Sharing News on LinkedIn just got easier (via LinkedIn blog)

Most of us turn to blogs, newspapers, magazines, trade publications, and more when we’re looking for the info we need.  But just as often, we count on our colleagues and peers to point out the stuff we should read.

That’s why we’ve just made some incremental changes to how sharing works on LinkedIn. Here’s a video about how it works and a longer list of features and functionality around this new feature that you can start using today.



What’s new:

1. Public vs. private: You get complete control over who sees what you’re sharing, whether it’s everyone, your connections, a group, or a specific individual.


2. Images and article excerpt: The chances of someone clicking through your shared article are greater when you’ve images and brief excerpts pulled from the news article or blog post. What you share looks great, and you can customize it completely.

3. See and delete your own posts: We’ve all dropped a typo into a status message. Now you can quickly preview, edit, and delete before your connections see your creative spelling.


4. Easily re-share: Like what you’re reading and want to re-share it? That’s only a click away.  And share it with your connections, your groups, or individuals – or all at the same time.


5. An improved off-site sharing experience: Try sharing to LinkedIn next time you’re visiting popular news sites like the New York Times, for e.g. You’ll find that you’ll go through a similar sharing experience I just described above.

6. A new, short URL: A new companion to our Twitter Integration (that we announced towards the end of last year).

7. Attribution: The re-shared article will give credit where credit is due by attributing something you re-share to the person who shared it with you.


8.  Shared items on your profile: By choosing to make selected shared items public, you help profile viewers learn about your professional interests and expertise. Share often to keep your profile fresh and relevant.

We hope these features will make it easier for you to share and consume news as well as helping your connections find the info they need.

Want to try it now? Go ahead and share this very blog post!

And, please continue sending us your feedback either in the comments section below or @linkedin us on Twitter.


How LinkedIn will fire up your career (via

How LinkedIn will fire up your career Jessi Hempel, writerMarch 25, 2010: 6:14 PM ET


(Fortune) -- If you need a job, or just want a better one, here's a number that will give you hope: 50,000. That's how many people the giant consulting firm Accenture plans to hire this year. Yes, actual jobs, with pay. It's looking for telecom consultants, finance experts, software specialists, and many more. You could be one of them -- but will Accenture find you?

To pick these hires the old-fashioned way, the firm would rely on headhunters, employee referrals, and job boards. But the game has changed. To get the attention of John Campagnino, Accenture's head of global recruiting, you'd better be on the web.


LinkedIn CEO Jeff Weiner

To put a sharper point on it: If you don't have a profile on LinkedIn, you're nowhere. Partly motivated by the cheaper, faster recruiting he can do online, Campagnino plans to make as many as 40% of his hires in the next few years through social media. Says he: "This is the future of recruiting for our company."

Facebook is for fun. Tweets have a short shelf life. If you're serious about managing your career, the only social site that really matters is LinkedIn. In today's job market an invitation to "join my professional network" has become more obligatory -- and more useful -- than swapping business cards and churning out résumés.

More than 60 million members have logged on to create profiles, upload their employment histories, and build connections with people they know. Visitors to the site have jumped 31% from last year to 17.6 million in February. They include your customers. Your colleagues. Your competitors. Your boss. And being on LinkedIn puts you in the company of people with impressive credentials: The average member is a college-educated 43-year-old making $107,000. More than a quarter are senior executives. Every Fortune 500 company is represented. That's why recruiters rely on the site to find even the highest-caliber executives: Oracle (ORCL, Fortune 500) found CFO Jeff Epstein via LinkedIn in 2008.

The reason LinkedIn works so well for professional matchmaking is that most of its members already have jobs. A cadre of happily employed people use it to research clients before sales calls, ask their connections for advice, and read up on where former colleagues are landing gigs.

In this environment, job seekers can do their networking without looking as if they're shopping themselves around. This population is more valuable to recruiters as well. While online job boards like focus on showcasing active job hunters, very often the most talented and sought-after recruits are those currently employed. Headhunters have a name for people like these: passive candidates. The $8 billion recruiting industry is built on the fact that they are hard to find. LinkedIn changes that. It's the equivalent of a little black book -- highly detailed and exposed for everyone to see.

For a generation of professionals trained to cloak their contacts at all costs, this transparency is counterintuitive. So far most conversations about how to use social networks professionally have focused on what not to do: Don't share drunken photos on Facebook. Don't use Twitter to brag about playing hooky from the office.


But as companies turn to the web to mine for prospective job candidates, it's no longer advantageous to refrain from broadcasting personal information. Instead, the new imperative is to present your professional skills as attractively as possible, packing your profile with keywords (marketing manager, global sourcing specialist) that will send your name to the top of recruiters' searches.

At the same time, you can connect your online professional interactions in one place, joining groups on the site (LinkedIn has more than 500,000 of them, based on companies, schools, and affinities), offering advice, and linking your Twitter account and blog updates to your profile.

