Currently, I am recruiting or trying to recruit without LinkedIn Recruiter. Management is having a hard time seeing the ROI from LinkedIn Recruiter because they have never used it. Most of my experience in recruiting has been using LinkedIn Recruiter as my go to source. Is there anything I can do to convince them otherwise? Or are there any other resources that can help me fill all of my open positions? We use JazzHR for our ATS and free job boards.

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A few years ago I worked at a company that was too cheap for LinkedIn recruiter (I was freelance). I paid $120 a month for recruiter lite https://www.linkedin.com/help/linkedin/answer/67781/recruiter-lite-overview?lang=en

You only get 30 inmails a month but I believe you get credited back if someone accepts. It’s better than nothing!

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This is what my small company uses and it is sufficient. And like Senior Recruiter 1 said, you get credited back an InMail every time an InMail is accepted.

Have them consider the cost of NOT hiring all those positions. Request approval to get a Recruiter trial- a LinkedIn solution to help you build a case for your ROI.

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I have a call with LinkedIn tomorrow to discuss a trial period!

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If you are able to use LinkedIn to at least find name and company of the leads could you use zoom info or rocket reach to get around LinkedIn perhaps?

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Ohhhh I like that! Never thought of that, thank you.

Did you use any 3rd party recruiting firms last year? If so, tally the fees that you paid to justify the cost saving measures.

I started last July. I have asked for the info but now one was keeping record of it (there was not HR or recruiting, our CEO/COO was recruiting). I do know that they did use staffing firms for 2 hires, but that’s all I know.

I’m also finding the traffic on our jobs has decreased enormously. Idk If that’s because of the market or because we aren’t getting the exposure on our jobs. However when I started last summer a project manager job was getting over 2,000 views and hundreds of applicants. Now I’m only getting 400 views and 10-20 applicants.

Another reason why management is nervous to spend money on LinkedIn recruiter because they think it’s the market in general and adding additional dollars won’t change the fact we aren’t getting a lot of applicants.

That is normal. When you first post a job, it's at the top of the list and candidates are more engaged. As time goes on and the job is up longer and longer, it's not at the top of the list and candidates are less interested because they've seen it before. If you think about it, if those hundred of applicants didn't get the job, how many more of your candidates are left to apply?

You have to refresh and nurture the job post, join a board like BuiltIn who can continue to publish content about your company to keep candidates engaged and attract new candidates, or, publish your own content that will lead people to your job post.

Also, personally, when a candidate sees a job has been up for months and months and hasn't been filled, they continue to get more skeptical to apply. This is a challenge we have for evergreen roles.

You can always navigate using the free version of LinkedIn for a period of time and then, using that for your business case. Thus, providing the value LinkedIn brings and showing them, that the paid version offers more benefits than the free profile.

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Hey everyone!

Our matchmaking platform grew faster than anticipated and we have more great candidates than what we can place 😬

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Please DM me or comment so I can DM you if you:

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