Guest Post | By Audra Knight, Integration Specialist, TweetMyJobs, a division of CareerArc

Audra Knight

Audra Knight, Integration Specialist, CareerArc

At 137 million members and counting, LinkedIn is the largest professional network today.

A little over a decade old, LinkedIn has become a global, preferred social network for social recruiters and hiring pros, all clamoring for the limited attention of great talent.

This competitive environment makes it all the more important for LinkedIn users to know how to stand out and make their best first impression on the world’s professional social network.

We’ve put together a list of the most common mistakes talent acquisition pros make so you can learn from their folly and maximize your reach and influence on LinkedIn.

  1. You’re too hard to find.

  2. As a talent acquisition professional, perhaps the most common crime you can make on LinkedIn is unknowingly making it harder for others to find you. Although there are many ways to optimize your presence on the network—like using the right keywords to come up more frequently in search results—one simple change you should and could make today is ensuring that all categories of your public profile are visible for everyone.

    Follow the steps listed here.

    By doing this, you ensure that anyone who lands on your LinkedIn page from a Google search, for example, will view all sections on your profile page and not just the default view which only displays basic profile information.

    Related: 30 Min. LinkedIn Makeover: Upgrade Your Personal and Employer Brand in 3 Easy Steps

    LinkedIn Full Profile

    Custom Setting: LinkedIn Full Profile

    LinkedIn Limited Profile

    Default Setting: LinkedIn Limited Profile

  3. You’re neither giving nor asking for recommendations.

  4. The LinkedIn Recommendation Section is the modern day employment reference; and now your reference lives in public view for all to admire, for as long as you prefer.

    If you have yet to ask for a referral, this should be number one on your to-do list. Why? Because in all types of selling—be it selling yourself as a reliable recruiter or selling the many opportunities you represent—third-party validation goes a long way as social proof of how reliable, competent, and trustworthy you are as a professional. If you view LinkedIn as an active, social job board and marketplace for opportunities, you must learn to think of your LinkedIn page as your personal sales page.

    When you give recommendations, you also increase your visibility by earning a coveted place on another LinkedIn user’s page. The more influential the user and the larger her network, the more eyes will land on your words of praise, which are linked to your LinkedIn profile. This is why both giving and receiving recommendations is a great personal branding strategy that should be perennially pursued. You’ll soon find that the more recommendations you give, the more you will receive.

  5.  You’re not joining the maximum of 50 groups relevant to your industry.

  6. Yes, 50 is the maximum amount of LinkedIn groups you can join, and finding the right groups is actually much easier than you think.

    You can search for groups through the Groups You May Like page or through the Search box at the top of the homepage. Note that some groups have defined membership criteria and will review your request to join before admitting you.

    Why do some groups vet you before admission? Because once you are allowed in, you are afforded a few valuable privileges:

    • Contacting group members for free even if they are not a first connection.
    • Starting discussions in groups to further expand your network.

    Because of this, joining and actively engaging in a LinkedIn group is one of the most powerful tools in expanding networks, promoting thought leadership, and deepening relationships on LinkedIn.

  7. You’re not using your customized LinkedIn profile URL.

  8. This is another easy fix with significant return. Customizing your LinkedIn URL will have personal branding and SEO benefits.

    Your LinkedIn page will come up more frequently in search results, both through LinkedIn search and search engines like Google. Moreover, a custom URL is more memorable and thus can be easily added to an email signature or business card.

    Custom LinkedIn URL

    Custom LinkedIn URL

    Follow these instructions to customize your URL.

    Lastly, if you have a name that may be harder to spell, try customizing your URL to something easier to remember, such as LinkedIn/In/TopTechRecruiter. This gives you yet another chance to boost your LinkedIn SEO using relevant keywords.

Get more social recruiting tips by following us at @CareerArc and Audra at @media2knight.

Learn how TweetMyJobs can help you gain more visibility and attract more qualified candidates on LinkedIn, Twitter, and Facebook. 

