Lots of recruiters have a LinkedIn Recruiter Licence. Indeed many of my clients do, or are considering investing. I’ve written several blogs about recruiters not “getting” the value of LinkedIn:
And now I’m about to go into a 3rd episode and talk specifically about LinkedIn Recruiter. (And if ever there was a time to discuss the placement of the colon.)
Having a LinkedIn Recruiter licence – Just like having a Porsche
When I work with recruiters on their social media strategy I tend to get a bit car mad (Lewis Hamilton has done me some favours this year). I often equate having a LinkedIn Recruiter Licence to having a Porsche. I’ve done my research too and many recruiters would love (or indeed have) a Porsche.
There’s going to be all sorts of Porsche and car analogies in this blog. Tune your valves and check your mirrors!
Imagine this Porsche was a company car. The recruiter I worked for in the early 2000s had one – you “won” it for a month if you smashed target.
Imagine if you had a company Porsche:
You’d have a flipping huge smile on your face if you got to drive it (but I rarely see recruiters look delighted when they’re using LinkedIn Recruiter)
You wouldn’t just give it to your mates to rag (but you sometimes share a LinkedIn Recruiter licence)
Your boss wouldn’t let you get in unless you’d got a valid driving licence (but there are 1000s of recruiters using the licence and have not been trained to use it, and no-one is studying their usage reports and holding them accountable for their use of the system)
You’d be expected to keep it clean (but any recruiters are not saving searches, setting up alerts or using projects)
You’d win the race, rather than draw with the freebie LinkedIn.com recruiters (but I still see a lack of revenue generated by this licence, and a “it’s ok to break even” approach by some who are not seeing or expecting value)
LinkedIn Recruiter: Get out of the Porsche and “get on the phone”
Technology being disruptive is old news. Never before have the technology options which the average recruiter has access to so paralysed the recruiting process. Recruitment leaders are hoarse with “get on the phone”.
When it comes to LinkedIn Recruiter this is often the norm in a recruitment firm:
Not enough licences to go around and they are shared amongst the team
The “all the gear no idea” approach to the licence – barely scraping the surface of what this licence can offer
Lots of searching and InMailing, not enough clever use of the features such as Update Me, alerts, projects…
Nowhere near enough training on the product
The recruitment CRM barely getting a look in on the talent contacted / placed via the LinkedIn licence. Hence no real understanding of the source of the fee
…and with many recruiters handing the licence around like a tray of chocolates after dinner there’s not enough buy-in to the product for it to make its mark.
Then the renewal comes around and some recruitment leaders renew due to fear of missing out rather than tangible return on investment.
Buying a Porsche seems a lot more exciting!
Breaking even does not buy you a Porsche!
I also regularly hear that a great measurement of LinkedIn Recruiter is “breaking even”. As long as the recruiter makes a placement, and hence paid for the licence, then all is well with the world.
This clearly goes against the average recruitment leaders’ approach to making money. Breaking even does not buy you a Porsche!
The strapline on the LinkedIn Recruiter landing page on LinkedIn’s website is “Find and Engage the Best Talent”. I would imagine if Porsche could be that direct, they may use the same strapline for their cars? 😉
Indeed many recruiters have that goal day-to-day, and in the pub on a Friday / Saturday night.
How to treat your LinkedIn Recruiter licence like a company Porsche
Give it to the people who demonstrate that they deserve it – not simply because they have asked for it. (Want a Porsche? Earn a Porsche!)
Train, train, train. (Driving test / licence)
Set goals for how it should be used – never assume that if you give someone some tech they’ll organically slot it in to their already stretched workflow. (Highway code)
Study usage reports monthly and either nip bad behaviour in the bud with training / alignment of expectations, or take the licence away. (Servicing / MOT / Mileage check).
How are they currently using social and sourcing tools? If they are pretty shoddy and don’t connect to the CRM enough, having a LinkedIn Recruiter licence won’t change their behaviour. (Are you about to give your Porsche to a recruiters with a bashed-up, dirty car?)
