How CluedIn could be used as the recruitment tool of the future?

I recently asked a friend in recruitment what the status quo of tools for recruitment is. The answer was clear – LinkedIn. LinkedIn is a fantastic tool, technology and definitely shares a lot of the same ideas and ideologies of CluedIn.

When I asked how he used LinkedIn, it was all about the matching of skills, background, endorsements and previous work that dictated if there was a good match for a candidate. They also have their own systems which took this data and compared it to an internal database as well. As a side note, he mentioned, that this internal database was their key differentiator between them and their competitors e.g. the simple notion of them knowing more about a candidate would get them the contract on most occasions. After that short divergence, one key idea that stood out in our conversation was that he said

“Well we can only do so much with LinkedIn data, after all, a lot of it is fake.”

He did not mean that LinkedIn was giving fake data, but rather that the intrinsic nature of the tool allowed people to essentially fill in their own data. At CluedIn we are not against this idea even though we are a readonly system, but rather the temptation is there (especially when it is the difference between getting a job and not getting a job) to embellish and cloud the true skills that a person holds. I will call my own profile out as an example.

My background on my LinkedIn profile is definitely all honest. I worked at the places I mention, for the times I detailed. I also am skilled in SOME of the areas that I have been endorsed for. However, to be honest, that percentage is so low, that to a recruiter, becomes close to irrelevant. Besides the obvious joke endorsements (potentially Ventriloquism is not a joke) such as “Pet Taxi”, “Eggs” and “Ventriloquism”, I have been endorsed highly in skills that either I do not have or have not touched in years. I therefore am not surprised when recruiters call, email or message me on LinkedIn that they have found the perfect job for me with SharePoint, a technology that I worked with for 2 months for a contract, 8 years ago. This results in a bad experience from both parties.

Let me explain a key difference between LinkedIn and CluedIn. At CluedIn we know what you work on, we know what skills you have that are relevant and current. Imagine being able to broadcast on LinkedIn your actual skill sets, live, so that others can see your current skill set and to what level you have those skills. You might think for a moment that this could actually degrade your LinkedIn profile seeing that people can get the true (or close to it) image of your experience but lets take the positive take on it first. The more honest and updated your profile is, the more relevant the recruitment process and the process of people finding jobs and vice-versa can be. 

Let’s take the negative side of this approach. Your public LinkedIn profile, when connected with CluedIn, is only as relevant as the information you feed it. There is a simple solution to this and that is to connect more and more systems to CluedIn to help provide a better public profile. Now let’s approach the obvious elephant in the room, why do I really want people to see my skills? From my own experience, it is close to impossible to keep up with technologies, however I don’t want to count myself out of a job just because my profile doesn’t show that I have experience or more importantly, the ability to learn that tool. How do we at CluedIn solve this? Would you believe……magic? Only one way to find out. Register today at and you too will be able to leverage the power of your organizations content.

Tim Ward

Founder, Developer and Loudest Employee at CluedIn.