LinkedIn is a social network for professional who are looking to network for new opportunities, catch up on the industry, read interesting articles by peers. You can also post job listings and search for them.
There are 2 users for Jobs - the employee and the employer.
I would like to focus on the employee as I'm not familiar with Jobs for the employer.
Who are some personas of job search?
1. New graduates/college students
2. Someone who has been laid off
3. Someone who is looking for a promotion
4. Parents coming off of parental leave and need to find a more fitting job
I would like to focus on New graduates/college students since I see a big potential there
What are we trying to achieve? More engagement? More hires?
Why would there be problems for new graduates/college students?
1. Long sign up process and job seekers could be put off and wonder off to competition like glassdoor, indeed, etc.
2. LinkedIn is a social network, the more connections you have, the more engaged you will be. Being new, you have less connections and don't necessarily see the benefit of looking for jobs on LinkedIn as its more of a networking tool than job search focused.
3. Looking for a job is intimidating, people graduate and don't know what could be applied from their learning to a real life job and what to look for.
I would like to focus on the 3rd point because I feel the younger generation tend to skip around jobs a lot of part of that reason is because people don't know what they want to do, get bored on a job they don't like. If LinkedIn can help guide them toward a career they might want to pursue, they can achieve higher engagement.
1. Introduce filters other than position name and location. Add other things that would help an employee determine if they want the position: benefits, salary, company size.
2. Ask employees to fill out a survey about the classes they studied, skills they have and interests and present options that relate to their skills rather than titles
3. Same as 2 but instead of listing job options, they can list out alums who listed similar skills and show the job titles that the alums have
1. Impact Med (these are interesting but maybe college students won't know the standard anyways), Complexity Low (LinkedIn has most of these information listed on the job listings most of the time anyways)
2. Impact High (skills/classes/hobbies are usually the only thing college/new grads can list anyways so need to use these to help find jobs instead), Complexity High (LinkedIn asks these things already but might take some algorithm/machine learning to spit out relevant jobs)
3. Impact High (same as above), Complexity Med (less complex since the network of alums is already there and it's based on matching skills with people and listing positions off of those)
I would try solutions 2 and 3. 1 can be an iteration down the line, not necessarily only targeting our current persona. The last 2 solutions go hand in hand and can have a big impact.
1. # of items added by user (the more they add, the more refined the system can be)
2. # of clicks on searches that are displayed (the more matches, the more they will click on the companies to look at)
With the amount of college students looking for new jobs and not knowing exactly what to do look, LinkedIn can leverage the database of info already + the network of alums and help new graduates/college students formulate their path from the very beginning. Once they are able to find jobs or even as a tool to connect with more people, their network will grow and thus they will stay loyal and be more active in general on LinkedIn.