Geoff Barlow

Geoff Barlow, Dir. of Global Talent Acquisition at AIG

Perfect Pitch: How to Gain Executive Buy-In for Social Recruiting in Your Organization [Webinar]

Wednesday, April 8, 2015 | 11 AM – 12 PM PT | See details below. Register Now >>>

Join guest speaker, Geoff Barlow, Dir. of Global Talent Acquisition at AIG, and industry veteran, Mira Greenland, in this one-hour session as they discuss the how to effectively pitch social recruiting to your executive board and stakeholders.

Webinar highlights:

  • Learn how to answer the toughest questions surrounding social recruiting such as how to measure ROI, how to incorporate this effort with existing recruitment programs, etc.
  • Discover how to ally with Marketing and other members of your organization before making the pitch.
  • Take note of important industry stats and trends that validate social recruiting benefits and further prove its increasing adoption.



Carrie Corbin

Carrie Corbin, HR & Recruiting Leader, Branded Strategies

The age of social media has changed how we’ve gone about recruiting talent. We don’t own employer brand. It’s owned by the perception of an internal and external audience. - Carrie Corbin

Our last webinar, 3 Ways to Turn Happy Employees Into Powerful Brand Advocates on Social Mediawas co-hosted by Carrie Corbinan HR and recruiting leader and practitioner known for building award winning recruitment marketing programs in Fortune 50 companies such as AT&T and Samsung.

Carrie delivered a comprehensive primer on how to launch and expand employee advocacy programs using social media. The 1-hour webcast was packed with concrete advice on what to do, and what not to do, when attempting to build an influential employer brand. Below are just a few key takeaways from the talk. Access the presentation deck and recording.

Beyond the Buzzword: What is Employee Advocacy, Exactly?

what do people enjoy sharing on social media employer branding

What is Employee Advocacy, exactly?

It’s a program that at its heart is the relationship between your leadership team and your workforce. This can also include your potential workforce. – C.C.

What is a Brand Ambassador?

Typically Brand Ambassadors are people or vendors who get paid to promote or distribute jobs. – C.C.

What is a Brand Advocate?

Advocates typically promote voluntarily. They have to want to promote your brand and spread your message. Today, encouraging brand advocacy means giving the average person that which was once reserved for larger organizations—the power of mass communication. – C.C.

How can Brand Advocates Influence Employer Branding?

Since an employer brand can be unclear and even inaccurate, Brand Advocates can act as powerful agents in shaping the public perception of a company. But what if you could harness the collective energy of your employees’ existing social media activity? Companies can find immense employer branding potential  by finding and empowering their brand advocates.

Related: 76% of Companies Choose Social Media to Communicate Employer Brand

Employee Advocacy Path to Success

Carrie illustrates the roadmap by which an employer influences brand advocates to build powerful employer brands through highly-engaging content. Cultivating a company culture that encourages social sharing is key to this effort.

carrie corbin employer advocacy path to success webinar tweetmyjobs

  1. Curate Content – Team members curate original content and may discuss and share this content internally.
  2. Amplify – Team members decide to share this content on their own social networks, including LinkedIn, Twitter, and Facebook
  3. Thought Leadership – Team members benefit from sharing this content by developing a reputation as thought leaders in their networks, all the while driving more traffic to your corporate site.
  4. ROI – A constant and considerable amount of direct traffic to your site produces measurable results that can help articulate return on investment (ROI) and determine which content strategy and tactics to optimize.
  5. Employment Brand – Your company has accomplished its goal of becoming a recognizable employer brand that benefits from increased organic web traffic, brand awareness, and enhanced thought leadership.

3 Ways to Increase Employee Advocacy

  1. Provide a Social Media Outlet 

    Avoid blocking employee social media use, and develop a social media policy if necessary. If you can, stay away from providing pre-approved content: The last thing people want to share is something they were told to share. Do what it takes to expand your recruiting efforts on social, which may include partnering with your marketing department to lift your programs off the ground.