Get users to sign a contract with you – you wouldn’t hand over the keys to your company Porsche without s signature and a sanity / driving licence check.
The LinkedIn Recruiter licence is often seen as an “expensive” bit of kit, but it is a tiny fraction of what the average recruitment leader spends on their IT / advertising / salary budget.
Having higher expectations of what a LinkedIn Recruiter licence can do, and asking your team to deliver, is crucial if you are to engage well with this product and not just see it as an inevitable cost of running a recruitment business. The investment is not just about the invoice you pay. It’s the time you spend on it and whether you can really attribute an improvement in your bottom line to it.
Using it well could even help your recruiters buy that Porsche (perhaps even a 918 Spyder.)
Get ROI from LinkedIn
We run LinkedIn for Recruiters courses for time-starved recruiters, who think they have a handle on LinkedIn, but want to improve their profile, increase their relevant application response and place more jobs.
HIIT Us, Recruiters!
Our high intensity interval training (Recruitment HIIT) helps recruiters source, convert quicker and develop healthy pipelines. Recruitment HIIT is an exciting recruitment training platform for recruiters to speedily learn skills to be more successful with Adapt, Bullhorn, LinkedIn, Job Adverts, Inbound Sales, Digital and Email Marketing. Try Recruitment HIIT for free, or arrange a call with me - press one of the magic buttons below.
Improving the Value of Your Recruitment Business with Greg Savage Podcast
Recruitment leaders who want to get ROI from their recruitment tech, have marketing deliver viable candidates and leads, and make sure that their recruiters are super-productive, need to listen to this recruitment podcast…Oh! And if as a recruitment leader you are looking to hire more recruiters, this podcast has a couple of great ideas to help you with your own recruitment strategy. Straight Talking - No Messing - Advice for Recruitment LeadersDo you know the value of your business?A buyer will typically be looking at 60-70% of profits coming from temporary or contract recruiting. Do you know how many of your recruiters quit last year simply because they did not have the training to do their job?Do you know what your marketing function should be doing to generate the 4Cs? (Candidates, clients, colleagues, and cash?)In this episode of the Recruitment Leaders’ Podcast, I'm delighted (understatement!) to be talking to Greg Savage. He offers some "straight talking - no messing - advice for recruitment leaders who want to be more successful".I talked to Greg about:What are the main changes he feels have happened in the recruitment industry?What are most recruitment leaders doing differently at the moment?Where is the “danger”?What are investors who are looking to buy your business looking for?What does he think of permanent dominant-recruitment businesses?What could add the most value to your recruitment business? And devalue it?How can we attract the best recruiters?What 3 things are crucial for recruiters to be trained in?What are the three skills every recruitment leader is going to need in the next 3-5 years?This is seriously one of my favourite recruitment leader interviews and I think every recruitment leader (current or budding) will benefit from spending 30 minutes listening to this and planning their strategy.We talked about how there isn’t enough process around recruitment CRM systems. Listen to this episode of the Recruitment Leaders' podcast to hear more.And for recruitment marketers who want to demonstrate and deliver ROI from their marketing efforts, check out our blog post on connecting recruitment sales and marketing.Listen to this Recruitment Leaders' Podcast!Thanks, Greg, for being such great guest on my Recruitment Leaders’ Podcast.Listen and subscribe to the rest of Barclay Jones’ Recruitment Leader Podcast Series on SoundCloud or find us on iTunes!HIIT Us, Recruiters!Our high intensity interval training (Recruitment HIIT) helps recruiters source, convert quicker and develop healthy pipelines. Recruitment HIIT is an exciting recruitment training platform for recruiters to speedily learn skills to be more successful with Adapt, Bullhorn, LinkedIn, Job Adverts, Inbound Sales, Digital and Email Marketing. Try Recruitment HIIT for free, or arrange a call with me - press one of the magic buttons below.TRY RECRUITMENT HIITBOOK A CALL TO DISCUSS MARKETING TRAININGREAD ABOUT OUR MARKETING TRAINING
F**k Corona! Time to Get Fit, Recruiters!
