Taking The Pain Out Of Recruitment in 2015 – LinkedIn Recruiter

The final part of our series highlighting some of the recruitment pain our clients experienced throughout 2014, covers the issues they have using LinkedIn Recruiter. This is how I helped to address them to successfully fill their roles.

Part Three – Issues Using LinkedIn Recruiter

Client: Such a low response rate, we only hear back from a small percentage of people we contact.

Steve: We’re hearing this quite often, in fact I read an article recently that said only 25% of Inmails actually get opened! One of the theories behind this drop in response rates has been put down to Linkedin allowing recruitment agencies to have the recruiter licence. This means candidates are getting bombarded with messages and have just become less responsive as a result. We only target those with exactly the right skills and experience and personally email them the opportunity to apply with a carefully crafted email marketing your brand so they are more open to exploring further. [See Candidate Voice Survey: 74% of the 1,533 candidates interviewed said they wanted to receive a personal email.]

Client: I can’t find the people I’m looking for because the skill sets are so niche.

Steve: It may be that these people are not on Linkedin, we search data from across thousands of datapoints across the web. We know where people live online and how to contact them. Let’s book a ‘Go To Meeting’ and we can show you how we can find these people.

Client: It’s just not as good as it used to be.

Steve: This is another issue we hear regularly from clients. When we reviewed a like-for-like campaign we worked on with Samsung, for example, we outperformed Linkedin 3:1; Yes, they received far more applicants via Linkedin, but those we attracted were of better quality with more people going through to interview stage! Our data is refreshed every 10 days, so it’s a living, breathing database of active and passive talent.

Candidate-Voice

As LinkedIn users tire of the InMail approach – whether through irrelevance or uninvited intrusion – they are beginning to switch off notifications so they no longer receive information about the roles on offer. One client told me that if you receive three complaints about InMails, your account is blocked so wanted to avoid this at all costs as they were using their personal account to connect with potential applicants.

Yes, as I said in Part One relating to Recruitment Agencies and Part Two, Job Boards, I know I am unashamedly promoting what we do, but I’m proud of what we do here at JobsTheWord, and the way we can help our clients by making the recruitment process much easier for them.

What’s more, all the suitable candidates that come through the process belong to them, to store in their Talent Pool for the future – all at no additional cost. So it feels good to know that I’ve helped my clients save their precious time and money to get the results they want quickly.

I’m looking forward to a repeat performance throughout 2015!

You can get in touch with Steve for answers to your questions by calling 0207 193 0220, or email steve@jobstheword.co.uk

Message Steve

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Mike Sandiford
Head of Partnerships
enquiries@jobstheword.co.uk
0207 193 9931

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