Seeking Advice on LinkedIn Talent Solutions
I’ve been in discussions with LinkedIn regarding transitioning to their Job Slots and Recruiter features instead of paying for individual job postings.
I have two options to consider:
1. 3 job slots with the Recruiter feature for approximately £3,200
2. 5 job slots without the Recruiter feature for £1,900 over a 6-month period.
Since most of our hiring focuses on junior positions, I’m unsure how beneficial the Recruiter feature would be for us. If anyone has experience with these features or any recommendations, I would greatly appreciate your insights!
RCadmin
It’s great that you’re considering your options with LinkedIn Talent Solutions! Both the Job Slots and Recruiter features can offer different advantages depending on your hiring needs.
Given that your focus is primarily on junior roles, here are a few points to consider:
Job Slots vs. Recruiter: If you often have multiple positions open at the same time, the Job Slots option could be beneficial. Having 5 job slots for £1900 means you can post more roles concurrently without having to pay for individual listings each time, which can be cost-effective.
Recruiter Feature: The Recruiter feature is powerful for sourcing candidates, providing advanced search tools, and accessing LinkedIn’s extensive talent pool. If you’re primarily filling junior positions and your sourcing needs are straightforward, it may not be worth the extra cost right now. However, if you anticipate needing to fill more specialized roles in the future or want to build a stronger candidate pipeline, it may be worth the investment.
Trial Period: If possible, consider negotiating a short trial with the Recruiter feature to gauge its effectiveness before committing to a full price. This way, you can see how well it aligns with your hiring needs.
Evaluate Your Hiring Process: Think about how your hiring process works. Do you typically rely on active job seekers (which Job Slots would attract) or passive candidates? If the latter is true, the Recruiter feature might allow you to tap into candidates who are not actively applying.
Engagement and Response Rates: Assess how often you receive applications through job postings versus how much of your hiring requires proactive outreach. This could help inform your decision.
Ultimately, it might be worth starting with the Job Slots and revisiting the Recruiter feature later if you find that you need more advanced recruiting capabilities. Connecting with others in your network who have experience with both offerings could also provide valuable insights. Good luck with your decision!