  2. Listen: Monitor, Reply, and Engage 

    There is no substitute for engagement. Once your content is viewed, shared, and discussed online, continue to encourage engagement by interacting with internal and external brand ambassadors. The best way to show them appreciation for retweeting, liking, and sharing your content is by reciprocating that gesture.

  3. Invite Power User Employees to be Part of a Community of Employment Brand Influencers 

    Pay attention to which employees are consistently a solid voice on social, and encourage employees to post about their experiences on Glassdoor and LinkedIn. Influencers are usually excited to share employer brand content.

Watch the webcast now to learn more, including how to calculate the ROI of employer branding efforts.

Connect with Carrie Corbin @theCarrieCorbin.


Elizabeth Jacoby

Elizabeth Jacoby, Recruiting Manager, Bar Louie

Our last webinar “Expansion, Turnover, and Fierce Competition: How Social Recruiting Meets the Toughest Hiring Demands” was one of our liveliest webinars to date.

We invited Elizabeth Jacoby, Recruiting Manager of fast-growing Bar Louie, a TweetMyJobs client. She discussed the pain points, solutions, and successes of launching and growing a social recruiting program from scratch. The topic sparked one of the most engaging discussions during our live webcast, and a majority of the audience questions centered on how to efficiently and effectively manage social recruiting initiatives.

Below is a quick recap on what was covered, including poll results from questions we asked our audience. For more information on Bar Louie, read our case study and access the complete complete webinar recording and slides.poll tweetmyjobs recruiting challenges

The Learning Curve: How to Drive and Maintain Social Engagement

Elizabeth recounts the first stage of adoption, why the organization decided to start recruiting using social media, and the early lessons learned:

We didn’t want to dip our toes in social recruitment unless we were going to do it right. In order to do it right needed to maintain a presence, and that’s where TweetMyJobs came in to maintain that world and that constant presence. We found that the more active we were on our side, in addition to the TMJ postings, the more clicks we were getting, which was an important learning curve for us.

Elizabeth makes this very important distinction between engagement posts–employer branding content that show company culture and values–and job distribution posts–job postings complete with role, company, and  location, distributed through social media. The more engagement Elizabeth and her team could drive within a social network, the more lift in overall clicks and conversions she saw on all social recruiting content–both job distribution posts and engagement posts.

poll tweetmyjobs social networks used by recruiters

Q: Is driving and maintaining social media engagement time consuming for you? This is a common fear factor for a lot of organizations.

Elizabeth: We are good at directing everyone to our career page, and we receive very few questions, like “When are you coming to our city? Please come to our city.” Others are from those following up on current applications. “We’ve applied to Buffalo, but I haven’t heard anything back.” We don’t get ambushed by any means. We respond the same way we reply to a recruiting email. It’s almost easier to those people who are reaching out to us on social media because it really is just a quick line back.

poll internal resources support social recruiting

Social Media Engagement: Tips & Tools

Elizabeth said that while a dedicated Social Media Manager maintains the corporate Bar Louie social media feeds, Elizabeth and her team manage social engagement posts on the recruiting side. They use Expion, a paid service which helps schedule Facebook engagement posts and Tweets months in advance. Someone on her team spends about an hour per month to schedule content, and then she’s done. Alternatively, Hootsuite and TweetDeck are two free tools which many social media managers use and swear by.

Q: How has the social recruiting strategy been helpful for you?

Elizabeth: We saw a huge influx of candidates from all levels of the organizations coming directly from Twitter specifically, we’re most successful with Twitter…so for us it was getting those unique candidates we were looking for. Prior to this, Craigslist was probably the biggest recruitment site for us, and TMJ and Twitter have really kind of given them a run for their money in that respect.

Bar Louie’s Goal for 2015

Like we’ve observed and heard from other organizations, Bar Louie will be focusing on employer branding, culture, and engagement of current team members.