Prior to today, 60% of recruiters found it hard to deliver results day in and day out. Who knows what the figure is now? We are all on one almighty pit stop! BUT the race is still on - you've not been retired!The recruiters that we work with are shell shocked - there is no book on the current situation. Every day is a new day, with data and news to either make you smile or frown. For those of us who have been through a recession, it's flipping tough - BUT there will be an end to it, and you will be defined by how quick you get out of your pit stop, and get back on the track! This blog is perfect for recruiters who need to focus during this distracting time, and to up the ante and get back in gear!Corona will be smashed! Where will you be when it is?Five Ways to Be Your Best Recruiter Self! I’ll give you 5 tips that will boost your mood, your results, and (ideally) your pay packet! Be Recruitment Fit - A survey of 2,500 companies found that those with “comprehensive training programs” have 218% higher revenue per employee and 24% higher profit margins. So, set dedicated time aside every week to improve your skill, whether you’re new to recruitment, or been in the game a little longer. Ongoing learning will really set you apart from your competitors. This is the time to really “gen up”! Don’t waste it. And don’t wait for your manager to tell you to train yourself. Take control! Know Your Market: 61% of sales prospects said they would be more responsive if they were provided with relevant information. So, you need to know what’s going on in the market. What are you doing to keep abreast of current affairs in your clients market? Do you know what’s happening globally, nationally, or even in their local town that may be effecting their ability to grow business? Yes, the obvious news is the big C word, but there is more than this going on – aim for What’s Your Plan? As the old adage goes, failing to plan equates to planning to fail! This is where too many recruiters go wrong. They land a great job to fill and hit the phones straight away, with very little direction. allocate time to think about options - where might your candidate be now? where might this go wrong - what might I struggle to find - plan for this! Be Consultative Not Sales Driven: 51% of sales leaders focus on increasing customer retention through deeper relationships. Sales are important, but your clients and candidates want to know that you understand their needs. This is SO important right now. Learn what they need. What are their current pain points? What are the key skills that they are struggling to recruit for? Now that recruitment may be on hold (or the total opposite) what can you offer in terms of advice. What are your candidates' motivations? What ignites a fire in their belly about their current role? Find out what their plans are beyond Corona! Actively Recruit At All Times. Just because you don’t have a role to fill right now or you’ve already got your short list together, it doesn’t mean you can sit back and relax! Absolutely not! Recruiters spend, on average, nearly 1/3 of their work week (about 13 hours) sourcing candidates for a single role. Great Recruiters are always recruiting. Make sure you regularly use your CRM to source great candidates which can be built into a search / shortlist ready to go when you win new business. Again, Corona has created a pit stop - use this time to train and network like you mean it! Get cracking with your best practice. Be the recruiter you've likely always wanted to be, but ironically candidates and clients have got in the way! :-)HIIT Us, Recruiters!Our high intensity interval training (Recruitment HIIT) helps recruiters source, convert quicker and develop healthy pipelines. Recruitment HIIT is an exciting recruitment training platform for recruiters to speedily learn skills to be more successful with Adapt, Bullhorn, LinkedIn, Job Adverts, Inbound Sales, Digital and Email Marketing. Try Recruitment HIIT for free, or arrange a call with me - press one of the magic buttons below.TRY RECRUITMENT HIITREAD ABOUT OUR RECRUITMENT TRAININGBOOK A CALL TO DISCUSS RECRUITMENT TRAININGPS. F**k stands for funk ;-)PPS: Lisa is running a webinar for recruiters and recruitment marketers who need to stay focused on - click here for more info about how sales and marketing can work together and be smart in this turbulent time.
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