• http://www.linkedin.com/in/garycozin gary cozin

    Since graph search works by how many ‘friends’ you have, if you search on ‘that are not my friends’ you may yield more results unless you have loads of ‘friends’.

    Example: “software developers in atlanta who are not my friends”

  • http://www.namegeneration.net Namegeneration.net Candidate Leads

    Social data aggregation isn’t as way off as you might think. The open web has a lot that can be brought together to develop a bigger picture of an individual. We have been working on this for years and now have a service offering such information. other companies like Dice and Zoominfo are working on this as well. It does take a lot of technology and big databases to make it happen but it is here today for recruiters to start taking advantage of.

  • Keith Halperin

    Thanks, Raghav. I look forward to learning more about this aggregation tool- it sounds interesting and potentially very powerful.

    @ Namegeneration: I’d enjoy learning about what your company has, too…

    Thanks,

    Keith keithsrj@sbcglobal.net

  • Robert Dromgoole

    Great summary of Graph Search. I was just having a conversation with an internal executive at my company about it. Here’s some interesting data which proves your point. For my company:

    PNNL has 1800 employees who have LI profiles (out of 4600)
    PNNL has 902 employees who identify PNNL as their employer (out of 4600).

    However, in working with IT, we know that Facebook is the #2 most visited web site outside of Google. We can assume that a solid chunk of employees (way more than 902) have profiles on Facebook, but do not identify their company as PNNL.

    But of those 902, I could really find interesting things. People who work at PNNL, but who also like Van Halen, or who are interested in Climate Change, or who like J.R.R. Tolkien etc.

    It’s Beta. If FB somehow gets people to complete their profiles in greater detail, then it COULD be a game changer. However, until then, they’ve built the infrastructure to make it work, but they have to compel the people/users to complete that information. What’s in it for them? Why should they?

    IF FB can somehow create an incentive for people to complete this data, then the shift will begin to occur. I’m sure Zuck knows all this.

    But as talent practitioners its interesting to use these tools both from finding new employees, and even internal mobility.

    Keep ’em coming Raghav ….

    Rob

  • http://hcl.com Anmol Singh

    Thanks Raghav i found the article interesting and look forward to learn more from you about pros and cons of this tool.