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They’ve restricted your searches and freed up access to 3rd level contacts – everyone’s scared and delighted!
Last year I blogged about recruiters not expecting a return on investment from LinkedIn.
I predicted (and so did my cat!) that the era for the free use of social media is coming to an end. I suggested that recruitment leaders needed to get a handle on the value of, for example, LinkedIn to their workforce, their business process, and ultimately their bottom line. Some people did this, most recruiters did not… what a situation!
Recruiter catastrophe!
Last week, LinkedIn made what some recruiters see as a drastic change to their free system. Or rather they made several interesting changes:
They started to “ration” the amount of searches that users of their free system can do and some of my clients found themselves not being able to search 3 days into the month
LinkedIn opened up your 3rd level connections
Both changes were “announced” via an update to the help desk content. The screen that some of my clients were lucky enough to get within a nano-second of coming back from Xmas suggest that they upgrade.
We’re doomed!
Recruiters were going a little mad, holes were opening up to the Earth’s crust, long dead giant predators were marauding the community and aliens were landing…. Or rather a very small, but incredibly active, section of the LinkedIn community were going totally nuts. Some of them mailed me their screen shots in a panic.
I dug about a bit, contacted LinkedIn and was sent this link describing the change note the fact that you will have no idea what your limit is until you get to 30% left and then the Doomsday clock starts to get really loud!
Note too, though, that you can now see 3rd level connections. This is awesome – but was met with derision by some of my contacts who already who invest in licences to see this data, or who are clever monkeys and can “get around” the system.
How very dare you ask me to pay for LinkedIn?
I blogged about this concept last year – that I feel that if you are to get value from LinkedIn you will eventually (perhaps today?) pay for access to it. Why is such a problem I wonder? I don’t go into Tesco grab an apple, eat it and walk out. So, do I think that recruiters need to pay for Linkedin? Absolutely – if they make money from it – and here lies the rub.
Are recruiters actually making money from LinkedIn?
I think it’s safe to state that most recruiters would have a hissing fit if LinkedIn was no longer an option for them.
But do they really have a handle on what fees they generate, candidates they source, clients they keep warm, brands they improve, vacancy opportunities they source, from LinkedIn? What the average recruiter can get from LinkedIn is huge! This is reflected in their responses to when it goes down (rarely) and when it updates (often).
When it comes to proof of return, though, I don’t see enough recruiters with stats and smiles.
I am a massive advocate of respecting LinkedIn. This is not born out of some weird altar I have in my house or any relationships I have with the business. Rather I respect tech which makes things possible and quick, even whilst sat on the toilet! (I’ve done a poll and lots of you recruiters do business on the loo!)
Get a grip on ROI, recruiters!
Why is it that so many recruitment leaders seem to be ok with the fact that their staff spend so long using kit, software, systems, without being able to prove ROI? I assume they are ok with it as they often don’t have a handle on it.
A recruiter’s day starts when they wake up and check their phones. I bet that LinkedIn gets a good seeing to before the teeth are brushed. Who’s investing any real time fixing the “how much is LinkedIn worth to my business” conundrum? How do you feel about having your searches rationed? Where do you think that the fee-paying model will stop with LinkedIn? Surely now is the time to add a value to LinkedIn so you can ascertain when it is ok for it to cost?
(See part three of this LinkedIn series here)
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Wayne Barclay
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Automation for Recruitment Managers: WIIFM?