"You Google other people, so don't you think they're Googling you?" LinkedIn founder Reid Hoffman asks. "Part of a networked world is that people will be looking you up, and when they do, you want to control what they find." Helping you present yourself well online is just the start. LinkedIn plans to go far beyond, making itself an active and indispensable tool for your career path. The secrets lie buried in the data: those 60 million profiles, including yours.

In a business where data wonks are rock stars, Dipchand ("Deep") Nishar is Bono. During his five-year tenure at Google (GOOG, Fortune 500), Nishar, 41, was instrumental in developing its ad platform, its mobile strategy, and products for the Asia-Pacific region. Hoffman spent almost a year recruiting him to be vice president of products, until finally, in January 2009, Nishar took a right out of Google's Mountain View, Calif., parking lot and drove two blocks to his new office at LinkedIn's headquarters.

Having so much experience in Asia, where mobile messaging and other social networks were adopted even faster than in the U.S., Nishar understood the value of a system that would help consumers organize all those digital relationships.

But it was one personal interaction that really sold him on LinkedIn's potential. Nishar was trying to decide whether his daughter, who was 12 at the time, should spend her summer at a program offered by Johns Hopkins University. He posted the question to his status update on both Facebook and LinkedIn. While he received more comments on Facebook, they were casual and congratulatory. Only four of his LinkedIn contacts wrote him, but they offered a rich analysis, describing experiences with the Johns Hopkins program that left them better off academically; they persuaded him to enroll his daughter. "People are in a different context and mindset when they're in a professional network," he says.

This was Hoffman's bet when he founded the site in 2003. It was just after eBay (EBAY, Fortune 500) paid $1.5 billion to buy PayPal, where Hoffman had been a founding board member and executive vice president, and he was casting about for his next big project. Hoffman, 42, was already one of Silicon Valley's most hyperconnected players, with investments in dozens of other startups (including Facebook), so it was natural for him to think of a way for people to build on their links.

"I realized that everyone will have their professional identity online so they can be discoverable for the things that will be important to them," he remembers, waving his hand as he sits back in his chair. "The obvious one is jobs, but it's not just jobs. It's also clients and services. It's people looking to trade tips on how you do, say, debt financing in the new capital markets." Backed by other angel investors like him, Hoffman and four others put up the initial funding and gathered a tiny staff to launch the site as a bare-bones operation in his Mountain View home.

At first, users were slow to embrace the service. Plenty of Web 2.0 entertainment websites were enjoying meteoric rises and monstrous buyouts by big media companies. (In fact, after helping fund YouTube, Hoffman gave its founders office space for three weeks in their early days.)

By comparison, LinkedIn seemed a little static; it was only for résumés. As Facebook caught on among bona fide adults, it created a population of web users fluent in updating their status, posting links, and microblogging. Hoffman could sense that social networking was finally becoming mainstream, and he needed to give LinkedIn's users a reason to stick around before they moved their résumés and other professional information to platforms like Facebook. So last December he recruited former Yahoo exec Jeff Weiner to step into the CEO position. And he won over Nishar.

John Klodnicki wasn't looking for a job when he took the call from an IBM recruiter who had found his profile on LinkedIn. As a program director for data-storage company EMC, he spent five days a week on the road consulting with pharmaceutical companies. "I was moderately happy," he said. Sure, all that traveling was a drag.

On that Friday afternoon Klodnicki was scarfing a sandwich while standing in the security line at the airport in Providence, trying to get home to his family in New Jersey. The line was long, so he had the time to chat about opportunities. After going through several rounds of interviews, the initial job fell through, but the relationship had been started. He kept in touch, and last September, Klodnicki started work as an associate partner developing new business with pharmaceutical companies at IBM's Philadelphia office, just half an hour from his home.

Thanks to LinkedIn, people like Klodnicki are increasingly easy to find. "It's a great equalizer for us. It gives the recruiter an opportunity to reach out directly to a candidate," says Annie Shanklin Jones, who heads U.S. recruiting for IBM (IBM, Fortune 500). "In a company the size of IBM, that's significant."

IBM has always been one of the first companies to experiment with new social technologies. Its recruiters use Twitter to broadcast job openings, and the company organizes its own talent communities. But Jones says LinkedIn is the most important social-media site for reaching prospective hires.

Cost saving is a major motivation for companies looking to bypass big headhunting firms. "If I were going to go out to a major recruiting firm, for example, we could potentially pay upwards of $100,000 to $150,000 for one person," says Accenture's Campagnino. "Start multiplying that by a number of senior executives, and you start talking about significant numbers of dollars very quickly."

