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.)
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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.
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Our high intensity interval training - Recruitment HIIT - helps recruiters source, convert quicker, and develop healthy pipelines, and recruitment marketers attract, engage, and retain candidates, generate clients, and colleagues (3Cs).
How to Use Recruitment Awards in 2022 to Drive Your Sales Pipeline
We’re passionate about recruitment awards! Whether you’re entering, winning, attending or spying, there’s ROI to be had for recruiters, beyond simply having a recruitment award trophy.There are 2 things I want to talk about today:The Recruitment Awards happening in 2022A top tip on how to run your recruitment sales strategy with awards, without even submitting an awards entry!We Are Award Winners!We are proud to be triple award winners, including the APSCo award for Affiliate Member of the Year. Luckily, we followed our own advice when submitting our entries. As a frequent judge and recruitment marketing mentor, I help recruitment marketers to craft their awards entries and to focus on which awards are really going to add value.(Recruitment Award Winning Hack: often the best awards are the ones which are NOT recruitment specific – i.e. the ones for your sector… which are not always recruitment – IT / Games / Medical, etc.)1. Your List of Recruitment Awards for 2022Check out our 2022 list recruitment awards list below! (Have we missed any recruitment awards for the remainder of 2022? Contact Us to get them added.)This year recruiters need to do more with less. The goal is never to win an award. The goal is to generate more speed and pipeline. To give you support, we’ve created our Recruitment Awards Toolkit for recruitment leaders, recruiters and marketers to improve their awards submissions, and see ROI from the events (whether they enter, win, or simply attend!).Onrec AwardsMarch 2022 - The prestigious Onrec Awards 2022 Ceremony now in its 16th year has cemented itself in the calendar as the industry's must attend event. Not only is it an evening to celebrate the very best in Online Recruitment but it is also a chance to network with the very best suppliers and HR in recruitment.Recruiter AwardsSeptember 2022 - The iconic Recruiter Awards is the UK’s largest event for the entire recruitment community, recognising outstanding achievements by agencies and in-house recruiters. Achievements in recruitment marketing and technology also are spotlighted on the night.APSCo Awards for ExcellenceSeptember 2022 - The APSCo Awards for Excellence are a prestigious accolade in professional recruitment. The awards celebrate outstanding achievements in the professional recruitment sector and are a unique indicator of professional standards. They are widely recognised by clients as well as the recruitment sector. The awards are free to enter and open to all APSCo members.TIARA Recruitment AwardsOctober 2022 - The TIARA Recruitment Awards recognises excellence in the UK’s best performing recruitment companies with revenues above £5m.The Recruitment Marketing AwardsOctober 2022 - The Recruitment Marketing Awards 2022 feature 26 categories plus the “Grand Prix” overall winner. They recognise how outstanding creativity, combined with the right medium, results in successful recruitment campaigns.The Global Recruiter UK Industry AwardsNovember 2022 - The Global Recruiter Industry Awards celebrates the best of the best in recruitment. The Awards are totally free to enter, which means that the smallest and newest players in the industry have the chance to be recognised alongside established organisations.NORAsNovember 2022 - Established in 2001, the National Online Recruitment Awards have been created to acknowledge and reward excellence in online recruitment practice. They are dedicated to the continual improvement and evolution of the candidate experience. As a previous judge and recruitment marketing whizz, my expertise in recruitment websites delivering ROI could help you nail this one!2. Recruitment Awards Driving Your Sales Strategy (Without Even Entering)Let's face it, now more than ever, your inbound sales strategies are absolutely crucial in a post-pandemic world where the war for talent is raging, counteroffers are rife, and clients need recruiters that they can trust, who understand their niche.My top tip to add turbo to your sales strategy? Speedily research which awards are prevalent in your niche sectors, and track the shortlists