Automation can be about data health, email marketing, candidate and client care, and "de-administration" of recruitment. But often, the focus is on individual processes, or people (candidates, clients, colleagues), and not on the recruitment business itself.Hence, I want to explore things from a recruitment leaders "selfish" perspective - the "WIIFM" - what's in it for me?Or rather, what's in it for managers?Automation ROIAs part of the over 400 automation projects we've delivered, where we train, coach, and do hands-on automation building, we're often asked about ROI - return on investment. There's focus on leads, sales, re-generating candidates, increasing website visits, reduced costs elsewhere (eg. LinkedIn / Job boards). We're also asked about how automation can "do more" and give our clients the edge over their competition and help them get ready for AI, and how it can help them run their businesses.3 Ways Automation Can Help Recruitment Leaders1. Create Focus on Revenue-Generative TasksWith so much data, and countless systems and processes, you'll often need to rely on the organisational capabilities, will, and skill, of your recruiters and resourcers. On a crazy-busy day, or a tough market, and with perhaps inexperienced recruiters, that may be too much to ask.Hence leaders - use automation to focus your recruiters and resourcers on the things that matter. For example:Who to call and when.Proactively managing accounts before they become "at risk".Lead conversion.Driving the job management process and not leaving it to the candidate and client to "mess it up".Generating referrals from newly placed candidates, and newly invoiced clients.2. Tracking / Managing / Escalating Poor Performance / ActivitySometimes, recruiters can focus on the wrong activities, drown in "admin", or waste time on external systems, and recruitment process becomes too busy to be effective. Or perhaps they just lack experience to proactively manage their pipelines.Also, with WFH and hybrid, activity can be difficult to see / measure.Hence, leaders ask us to help build automations to track activity, drive performance. For example:Ensuring jobs are being proactively managed and notify management of the ones that are being forgotten.Tracking who is engaging with your brand, visiting your website and opening your emails.Understanding loyalty of your candidates and sales contacts.Removing irrelevant data that you no longer work with, which can slow your recruiters sourcing process.3. Navigating / Mitigating LeaversRecruiters leaving can often be distracting, time consuming, and risky - and it can often be a sucker punch!Hence leaders can use automation to "shift" data, clients, candidates, relationships, and pipeline to other recruiters. Data and pipelines are managed and current relationships are secured. For example:Reassigning placements to another recruiter or desk to continue nurturing.Identifying and re-assigning high value, active and engaged sales contacts to a new or existing team member.Closing old and inactive jobs to ensure you have an accurate view of your current pipeline.Automation - What's in it for Managers?For those of you with automation - how are you using it to drive your business?For those of you without automation, take a moment to consider how the 3 use cases above could help you navigate the next 30/60/90 days and beyond, and help you strengthen your data, people, pipelines, and business.Automation BuddyWe are Bullhorn and Automation experts set on helping ambitious recruitment businesses who want to increase speed and sales.READ ABOUT OUR BULLHORN VISION SERVICEREAD ABOUT OUR AUTOMATION BUDDY SERVICE
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Rose Megson
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Bullhorn Tip - Quick Icons for Speedy Screening, Interviews, and Sales Calls
Try this iconic 1-minute Bullhorn tip to help you prep like a star for screening calls, interviews, and sales calls. We know that being on the phone is a key part of a recruiter and resourcer's job. Being prepped for your screening, interviews, and sales calls is key!Quick Icons for Speedy and Efficient RecruitmentBullhorn's quick icons have always been there, but when we train recruiters to use Bullhorn, we often find that not all of you use them.These icons are super handy to help you prep. The Google, Linkedin and Map buttons can help you make light work of your research.Use these icons to help you speedily find out crucial intel on your candidates (and of course clients too!)Something to really be aware of is that your candidates and clients will be researching you, and each other - so get there first! Use these icons on you - what results do you get? Then use them on your candidates, prospects and clients.Watch this 1-minute Bullhorn tip - then log in to Bullhorn and try it.Watch Our 1-Minute Bullhorn Tip to Help you Screen, Interview and SellNeed more LinkedIn / Bullhorn / Automation / Recruitment Tips?Try our 1-minute tips.Be sure to sign up for (or watch the recordings of) our regular free Bullhorn and Automation webinars.CHECK OUT OUR WEBINARSBullhorn ROI + Trained Happy Recruiters = More SalesWe pride ourselves on helping recruitment leaders achieve Bullhorn ROI. We create a Bullhorn1st vision, reduce the need for other tech, optimise Bullhorn, automate their sales-prevention processes and data, and train recruiters to trust it and use it.ARRANGE A FREE CONSULTATION NOW
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