To learn more about Bar Louie’s story, read our customer case study and access the complete complete webinar recording and slides.



2015 Stevie Award Gold WinnerWe went to Vegas this past weekend, and we won BIG! We are so proud to share this achievement with our customers and community:

TweetMyJobs, a division of CareerArc, won the coveted Gold Stevie® Award for Customer Service Department of the Year (Computer Software – Up to 100 Employees), as well as a Silver Stevie Award for Front-Line Customer Service Team of the Year (Technology Industries –Up to 100 Employees).

The Stevie Awards are the premiere international business awards for Sales & Customer Service, and we could not be more proud of our talented, dedicated, TweetMyJobs Client Success Managers (CSMs) who are setting standards in client care across multiple industries. Congratulations to this amazing team that powers the cornerstone of our solution–expert, hi-touch customer service.

Robin D. Richards CareerArc TweetMyJobs 2015 Stevie Awards Winner

CareerArc CEO Robin D. Richards attended the Stevie Awards Gala in Vegas this past weekend along with 500+ finalists recognized for achievements in sales and customer care.

“We are thrilled to be recognized for our passion and leadership in customer service. Delivering top-notch customer support is not only the cornerstone of our business, but our brand promise. Winning two Stevie Awards to mark that achievement is an honor we share with our talented Client Success team and our clients.”  – Robin D. Richards, CEO of CareerArc

Other 2015 Sales & Customer Service Winners include Marriot, Kohl’s, IBM, Cisco, FedEx, SAP, Salesforce, Delta Air Lines, Wells Fargo, DHL, etc. See the complete list here.

Partnering with the best clients fuels our drive to provide the best customer service year after year. We thank our amazing customers in helping recognize our stellar Client Success team, and for participating in a recent customer satisfaction survey in which our CSMs scored a 90% satisfaction rating.

To learn more about our award-winning Client Success team and our client care philosophy, please visit our Clients Page and read one of our case studies.


International Cruise Excursions Inc ICE logoEmployee turnover is one of the costliest hiring challenges today, which is why companies are focusing on more ways to recruit and retain talent—from investing in workplace benefits programs to making headline-worthy pay increases.

TweetMyJobs customer, International Cruise & Excursions, Inc. (ICE), is a B2B provider of travel-based rewards and loyalty programs. Their main recruiting challenge? Hiring high-demand telesales talent in the competitive call center capital of Scottsdale, AZ. (Download the full case study now.)

Social Recruiting in a Squeezed Labor Market

With the economy continuing to recover, call center representatives have more employment opportunities than they have in recent past. Job growth has pushed contact center turnovers to their highest rate since the recession—rising from 29% in 2009 to 46%1 in 2013.

ICE tweetmyjobs customer results

More and more competitors began launching social networking profiles, but we noticed how hardly any of them shared open jobs or even mentioned they were hiring. Their oversight was our opportunity: TweetMyJobs got our brand in front of more local talent in less time through social media. – Melody Nelson, Recruiting Specialist, ICE

Facing three main challenges—turnover, competition, and limited resources—ICE turned to TweetMyJobs to search for new channels and a new approach to hiring. Within the first few months, the company experienced stellar returns.

Social Recruiting Results

  • A 7x boost in applications within the first month of launching the TweetMyJobs platform and solution.
  • A 5x increase in clicks per job posting within the first three months.
  • Immediate employer brand exposure by giving employee referral and advocacy programs a social edge.

ICE case study twitter recruiting tweetmyjobs


Learn the specific social recruiting strategy that decreased the cost-of-turnover and boosted employer brand awareness. Download the case study now.


3 laws of attraction hire in demand talent

Admit it: Hiring can seem a lot like dating, and vice versa. From both the candidate’s and employer’s experience, the similarities between the two processes are staggering:

The research and prep involved prior to the interview (the date), the chemistry tested to find a cultural fit (the match), and the pressure and expectation we feel when meeting each candidate in hopes that he or she is “the one”— can all be quite exhausting.

