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.
Adapt Training Tips for Busy Recruiters
Recruiters! Your day is so full, you often can’t see the wood for the trees (or the candidates for the applications). You have Adapt and you need it to give you time and make you money! Recruitment Leaders! You need your recruiters to convert more candidates and clients, and have a healthy pipeline. Adapt needs to deliver ROI.Recruitment Trainers! You are tasked with being Adapt Training experts and need to be sure you have all of the hacks and tips to improve a recruiter’s day.We have a monthly newsletter full of Adapt Tips to help all 3 of you generate real ROI from Adapt.(Bullhorn may have bought Adapt, but you still need to get value from your Adapt CRM.)Recruiter Interrupted!In recruitment, time is money… but you really lack proper time to really manage your candidates and clients.On average:You check your emails 36 times an hour!You are interrupted 56 times a dayYou attend 62 meetings a monthLet alone random candidates applying for jobs they can’t do, and clients drilling down your fees and working with all of your competitors!You need to get physical and HIIT something! (We use HIIT – high intensity interval training to help Recruiters with what we call “AdaptFirst”.)Every month, we publish the HIIT the recruiters we train love the most, and you can receive them via email.Never miss an Adapt Hack again – sign up to receive your Adapt Training newsletter today.SUBSCRIBE TO THE NEWSLETTERAnd if, recruiters, you want to blitz your business development even further, why not check out the latest in our Adapt Smackdown series?Read more about how train recruiters source and convert quicker and develop healthy pipelines with our Recruitment Training.HIIT Me, Recruiters!And we’re about to launch Recruitment HIIT – 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. Arrange a call with me here.READ ABOUT OUR ADAPT TRAININGBOOK A CALL TO DISCUSS ADAPT TRAINING
Recruiters! What Do You Need to Do to be More Effective in 2020?
With 2020 looming and a few things likely to happen between now and 31st of December recruitment leaders, their recruiters and recruitment marketers have got some time to think about their 2020 strategy and how it needs to help them generate more of the 4Cs - candidates, clients, colleagues… and cash!Recruiters and Marketers! What is Your Strategy for 2020?The Annual Bullhorn Trends Survey has evolved into “The Grid” - a really useful resource pack specifically aimed at the recruitment industry.Bullhorn have done a fantastic job bringing together some key information about global (and local!) recruitment within the UK and beyond!It will help you gain perspective on your year in recruitment to date, and give you ideas on how you need to work next year to be more effective.Could it be that your recruiters need to be more effective and have some seriously good recruitment training?Do you need your recruitment tech to actually deliver cash, rather than be a drain on your profit?How can marketing evolve from “the colouring in department” into “recession-proof” function delivering leads into recruitment firm that’s drowning in data?Shout Out to Bullhorn and 2020We have a passion for helping recruiters (and their marketers) be more successful, so when we come across content which “nails it” we have to give it a shout out.This Bullhorn Trends Grid goes way beyond many of the usual white papers you’ll see in our recruitment sector. It’s massively engaging and rich in thoughts, ideas and research.Take a couple of minutes (coffee / wine) and scroll through, research / digest and plan your 2020 recruiting, sales and marketing strategy.Watch the Video to See Our TakeawaysIt’s so important for your business to train your recruiters to really monetise your Bullhorn CRM, this short video hack will help you achieve what we call “BullhornFirst.”READ ABOUT OUR BULLHORN TRAININGBOOK A CALL TO DISCUSS BULLHORN TRAININGOur recruitment community loves our Bullhorn, Inbound Sales, LinkedIn and Job Adverts and recruitment training hacks. Click the links to get more, and sign up to our Recruiter Hacks Newsletter to receive them as they are published.
What Recruitment Leaders Need to STOP Doing!