LinkedIn changes to InMail policy create business case for Joberate technology

For millennia recruitment has come down to three basic questions – QIA – Qualified, Interested, and Available. Skills matching technology, and LinkedIn itself, have made it much easier for recruiters to identify people who are Qualified, leaving just two, but arguably most important, questions in recruitment – are you Interested and/or Available.

Up until recently recruiters relied on InMail to contact myriad people to see if they were Interested or Available to the extent of SPAM. LinkedIn users complained and LinkedIn reacted by changing their InMail policy. While the changes are rather detailed, the long and short of it is this: if you send an InMail to someone and they don’t respond or mark it as SPAM, you don’t get to reuse that InMail, significantly limiting the once abundant reach recruiters had to blindly contact people via InMail hoping some of the contacts are Interest or Available.

Joberate’s technology tracks people’s publicly available digital footprint, which includes their public Social Media data, to measure and quantify each individual’s job seeking activities into a propriety J-Score. A higher score represents an increase in job seeking behavior, lower scores represent minimal opportunity.

Instead of sending blind InMails to potential candidates on LinkedIn, recruiters can now use Joberate technology to track job seeking behavior of people they’re interested in contacting. When Joberate technology tells the recruiter that a person’s J-Score went up, it means that person’s job seeking behavior has increased, alerting the recruiter when it becomes the ideal time to contact a potential candidate. At that point a recruiter can send an InMail to a prospective candidate whose job seeking behavior and activities have just increased.

The likelihood of a positive outcome from an InMail campaign to a person with an increasing J-Score is significantly higher than blindly sending InMails, which increases a recruiter’s chances of landing the ideal candidate while maximizing the new reward system as a result of LikedIn InMail changes.

Joberate’s technology is available as a standalone, web-based SaaS application, as well as an API that can be integrated into leading Talent Management, ATS, CRM, and HRMS applications.

Joberate won the 2014 iTalent technology competition, hosted by HRO Today Forum, from a prominent field of finalists including Glassdoor, Jibe, Smashfly, and 1-Page. In 2013 the company was named a finalist at the UK National Online Recruitment Awards competition in the category of Best Innovations in Online Recruitment along with prominent companies like LinkedIn, and Joberate was recently shortlisted by SAP for the “Big Data Startup of the Year” award.