And this year, thanks to our economic upturn, employers are further challenged by a more competitive playing field. However, the similarities in the vetting process are preceded and supported by many of the same laws of attraction, laws which can be uniquely leveraged more effectively through social recruiting.

This Valentine’s Day, we turn to one of the bestselling books on the topic: The Art of Seduction, by Robert Greene. Taking three of the 24 laws he lists, we illustrate how each can change your strategy in attracting candidates, and how these laws applied in social recruiting can boost your employer brand influence.

recruit in demand talent create triangles

  1. Appear to be an object of desire—create triangles

  2. “People gather around those who have already attracted interest…Build a reputation that precedes you: If many have succumbed to your charms there must be a reason.” – Robert Greene

    Building and growing an employer brand today requires us to think differently. Before the dawn of social media, searching for the perfect job, or the perfect candidate, was conducted in a more private medium. Job ads, professional references, and headhunters all worked behind-the-scenes in one-to-one communication. The relationship was plotted with a direct line, unable to overtly show the triangles that exist within one’s network.

    Today, recruiters and job seekers alike are showing the strength of their professional networks online. References, testimonials, job postings, and more can be shared and re-shared on social networks and review sites. An active social presence not only implies an engaged and desirable employer brand, but both organic search and social platforms algorithms reward the most shared content with top ranking.

    How desirable is your employer brand? Are you and your employees proving that desirability online?

    law of attracting demand talent prove yourself

  3. Prove Yourself

  4. “Most people want to be seduced. If they resist your efforts, it is probably because you have not gone far enough to allay their doubts.” – Robert Greene

    The internet age may have made us more connected with individuals and brands alike, but it has also raised a healthy level of skepticism of online information. This is where wellness programs can really help your employer brand.

    Employees and job seekers today are putting more weight on wellness, benefits, and company perks than ever before. Investing in these programs shows care for your employees and helps prove your generosity as an employer. These programs also generate great content for sharing online. Take and post pictures of your latest company volunteer event. Apply for Best Places to Work awards and share accolades on social sites throughout the year.

    This content helps candidates picture themselves in an ideal work environment—an environment which employers can craft and promote more effectively in the age of social and visual media.

    how to recruit demand talent pay attention detail

  5. Pay attention to detail

  6. “Lofty words of love and grand gestures can be suspicious: Why are you trying so hard to please? The details of a seduction—the subtle gestures, the offhand things you do—are often more charming and revealing.” – Robert Greene

    The worst thing for a top candidate to know is that they ARE your top candidate. Showing interest without being too eager is a careful balance.

    The trick is to be specific and curious. Know your candidate persona so well that applicants will be impressed by your grasp of the intricacies of their profession. This attention to detail is important since top candidates usually interview with more potential employers than the average candidate. The goal is to forge a memorable and enjoyable candidate experience from the start.

    And the start is quite important. Like for couples, the story of how two people meet is a powerful one, usually setting the tone for the entire relationship. Social media allows us to do just that—find where talent congregates online and create possibilities for a great first impression.

    Where do your candidates engage online? What are the main topics of discussion? Are you and your brand present?


Workplace Flexibility

We released new data today with on workplace flexibility and work-life balance in a study entitled the “2015 Workplace Flexibility Study.” We surveyed over 1,000 professionals (both employed and unemployed) as well as 116 HR leaders to understand their views on workplace flexibility.

Interestingly, 67% of HR professionals think that their employees have a balanced work-life, yet almost half (45%) of employees feel that they don’t have enough time each week for their personal activities. While that disconnect exists, HR leaders are certainly aware of the benefits of workplace flexibility in their recruitment and retention efforts:

  • 7 out of 10 HR leaders surveyed use workplace flexibility programs as a recruiting tool.
  • 87% of HR leaders believe that workplace flexibility programs lead to employee satisfaction.

Employers are clearly seeing benefits from their flexibility programs. In addition to employee satisfaction and recruitment branding, 71% of HR leaders mentioned that workplace flexibility programs increased productivity while 65% mentioned that they help retain existing talent. 