and winners and use this data to target your client base. By definition, clients that are entering awards, tend to be high growth, ambitious, and likely have money and time to spend on recruitment too!. Surely?We know how important it is to see ROI from entering awards. It’s great to win and be recognised, but what about not entering at all, and simply using the awards process to drive your sales process? Use this great awards list website (and Google) to help you unearth a list of awards in your sectors. Plot the dates into your diaries and pick up the phone! DOWNLOAD YOUR RECRUITMENT AWARDS TOOLKITHIIT Us, Recruiters!Speaking of growth and wins, our recruitment training platform, Recruitment HIIT, was built to solve recruiter's pain points and provide solutions to help recruiters and recruitment leaders save time, develop speedy processes and generate more of the 4Cs - candidates, clients, colleagues and cash!Try Recruitment HIIT. We understand the importance of having a sales-led marketing strategy, automating your recruitment workflows and using your recruitment systems to get the best out of your teams. We work with recruiters to help them achieve their business goals and generate ROI from their key systems through Bullhorn and Herefish training, and other key recruitment systems like SourceBreaker, Cloudcall, Paiger, which you can find on Recruitment HIIT too.TRY RECRUITMENT HIITREAD ABOUT OUR RECRUITMENT TRAININGBOOK A CALL TO DISCUSS RECRUITMENT TRAINING
How to Build a Winning Candidate Attraction and Client Partnership Strategy
If retaining current clients is 6 to 7 times less costly than acquiring new ones, as a recruiter or resourcer, you need to focus on effective account management and BD driving your sales. In today’s candidate-short market, it’s becoming increasingly difficult to stand out from the crowd, especially considering 73% of recruiters are suffering from a candidate shortage.Lisa spoke at Hinterview’s online event, Building Winning Client Partnerships to Secure Quality Candidates.Building Winning Client Partnerships to Secure Quality CandidatesYou need a simple yet effective recruitment process to attract, engage, retain and convert your candidates. How can you create a winning candidate strategy to drive a super effective recruitment process through nailing account management and comms with your clients?Lisa joined Hinterview alongside a panel of recruitment leaders and experts to discuss: Working with your client to embed effective marketing strategies that deliver serious ROI.WIIFM – the benefits of having a recruitment workflow driven by close client partnerships – more candidates, a stronger pipeline.How to work with your clients to streamline recruitment processes and secure quality candidates.Watch Lisa's 1-Minute Pep Talk to Recruiters, With HinterviewWATCH HINTERVIEW'S CLIENT PARTNERSHIPS WEBINAR HEREBuilding a Winning Candidate Attraction StrategyOn average, recruiters take 13 hours a week sourcing candidates. That's way too much time – and leaves no time for screening, interviewing and, placing! Plus, the best candidates are off the market within 10 days! In a previous webinar, Lisa joined Hinterview’s panel to discuss how you can create a simple yet effective recruitment strategy to attract your ideal candidates, so you can screen, interview and place them. (And perhaps, re-place them!)WATCH HINTERVIEW'S CANDIDATE ATTRACTION WEBINAR HERETurbo Boost Your Recruitment ProcessWe have a new Hinterview HIIT on our recruitment training platform, Recruitment HIIT, to help you add serious turbo to your recruitment processes. Hintro and Hinterview and game-changing tools that can give you the push you need to use video to drive engagement and generate significant ROI. Our Hinterview and Hintro HIIT will help you attract, engage, convert, and retain your ideal candidates and clients, and it's great for colleagues too! Watch the webinar then head over to Recruitment HIIT and discover top tips to boost your recruitment workflow.HIIT Us, Recruiters!Our high intensity interval training - Recruitment HIIT - helps recruiters and resourcers source, convert quicker and develop healthy pipelines, and helps marketers generate more of the 3Cs- candidates, clients, colleagues. We aim to save every recruiter and marketer at least 1 hour per day (6 working weeks a year) - more billing time, more fees!We’d love you to try Recruitment HIIT for free for 7 days.WATCH THE HINTERVIEW WEBINAR HERETRY RECRUITMENT HIIT 7 DAYS FOR FREEBOOK A CALL TO DISCUSS RECRUITMENT TRAINING
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