LinkedIn came out with the latest version of their iPhone app today. As you might expect from a 3.0 release, the app has been much improved, namely in its user experience.  In fact, it looks a lot more like Facebook’s iPhone app now.

As you can see, there is a new main screen that features 12 main buttons.  Yes, this is just like the new Facebook app main screen that features big buttons.  With LinkedIn’s you’ll get easy access to “All Updates,” “Status,” “Profiles,” “Discussions,” “Connections,” “Favorites,” “Inbox,” “Invitations,” “Recents,” “Reconnect,” “In Person,” and “Themes.”  Of these, the Reconnect, In Person, and Themes areas are entirely new.   Reconnect allows you to find people you likely know on LinkedIn with the click of a button. In Person lets you use the iPhone’s Bluetooth to easily swap contact information with any other LinkedIn iPhone use you happen to be nearby at a conference or event.  And Themes allows you to change the color of the main screen icons — you can choose pink, orange, gold, and a bunch of other crazy colors to ugly-up your app to your heart’s content.

Previously, the app featured a more standard bottom-bar iPhone navigation where you could switch between updates, your inbox, search, and other elements. This new layout gives you access to a lot more information quickly. The updates areas (All and Status) has also been been made more Facebook-like as each now features a user profile picture next to each update. You can also now comment on each of these updates right from within the app — again, yes, just like Facebook.

It’s also now very easy to “star” any profile to mark it as a favorite, to give you easy access to it.  Doing this also creates a filtering mechanism for the update streams.

Find the 3.0 version of the LinkedIn app, available for free in the App Store here.

Facebook recently passed 350 million users worldwide, but the lingering question about the social network (and social media in general) is if it’s making any money. According to a report in The Wall Street Journal, the answer seems to be that at the least, revenue, if not profits, at social networking sites is starting to take off.

Using data from NYPPEX, the WSJ reports that Facebook’s estimated to generate $710 million in revenue next year. That would represent more than a 40 percent improvement from this year, where the social network is rumored to be bringing in about $500 million in revenue.

Elsewhere, NYPPEX estimates that LinkedIn will generate more than $200 million in revenue in 2010. The firm also says that four years from now, Facebook could be doing $1.9 billion sales, LinkedIn could be at better than $300 million and Twitter could be at $283 million (how exactly, they’re not sure either).

Of course, all of that is based on the social networking sites mentioned continuing to grow strongly both in terms of users and sales. That’s been anything but a given in the short history of social media, where we’ve seen sites rise and fall quickly. Nonetheless, the report does seem to support other research that indicates money is flowing into social media marketing at an increasing rate.

You NEED a Social Strategy! Even a basic one!

Your top recruits are already using sites like LinkedIn, FaceBook, and Twitter.
They’re out there looking for you!

What are they finding?

We are here!
We are a great company to work for!
Come, see for yourself!

or

We don’t get it!”
We don’t care!”

Even if you have a company presence on LinkedIn, Twitter, or FaceBook, Do you know what it says? Or who wrote it?

Social Media Recruiting is “Social”. (That’s the hardest part to understand)
It’s not about writing the bigger check than you competitors.
And, it’s not JUST about how many hires you generate.   It’s about getting your message out and engaging your Top Recruits, on their terms, on the sites they use, how they want it, when they want it.

It’s not about writing a check to the site with the best ads on the SuperBowl!  Or most aggressive sales people.

What good does it really do if you have a $20,000 “Branding Presence” on a national job board, when you know your Top Recruits never visited those sites?

What’s you message on FaceBook, LinkedIn, and Twitter, where your Top Recruits are?  Do you even know?

If you don’t have a social strategy, don’t be surprised when it gets harder and harder to attract and retain to top candidates.

At the moment, social media sites may not be the primary driver of candidates applying for jobs, but they can definitely make the difference during the “Why Work With Us” phase of recruiting.

Social media sites like LinkedIn and FaceBook are quickly becoming the go-to portals for all kinds of information, including company information, product research, consumer reviews, etc. LinkedIn now even embeds company information from BusinessWeek and CNBC into company profiles.

A poorly planned, duct-tape social media recruiting campaign might have worked in the past, but the competition is quickly starting to heat up. Top employers like Starbucks, Addidas, Ernst & Young, and McGladrey are all using social media in their recruitment marketing.

If you know your Top Hires are individuals that know your company, products, clients and markets, and even your existing employees, don’t you think these are the candidates you should be spending the most resources on?

This is what Social Media Recruiting is all about.   If you engage and help educate your Top Recruits, you stand a better chance at getting their attention.  You can do this with social media… or you can just say “We don’t care!”

Unfortunately you aren’t going to get a phone call from some FaceBook sales rep, who for $25,000, will wave his wand and make the problem go away.

You need to know what to do. Where to start! What sites should we be on? And what are the best practices that others have implemented.

This is where having the help of an experienced and knowledgeable consultant can help you get the ball rolling.
• Someone who has 10+ years in the Internet Recruiting Industry, so they know the ropes.
• Someone who knows LinkedIn, FaceBook, and Twitter, and has a proven track record.
• Someone who knows technical web design and how to integrate job postings into multiple websites.
• Someone who know how to build, implement and maintain a social media marketing strategy.
• Someone who knows how Social Media and Search Engine Optimization can be used to build a social recruiting brand.

I highly recommend starting with a 3-6 month pilot project. It’s easier to digest, you and your recruiting team get to learn the sites, and your recruiting message is clear. From the pilot project, you can then decide which social campaigns make the most sense to you and your recruiting team.