If anybody should be nervous about that, it's L. Kevin Kelly. As CEO of Heidrick & Struggles, one of the most prominent recruiting firms, he has made a living out of the hiring market's opacity. As he watched the rise of LinkedIn, he knew it was a disruptive force he would have to learn well; last summer he flew to the Bay Area to have dinner with Hoffman.

Their companies have a complicated relationship. On the one hand, LinkedIn is a welcome tool for recruiters, and Heidrick & Struggles is a customer. LinkedIn's software allows recruiters to search its database without access to photographs, thus keeping in compliance with antidiscrimination laws, and to contact anybody in the LinkedIn network. But the recession forced companies to cut back on their budgets for outside firms.

Heidrick & Struggles' revenues fell 36% in 2009, and while business has started to creep back, Kelly is aggressively trying to remake the company as an adviser rather than simply a search company, offering consulting on ways to handle staffing issues and select board members. Now it's just 7% of the business, but he expects it to grow to half of what Heidrick & Struggles does.

There will still be a need for headhunters and traditional methods of hiring, though, because LinkedIn doesn't work for everything. And it has to be used carefully.

"If you're not managing that site, you can erode your brand," says Arlette Guthrie, the vice president of talent management at Home Depot. Guthrie has learned how to use the site through trial and error. Over the past few years she experimented with using LinkedIn for all hires -- including seasonal workers, Home Depot will need 80,000 people in the next year -- but discovered that LinkedIn didn't offer better applicants for the bulk of the company's positions, mostly in their retail stores. Though plenty of cashiers and doctors and teachers join LinkedIn, the site's primary membership is corporate professionals.

Now Guthrie uses LinkedIn mostly for three hard-to-fill areas: supply chain, information technology, and global sourcing. Some of Guthrie's recruiters spend time daily on the site, reading up on potential candidates, chatting with them in groups and on message boards, and responding to inquiries. The approach has worked well. Using services like this on the Internet she has been able to bring down the time it takes to fill the positions, an important metric among recruiters, by nearly half.

At the entry to the "Hope" classroom on the satellite campus of Belhaven University in Houston, Susan Thorpe passes out a small book called 12.5 Ways to Get Ahead on LinkedIn. Up front, her husband, Doug Thorpe, who self-published the guide, has drawn a diagram on the whiteboard that looks like an elaborate football play. A series of circles labeled one, two, and three stretch out from a central bubble labeled you. A dozen job seekers take notes as Thorpe describes how to call upon first-level contacts -- those former colleagues and friends you've befriended on the site -- to reach second-level contacts. It's a process as old as human relations: Hey, could you introduce me to your friend? Thorpe explains the etiquette and technique of doing it digitally. "Write a personal note when you ask someone to connect," he tells his students.

Thorpe, 57, is one of hundreds of consultants who have sprung up to help professionals establish themselves online. After he lost his mortgage company two years ago in the real estate crash, he started Jobs Ministry Southwest, a religious nonprofit that offers free support for job seekers in the greater Houston area. A dozen of the 160 people who attended the previous day's support group have paid $24.95 for a half-day introduction to LinkedIn.

Thorpe's main message to his clients is that it's important to complete your profile. Get recommendations from former co-workers. Use keywords to bring out the skills you want to highlight. Join groups: Recruiters often scour professional groups to round up potential candidates. Answer questions from colleagues that showcase your professional expertise.

One of the students, Heinz Meyer, exhales audibly at the prospect of all that time online. "This could turn into a 24/7 thing real quick," says Meyer, 67, who had just lost his job at Universal Pegasus, a pipeline construction company. Thorpe responds by suggesting the class spend a concentrated amount of time on the site each day, say 30 minutes. Believe it or not, LinkedIn doesn't pay this guy.

There is much debate in the class about Thorpe's suggestion that job seekers should include professional photographs with their profiles. ("Don't use dogs, horses, cats, or cows in the background," he says.) Older job seekers in particular are worried that their gray hair will trigger age discrimination. There are drawbacks to so much transparency, they argue. Doesn't it ensure that employers potentially know more about you than they should?

It's a question Hoffman considered right from the start. For all the benefit that LinkedIn brings to the job hunt, it can't erase fundamental challenges in the job market. One big reality is that plenty of baby boomers are out of work as the industries in which they've developed three decades of expertise move overseas or change irrevocably.

These job hunters will need to reinvent themselves in new careers. The thing about social-networking profiles is that they don't lie, at least not successfully. You can't fudge your experience or hide your age, because your connections know you in real life. So Hoffman is inclined to agree with Thorpe's advice: Post your photo. "A LinkedIn profile lets you represent yourself as strong as you can, so build that to your advantage," he says.

Okay, but how do you finally land a job? It's the last question that Thorpe's students ask as he wraps up his lecture. Thorpe turns back to the elaborate diagram on the board, pointing to the circled numbers. Social networking is just a more efficient way of reaching out to people you know -- and people they know. You work the network. You connect with people like John Campagnino at Accenture if you want a job in consulting. Then you turn off the computer, and you call your connections on the phone. And you invite them to lunch. To top of page






First Published: March 25, 2010: 7:47 AM ET


Google Displaying Facebook Friends and LinkedIn Profile Details In Search Results (via

even more reason to check those facebook privacy my post to check yours!



