LinkedIn is reportedly planning to launch a new service this fall where users can find and hire freelance professionals.
A report from The Information credits “two people with direct knowledge of the matter” with providing details about LinkedIn Marketplaces.
Marketplaces is being created to compete directly with other freelance hiring sites such as Upwork and Fiverr. Current plans are to launch the service as soon as September.
Work on LinkedIn Marketplaces is said to have begun in October 2019, which is when LinkedIn acquired assets of a startup called UpCounsel that connected freelance lawyers with businesses.
Former CEO of UpCounsel, Matt Faustman, is now leading the team responsible for developing Marketplaces.
Although LinkedIn has not officially announced details of Marketplaces, Faustman publicly displays on his own profile that he’s been working on the project since October 2019.
The Information received a statement from a LinkedIn spokesperson saying the pandemic has lead to an increase in demand for freelance workers.
More people are searching for and requesting services from freelancers on LinkedIn, with particular demand for executive coaching, marketing, design, and software developement.
“In the future we’ll be building new ways to share more about the services you [could] offer directly through your LinkedIn profile,” the spokesperson says.
In addition to searching through a marketplace of freelancers, users will be able to post their own proposals to attract freelancers for specific jobs. When work is completed clients can post a review of the freelancer they hired.
Marketplaces has the potential to grow LinkedIn’s user base and open new revenue streams. Clients will be able to compare rates and book freelancers directly on the site.
LinkedIn is expected to take a cut of the transactions facilitated through Marketplaces. The company is also considering letting freelancers pay for ads.
The launch of Marketplaces will almost be a way for freelancers to finally monetize the time they spend making connections on LinkedIn.
Making the right connections on LinkedIn requires a combination of traditional networking, as well as creating content such as posts, articles, and videos. That’s a lot of unpaid work.
There’s never been a way for users to get paid directly from LinkedIn, but it appears the company may be headed in that direction.
A post from LinkedIn’s Editor-in-Cheif, Daniel Roth, shows that the company recognizes the value of its content creators.
Roth is hiring a leader to build a team that will enable creators to “have an even bigger impact” on the platform.
We’re building out our creator management team and I’m hiring someone senior to lead it. Is that you? Got any great candidates to recommend? Please let me know! https://t.co/RG9V3vdJUy
1/ Why creators? A short thread:
— Daniel Roth (@danroth) February 12, 2021
The job posting for LinkedIn’s new Head of Community position indicates the company is developing strategies to retain content creators.
“We’re starting a community management team to support and grow our content creators, with the mission to source, nurture, uplevel and retain these important voices. Creators’ sets off incredible ripples, helping others find their community and develop their own voice. The more people who give and get help, the faster we all grow.”
Will one of those retention methods include monetary incentives?
Social networks paying users for content is not as unusual as it might sound. Snapchat was recently paying out $1 million a day to creators to bolster the use of a new feature. ATikTok established a creator fund last year that paid out $200 million to US users.
LinkedIn may be next to invest in creators, which could be another way for users to make money in addition to Marketplaces.
Source: The Information
3 ways to recruit engineers who fly under LinkedIn’s radar
We’ve recently been bombarded with news of job surpluses, including predictions that the number of software developer roles will increase 22% by 2030. With the need for nearly a quarter more developers, recruiters are having to scale their search and look under the stones that have previously been left unturned.
It’s easy to assume in the digital age that job candidates are waiting at the end of a mouse click, but the online hiring space isn’t as encompassing as we think. Less than 10% of people on LinkedIn don’t have an education that surpasses high school, despite 87% of developers having taught themselves a new coding language, framework or tool without formal education.
People who live in emerging markets use LinkedIn less frequently, even though these locations harbor some of the world’s most promising tech talent.
Some developers choose not to have a LinkedIn account because it feels like another social media channel to maintain. This aversion makes sense considering engineers focus more on hard skills rather than their online personae.
This week, LinkedIn announced it would start offering its services in Hindi, which will allow the service to reach 600 million people globally. People who live in emerging markets use the platform less frequently, even though these locations harbor some of the world’s most promising tech talent.
Companies can’t let how they’ve hired in the past influence their approach today — doing so means missing not just the quantity of developers, but the quality and diversity of them. The remote revolution didn’t just broaden where we can recruit, it’s expanded who we can bring on board. With that in mind, these are the best ways to tap into the hidden developer gems.
Open up your content, chats and code
No recruiter should think of hiring a developer as the same process as selling a product or service. As Adam DuVander explains in “Developer Marketing Does Not Exist,” resonating with developers requires more education and less promotion than the majority of companies currently provide.
The content you publish can organically pique people’s interest, as long as it has a strategic purpose and doesn’t overly mention your brand or services; for example, blog posts about upskilling, industry trends and exclusive data insights. You could also host events like webinars, round tables, quizzes and hackathons that are less for recruitment purposes and more to showcase the team and culture. Don’t be afraid to be lighthearted with your content, either. Memes, GIFs and videos are a great way to demonstrate that you don’t take yourself too seriously. And once you remove the promotional positioning, developers in the shadows will start to come forward.
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