Of course, there is always more that employers can do to strengthen their employment brand. Offering outplacement services and career transition assistance to employees is one place to start. 71% of job seekers reported that they were likely to choose a company that offered outplacement (career coaching and transition services for laid-off employees) over a company that did not if all else (salary, role, etc.) was equal. As a benefit, outplacement assistance was more important to potential employees than health and wellness benefits, community volunteer initiatives, tuition assistance, or culture change initiatives such as team building.

As technology continues to blur the line between ‘personal time’ and ‘work time,’ it’s clear that organizations that encourage workplace flexibility and create an honest, open dialogue with their potential job candidates as well as their existing employees will succeed. What is success? A strong employment brand for potential job candidates and happy, retained employees.


We are very proud to announce that TweetMyJobs has been named a finalist in the ninth annual Stevie® Awards for Sales & Customer Service in two categories:

  1. Customer Service Department of the Year – Computer Software
  2. Front-Line Customer Service Team of the Year – Technology Industry

Customer service is the cornerstone of CareerArc’s culture. TweetMyJobs Client Success Managers (CSMs) participate in the organization’s technology product design process to provide feedback and help create the tools that their customers need and want.

“Recognition from the Stevie Awards is a great validation of our customer-first philosophy,” said CareerArc CEO Robin D. Richards.

A recent customer satisfaction survey conducted in October 2014 revealed that TweetMyJobs CSMs scored an overall 90% satisfaction rating. 95% of respondents rated their CSM as either Very Professional or Extremely Professional. 98.4% of respondents said their CSMs were effective in addressing their questions and concerns.

Winners for both the two categories will be announced Feb 27, 2015 at the Stevie Awards gala banquet.


The beginning of the year is a time full of hope, good and bad resolutions, and a touch of magic: In January, the top HR minds dust off the crystal ball, read between the lines of industry data and human capital trends, and attempt to predict our future.

In this post we test our own clairvoyance and list the top 3 predictions we think will impact social recruiting this year.

hr marketer hybrid tmjedu

  1. Social Recruiting Prediction #1: HR Pros who manage social recruiting will further define the emergence of the HR-Marketer Hybrid.

    A defined content strategy will prove vital to differentiating employer brand. (Highlight text to tweet.)

  2. These days HR is full of “good problems to have.” Economic recovery and growth are among the top reasons why recruiting talent has gotten a lot harder in just the past several months, and why we just wrapped a record holiday hiring season.

    Our return to pre-recession unemployment levels last year increased the supply of jobs, and as employees gained more choices for employment, employee turnover rose. Many in HR have observed the power shift from employer to employee, power which has only grown stronger thanks to the dawn of social media and employer review sites.

    Josh Bersin of Bersin by Deloitte writes:

    “Employers, once in a position of power, are no longer in control, thanks to tremendous transparency in the job market that is driven by dozens of online job networks. And if your company is not a great place to work, people find out fast…Today, the concepts of “employment brand” and “employee engagement” have merged: Employees communicate your brand externally every day, whether you like it or not.”

    As competition for talent stiffens, the way in which employers use social media will become more competitive, and thus more targeted and defined. Candidates will expect to see more than a job description distributed through your social channel, and will pay closer attention to the way you engage with potential talent, as well as the content you choose to deliver to stand out from the crowd of employers. Social recruiters will continue to push their marketing skills to new heights, bringing 2015 ever closer to the advent of a marketing-savvy HR pro—the HR-Marketer Hybrid.

    mobile tech wave

  3. Social Recruiting Prediction #2: As mobile tech innovation and adoption heat up in HR and recruitment, social recruiting will naturally become more integral to recruitment and employer brand marketing.

  4. As the balance of power tips towards the passively-searching employee and actively-searching job candidate, and the use of mobile devices continues to further surpass that of desktops, more employers will invest and innovate to reach candidates on mobile.