While routinely searching for a person on Google, I came across a new feature in Google Search where Google is displaying friends for a particular user in the search results.

Google Facebook Friends in Results

As you can see from the screenshot above, searching for my own name resulted in the following search results, the more interesting thing though is that Google is also displaying names of friends from Facebook (the above account is not mine though and belongs to another Keith D%u2019souza).

The friend list snippet is displayed for public Facebook profiles of users, it is not available for Facebook users who have disabled third party sites from accessing their information. Here is another example for a search I did for Robert Scoble.

Robert Scoble Facebook Friends Google Search

Google did not display the Facebook Friends for Amit Agarwal, which might suggest that there are privacy settings restricting it. However, it did display the LinkedIn Profile information for the same search.

Amit Agarwal LinkedIn Profile Details in Google Search

Why would Google want to display Facebook Friends in search results? The only reason I can think of right now is to allow users to see find people based on common friends. This could also mean that Google is trying to make it easier for people to find and connect with others through search results.

Unfortunately, there is nothing you can do to remove this information from the search results at Google. You will have to explicitly change the settings in Facebook and LinkedIn to make the information more private.

What do you think about the new additions to the search results? Do you think it would be helpful in finding the correct person? Or do you think that it is an invasion of your privacy?




a linkedin tip that will probably leave you frustrated and certainly take more than 60 sec (via

Have you ever tried to contact someone but were not sure if you had the email address right?  You guessed “First Name dot  Last Name at Company Name dot com”.  You sent the email…it did not bounce back but you got no response.  There are ways to find email addresses sometimes but other times, you just have to guess.

above is the introduction to some putatively helpful advice on figuring out the email address for someone you are trying to reach. pulled the information from another blog dedicated to "using social media in the job search." I think the author is more interested in filling the idle hours for job searchers than helping them be more efficient.

since it's a blog dedicated to job searching, let's assume the goal is to make a contact with someone you do not know at a company where you wish to work. a cold contact. how un-social. so - you guess what the address might be and save it as a contact in gmail. then you use linkedin's "find contacts" feature to search your gmail for linkedin users. if your target is on linkedin and has that particular email addy registered, their name will appear in the results. name not there? try again with another email variant. be creative, and the fun can last for hours. and bonus - your gmail contact list grows too!

what if the target individual has not used the appropriate linkedin settings screen to enter other email addresses they use (or used)? (hint: it's under settings, personal, email addresses) you can try variants until you're pulling your hair out to no avail.

how about instead using social media in the job search? you have the person's name. so enter the name in people search. is it a common name like joe smith? the recent enhancements to people search let you filter to a granular level, so you're still likely to find the right person.are they on linkedin at all? if yes, you're golden. linkedin tells you who connects you. reach out to that person and you're no longer the friendless job hunter - you're a big bad networking force of nature and a skilled social media user.

if no, try twitter and facebook for common acquaintances. thanks to facebook's recent privacy changes, people's facebook friends are right out there for everyone to see (here's how to fix that, btw).

can't find any common acquaintances on other channels? go to the company website and find an email address for someone there. that will give you the formatting info you need without the trial and error of the suggested approach. no email addresses on the site? suck it up and call the company main line. tell the person who answers that the email you sent to joe smith bounced and you need to get his address. if she won't play, you don't want to work there anyway...

LinkedIn Is Getting a Redesign [Pics] | via Mashable

Business social network LinkedIn, fresh off its milestone of 50+ million users, is now getting a makeover, and it definitely changes the way you use the social media website.

In a detailed blog post, the company announced that it has begun a limited test of its new design. It features a newer, longer top-level navigation bar, the removal of the dreaded left-hand navigation bar, and a cleaner overall look.


The best way to describe the new layout though is to place the old design and the new one side-by-side. First, here is the homepage as it currently exists:

Now, here is the new design for the homepage, courtesy of LinkedIn (LinkedIn


You’ll notice immediately that the emphasis is on the top navigation, that the main content has been pushed to the left hand side of the screen, and that each of the top menu items have a deeper web of subcategories under them (just look at the options under “Groups” as an example).

One more comparison. This is a profile page currently:

And here is the new one:

You’ll notice that content has been moved up the page (this is very important – it requires less scrolling and thus less chance of people bouncing off of the page) and a far stronger focus on the profile and its content.

The key to this entire design it seems is the removal of the left hand navigation bar, which we are fans of. It distracted users away from the important information on the page. While the design is still being tested and iterated upon, more and more users should be seeing this layout relatively soon.

Let us know what you think of it in the comments.