rights. A limited toolkit can never satisfy all of these constituencies. Second, a good OSINT practitioner is someone who is comfortable working with different tools, sources and collection strategies. The temptation toward narrow specialisation in OSINT is one that has to be resisted. Why? Because no research task is ever as tidy as the customer’s requirements are likely to suggest. Third, is the inevitable realisation that good tool awareness is equivalent to good source awareness. Indeed, the right tool can determine whether you harvest the right information.
    [Show full text]
  • INFO EDGE | IT Services | 12 March 2020
    INITIATING COVERAGE SELL TP: Rs 2,080 | 18% INFO EDGE | IT Services | 12 March 2020 On a slippery slope – initiate with SELL We begin coverage on Info Edge (INFOE) with SELL and a Mar’21 TP of Rs 2,080. Ruchi Burde INFOE’s mainstay Naukri business (>70% revenue share) faces a structural threat [email protected] to leadership in the online jobs market from Microsoft-backed LinkedIn. Over FY14- FY19, LinkedIn has clocked an 18% CAGR in user base vs. 11% for Naukri, backed by a unique networking proposition and high innovation spends. Profitability looks elusive in property portal 99acres as well. We expect INFOE’s revenue/adj. PAT CAGR to slow to 14%/4% (FY20-FY22) and thus find core P/E rich at 54x FY22E. Structural threat to Naukri: INFOE is a clear leader among online job listing Ticker/Price INFOE IN/Rs 2,548 platforms in India with 85% market share at Naukri.com (ex-LinkedIn). But we Market cap US$ 4.3bn believe an inability to evolve beyond job listings puts Naukri at serious risk of Shares o/s 123mn 3M ADV US$ 9.4mn competitive headwinds – reminiscent of the decline at erstwhile US market leader 52wk high/low Rs 3,130/Rs 1,777 Monster.com post LinkedIn’s entry. Our view is premised on (1) LinkedIn’s clear Promoter/FPI/DII 40%/36%/23% edge as a professional networking platform (vs. a plain vanilla job listing portal), Source: NSE (2) its steady user base growth in India (at nearly double Naukri’s run-rate for FY14-FY19), and (3) parent Microsoft’s deep pockets for product innovation.
    [Show full text]
  • Human Capital Management: HR Technology Sector Review
    HUMAN CAPITAL MANAGEMENT SPECIAL FOCUS ON HR TECHNOLOGY Your Single Source For “All Things Human Capital®” Mergers & Acquisitions Public and Private Financings Strategic Advisory & Growth Capital August 2017 HR Technology Edition www.delanceystreetpartners.com Five Tower Bridge | Suite 420 | 300 Barr Harbor Drive | West Conshohocken | PA| 19428 HR Technology Sector Review As part of our Human Capital Management sub-sector research, Delancey Street Partners is pleased to present this HR Technology Edition. This HR Technology Sector Review provides an overview of the current HR Technology market as well as a look into recent and historic related M&A transactions and Private Equity Financings. We also provided an overview of key differentiators, a taxonomy, and an overview of valuation drivers. Delancey Street Partners Delancey Street Partners is an independent, industry-focused investment bank. We serve CEOs, Entrepreneurs, Shareholders and Boards of Directors of high growth and middle market private and public companies. Our services include strategic advisory, capital raising and independent board advice. We advise on sell-side and buy-side M&A, growth capital financings and recapitalizations. Bill Filip leads Delancey’s Business Services & Technology practice, which includes a strong focus on the Human Capital Management marketplace. Additional Delancey sectors include Healthcare, Industrial & Industrial Technology, and Infrastructure. We form long-term partnerships with our clients and commit to managing each engagement with senior
    [Show full text]
  • Technology Sector Scorecard Q4 2015 Q4 2015 Executive Summary
    www.pwc.com Technology Sector Scorecard Q4 2015 Q4 2015 Executive summary PwC Technology Sector Scorecard 2 Q4 2015 Executive summary Internet sector is the only shining star in an otherwise lackluster earnings season for technology companies • The technology sector posted quarter-over-quarter growth of 5.6% in the fourth quarter of 2015 and a marginal year-over-year growth of 0.2%. Year-over year performance by subsector: Internet + 19.7% Software Services + 5.3% Software -1.9% Consumer Electronics -4.4% PC & Systems -2.9% Hardware EMS -6.6% Semiconductors -7.6% Communications -10.6% • Geographically, North America remained the strongest region for revenue growth, followed by Western Europe and Asia-Pacific. PwC Technology Sector Scorecard 3 Q4 2015 Executive summary (continued) • Services remained the growth driver for technology companies in the fourth quarter. However, continuing currency volatility impacted revenues for technology companies. • Significant transformational activities continued in the fourth quarter. Ingram Micro announced that it would be acquired for US$6 billion by the Chinese aviation and shipping conglomerate HNA Group. Nokia sold off its HERE business to a consortium of leading automotive companies, comprising AUDI, BMW and Daimler. Motorola completed its US$1 billion acquisition of Airwave Communications, the largest private operator of public safety networks in the world. Hewlett-Packard split its enterprise products and services division into Hewlett Packard Enterprise and renamed the slimmed-down Hewlett-Packard HP Inc. Computer Sciences Corp (CSC) separated its North American Public Sector business into the separate entity CSRA Incb, which in turn merged with SRA International, Inc.
    [Show full text]
  • Linkedin Parent Company Microsoft Category Website
    Linkedin Last Updated Sunday, 12 April 2020 05:30 Linkedin Parent Company Microsoft Category Website- Social Networking for professionals Sector Media and Entertainment Tagline/ Slogan Relationships matter USP 1 / 6 Linkedin Last Updated Sunday, 12 April 2020 05:30 Linkedin is an efficient professional networking platform connecting professionals globally STP Segment Internet utilizing computer users Target Group Youth inclined towards internet usage and Business networking Positioning Linkedin is positioned as a business & professional social networking and identity service SWOT Analysis Strengths 2 / 6 Linkedin Last Updated Sunday, 12 April 2020 05:30 1. Linkedin is known for credible professional accounts including companies, professionals & aspirants 2. Linkedin is very popular brand amongst corporates giving huge potential for employees and helps building career 3. Its main features help in effective filtering of searches, finding business contacts & connecting with them 4. Detailing of every Linkedin profile is very crisp and covers almost all aspects of one's professional career 5. Professionals looking for career growth & employment are very active on the platform 6. Linkedin is a very useful, and powerful, tool to promote your brand 7. Highlights your professionalism & trusted professional site 8. Linkedin has more than 500 million active users worldwide 9. More than 11000 people are employed with the brand 10. Linkedin has a strong backing of its parent brand Microsoft 11. Acquisition of SlideShare, Lynda, Connectifier have strengthened its product offering Weaknesses 3 / 6 Linkedin Last Updated Sunday, 12 April 2020 05:30 1. Allegations against the company for invasion of privacy through email has hurt its brand image 2.
    [Show full text]