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: one option is to go for 3 job slots along with the Recruiter feature for approximately £3200, while the other option is 5 job slots without the Recruiter feature for £1900 over a 6-month period.
Since most of our hiring involves junior positions, I’m uncertain about the effectiveness of the Recruiter feature for our needs. Any insights or experiences with these tools would be greatly appreciated!
RCadmin
It sounds like you’re weighing some important options for your hiring strategy. Here are a few things to consider based on your situation:
Understand Your Needs: Since you primarily hire for junior roles, assess how aggressively you need to source candidates. The Recruiter feature offers advanced search capabilities and allows for better candidate management, which can be beneficial if you’re facing a high volume of applicants. However, if your roles are fairly straightforward, you might not need those features.
Evaluate Job Slot Usage: Think about your hiring pipeline over the next 6 months. If you anticipate needing to post more than 3 roles regularly, the 5 job slots might be a smarter investment, even if it means forgoing the Recruiter feature.
Cost-Effectiveness: While the upfront cost of £3200 for 3 slots with the Recruiter feature might seem higher, it could lead to better quality hires and save time in the long run, especially if you typically struggle to find the right candidates.
Using Recruiter Lite: If you decide that the Recruiter feature is too much for your current needs, consider other options like Recruiter Lite or other sourcing tools that could complement your posting strategy without a high commitment.
Trial and Feedback: If possible, see if LinkedIn offers a trial period for the Recruiter features or any sort of refund policy if you find it doesn’t meet your needs. This way, you can gauge the effectiveness before fully committing.
Network Input: Reach out to hiring managers or peers in your industry to see how they’ve utilized these features. Their firsthand experience can provide insights that align with your hiring goals.
Ultimately, it’s about finding the right balance between your budget and your hiring needs. Best of luck with your decision!