    The Business Intelligence Report released last September notes social is now the top internet activity, and, “60% or so of social media time is spent not on desktop computers but on smartphones and tablets.”

    Wise employer brands will focus on the mobile delivery of jobs and branded content, and social recruiting will be inherently tied to this rising trend as the majority of mobile device owners use their phone or tablet everyday to access social sites.

    According to ExactTarget’s 2014 Mobile Behavior Report:

    “Using smartphones and tablets to peruse social networking sites is common; 75% of consumers do this at least once a day on their phones, and 64% of tablet owners use a tablet to access social media at least once a day.”

    Lastly, Dr. John Sullivan wrote in ERE.:

    “The mobile platform should be the primary mechanism for communicating with prospects/candidates, spreading your employer brand messages, to view recruiting and job description videos, and to push relevant open jobs to applicant communities.”

    advantage hr tech

  5. Social Recruiting Prediction #3: More companies will adopt and depend on social recruiting due to the competitive hiring environment. Companies will deepen their reliance on HR Tech for big data and automation tools to help win quality talent at less cost.

  6. Perhaps the most perennial prediction of them all is the increased adoption and dependence on technology. SHRM, TLNT, and ERE all share this similar vision, and we can expect to see this prediction read in the tea leaves of years-to-come.

    But let’s face it, HR is an industry plagued by the necessity of paper trails—documenting applications, performance reviews, etc. from the application to offboarding. To stay ahead of the competition, HR pros need constant tech innovation to make these processes more accurate and efficient so they can focus on the real challenge: acquiring and retaining top talent in an increasingly competitive hiring climate.

Today, social recruiting remains an area of HR innovation where employers can still gain competitive branding advantages just by adopting it faster than other employers in their industry or locale. We’ve seen this happen time and time again. And we expect to see this happen more and more this year.

Tell us your 2015 HR and recruiting predictions on Twitter using the hashtag #TMJEdu. 


Facebook and LinkedIn want to make it easier for your employees to collaborate at work, regardless of your corporate social media policy.

The two social networking giants have separately announced new enterprise products that attempt to replace the dreaded work email and challenge new and old workplace collaboration tools.

This week, select clients have begun to test Facebook’s new enterprise product, Facebook at Work, which gives organizations  private, intra-office versions of the Facebook platform with which to share content across work groups.

Don’t fear: Facebook and Facebook at Work worlds will not collide—profiles and networks are completely separate between the two platforms. However, Facebook at Work promises a nearly identical user experience to that of Facebook, which allows for a minimal learning curve when adopting the service as many are already familiar with Facebook’s overall look, feel, and functionality.

Facebook at Work

LinkedIn is launching two separate products, the first of which takes a version of InMail– LinkedIn’s private messaging system—and gives it to colleagues to communicate directly with one another even if they are not already connected on LinkedIn. Employees could also upload their phone and email information, and thus the service could act as a database for company contact info. The second product promotes and enhances content sharing within the organization, allowing individuals to share blog-like posts to specific work groups within the company.

The move marks the first time the two networks will be competing for the same territory and population—the enterprise workplace and the employees within that workplace. Although LinkedIn is seen as the professional social network, the platform is most widely used for recruiting, employer branding, and job searching—activities which do not typically involve current colleagues or employers. For Facebook, being the online home for more personal relationships, this move could prove to be a larger shift for the network—and if successful—a good first foothold into the world of enterprise software.

Workspace and workplace collaboration is a well-fought tech battlefield where post-email workplace collaboration tools, like Yammer, Slack, and Trello, have been challenging the more entrenched enterprise software providers like IBM. But if you have been patiently waiting for the swift death of “the work email,” don’t hold your breath: Steve Boese reported this week that “depressingly, email remains the most important technology at work.”

Nevertheless this news brings up interesting questions: Can workplace communication and collaboration change if we change the medium? Will it create for a more open, casual, and collaborative work environment? And is this a good thing?