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Recruiters spend a fortune on LinkedIn - either in time or cash! Both is great if they can demonstrate ROI from LinkedIn. But the recruitment industry is not known for focusing on ROI from recruitment systems - being focused on the placement means that often recruitment leaders are left frowning at end of year at the costs associated with running a recruitment business. This blog highlights some ways to measure the ROI from LinkedIn.
We’ve been talking a lot lately about what recruitment leaders should stop doing; how they can STOP messing up their critical job adverts and START getting real, decent applicants, as well as how marketers need to STOP delivering tactics instead of strategy.
A theme which links all of this together is my new acronym:
FORMO – Fear of Recruiters Missing Out
We have become a generation of tech / app / extension / data proliferation and the process is screwed up. This has never been more so than with LinkedIn Recruiter (RPS Licence). I’ve written before about how recruiters do not expect ROI (return on investment) from LinkedIn. I often see this when I work with recruiters to help them confidently purchase / renew the licence.
Yes, they have the LinkedIn Recruiter training to get the ball rolling. Yes, they run the reports on usage… but they often don’t analyse data what I feel is critical to seeing ROI. They also don’t check in with recruiters and how they plan to implement their LinkedIn Recruiter Licence.
When I work with recruiters, I’m not into ‘wham, bam, thank you ma’am’ training. I’m into ROI. It’s sustainable and as cheap as chips!
70 20 10 – Recruiters Only Retaining 10%?
Imagine if you studied your client and talent (and staff) retention figures and realised that you were at 10%? You’d faint, scream, hide… But as humans, there is the theory that we retain 10% of the training we receive and the rest is a split between watching others and on the job challenges. I’ve been in training in some form or another for 20 years and I totally agree with 70 20 10 training this theory.
Aiming to Get (at Least) 100% ROI from LinkedIn Recruiter
Why is it that we often only “do the math” at the end of the day? We often use finance figures from previous activity. We look back at last month and what do we do differently this month? We possibly don’t have enough predictive analysis to help us predict success (or failure).
I often get told by recruiters that they need help understanding how to measure ROI from a LinkedIn Recruiter Licence and waiting on placement data is too long a wait (AND this assumes either success or failure, rather than a journey which needs constant management and focus).
Here are some data points I feel are critical to helping you understand the ROI of LinkedIn Recruiter:
LinkedIn Recruitment Company Page Metrics:
LinkedIn Company post Impressions
LinkedIn Company page followers
LinkedIn.com Recruiter Profile Metrics:
Followers not connections
Number of Connections
Weekly profile views
LinkedIn Recruiter (RPS Licence) Metrics
LinkedIn Recruiter Usage and Success:
InMail Acceptance Rates – I would clarify that this needs measuring against sends/ declines too
Activity – LogIns/Searches/Profiles Viewed/In-mails sent – plus projects and alerts setup
Recruitment Website Metrics:
Hits to Website from LinkedIn and which pages were the most popular
Flow to website and applications – I would add referral rates in Google Analytics
Recruitment CRM Metrics:
Placements – Value by month – have a think about LTV too (life time value)
Opportunities – In CRM with LinkedIn as source
Leads – In CRM with LinkedIn as source
Candidates / Contacts – source = LinkedIn
You don’t need me to tell you that buying a system, especially LinkedIn Recruiter, is not the goal – using it “well” and happily paying the invoice is the goal. Saying “of course we’ll renew” to LinkedIn is a great statement to make, as opposed to FORMO.
Your FD telling you that you’ve spent a fortune on tech just to stay the same, is not what you want to hear at year end.
Telling your clients that you have every bit of tech going and still you’re having issues finding talent is not a sales pitch, an excuse or even a USP.
Stop waiting for placements to happen / not happen before you measure ROI. Habits will have been formed and the system perhaps devalued by then.
Start to measure the effectiveness of your LinkedIn Recruiter licence and take action (Recruitment Training) on how effectively and successfully it is being used.
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Wayne Barclay
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3 Ways to Automate Away the Counter Offer and Drop Out
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This content drip focuses on education, addressing the emotional allure of a counter offer with cold, hard facts.How to Automate: Set up an email automation sequence that triggers immediately after a candidate successfully completes a key interview stage (e.g., after the screening or first stage interview, or when a final offer is imminent).The Content: The sequence should deliver the statistics we discussed (e.g., 9 out of 10 people leave anyway, the cost to the employer, etc.) and explore the non-monetary reasons for leaving. Use short, sharp emails with a professional, advisory tone.Goal: To normalise the counter offer as a business tactic and pre-frame it as a short-term distraction from their long-term career goals. This makes the eventual counter offer less of a surprise or a compelling "olive branch."2️⃣ 📝 Automated Counter Offer Acknowledgment FormThis tool formalises the discussion you have with the candidate, ensuring they have verbally and electronically confirmed their awareness of the risks.How to Automate: Integrate a simple form into your candidate management system or send it via an automated link after the final offer is extended.The Requirement: The form should ask the candidate to confirm that they have:Discussed the likelihood of a counter offer with their recruiter.Reviewed the long-term career statistics associated with accepting a counter offer.Understood that the underlying reasons for their resignation (e.g., culture, progression) are unlikely to be resolved by a temporary pay bump.Goal: The act of filling out this form forces one last moment of reflection, significantly reducing the chances of an impulsive, emotional decision, and provides a documented record of the candidate's commitment.3️⃣ 📅 Automated "Resignation Prep" ResourceThe most dangerous time is the moment of resignation, often delivered in a high-pressure, emotional meeting. Automation can deliver a just-in-time resource to guide the candidate through this moment.How to Automate: Set up a final email to be delivered the day before the candidate plans to hand in their notice.The Content: This resource is a concise, step-by-step guide on how to resign professionally. Crucially, it includes:Scripted Responses: Suggested brief, professional phrases to use when a counter offer is made (e.g., "I appreciate the offer, but my decision is final and based on long-term career factors, not just compensation.").Focus Points: A checklist of their original motivations for leaving (e.g., "Remember why you started this search: lack of flexible working, no clear path to management.").Goal: To help the candidate manage the conversation gracefully, stick to their pre-agreed decision, and resist emotional manipulation in the moment.🔐The Automation Advantage: Protecting Your Fee and Their FutureThe counter offer is a recruitment industry reality, but a drop-out is not an inevitability.By combining pre-emptive, data-driven candidate coaching with a strategic approach to automation, you move beyond simply hoping a candidate will decline a counter offer.Instead, you build a robust, repeatable recruitment process that manages risk, documents commitment, and ensures your candidate resigns fully prepared and focused on their long-term career move.💡Embracing automation isn't about replacing the human element; it's about making the human element.Your invaluable advice and counsel is more impactful. It guarantees the right advice is delivered at the right time, securing your placement and protecting your candidate from a decision they would almost certainly regret down the line.Be sure to not run your recruitment process on good intentions - back it up with the tech you need to boost your process and pipeline!Automation Buddy / Bullhorn RoIWe are Automation Buddies set on helping ambitious recruitment businesses who want to increase speed and sales.We coach to inspire, and build your automations so you can recruit and sell!Plus, through our Bullhorn Vision service we help generate serious ROI from your Bullhorn, data, and people.READ MORE ABOUT OUR BULLHORN VISION SERVICEREAD ABOUT OUR AUTOMATION BUDDY SERVICEBOOK YOUR FREE CONSULTATION
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Rose Megson
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Bullhorn Tip - Place More Jobs
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