Not your everyday candidate search
LinkedIn Talent hub allows me to search for candidates with a specific skill set. By using the functions provided, I am able to search for …
Overview
What is LinkedIn Talent Hub?
LinkedIn Talent is a recruiting solution. It offers core ATS capabilities, as well as proactive recruitment outreach tailored to LinkedIn’s site. LinkedIn Talent also enables competitive insights and recruitment marketing.
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- Candidate Search (76)8.080%
- Job Search Site Posting (69)7.171%
- Company Website Posting (67)7.171%
- Notifications and Alerts (70)6.161%
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What is LinkedIn Talent Hub?
LinkedIn Talent is a recruiting solution. It offers core ATS capabilities, as well as proactive recruitment outreach tailored to LinkedIn’s site. LinkedIn Talent also enables competitive insights and recruitment marketing.
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What is LinkedIn Talent Hub?
LinkedIn Talent Hub is an ATS platform that combines LinkedIn Recruiter and Jobs. It includes ATS capabilities tailored to recruiting on the LinkedIn site. In addition to core recruiting features like candidate search and job posting, LinkedIn Talent offers collaboration support and integration with the rest of your HR management solutions. The product also enables proactive recruiting and recruitment insights, including visibility into the LinkedIn talent pool and reporting on recruiting ROI.
LinkedIn Talent Hub Technical Details
| Operating Systems | Unspecified |
|---|---|
| Mobile Application | No |
Frequently Asked Questions
LinkedIn Talent is a recruiting solution. It offers core ATS capabilities, as well as proactive recruitment outreach tailored to LinkedIn’s site. LinkedIn Talent also enables competitive insights and recruitment marketing.
Reviewers rate Publish to Social Media and Candidate Search and Applicant Tracking highest, with a score of 8.
The most common users of LinkedIn Talent Hub are from Mid-sized Companies (51-1,000 employees).
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LinkedIn Talent is a versatile platform that caters to a wide range of recruiting needs. Users, including the recruiting department, business and technical teams, and individual hiring managers, utilize LinkedIn Talent to find top talent in specific areas of expertise. The platform allows them to post open positions, source candidates, and send messages through the LinkedIn Inmail feature. With job postings on LinkedIn, they are able to attract both active and passive candidates who may not come across job postings on other platforms. The platform's easy-to-use search filters enable users to find candidates based on criteria such as current company, education, job tenure, and openness to new opportunities.
LinkedIn Talent is particularly useful for finding candidates for direct-hire roles and short-term contracts lasting 12-18 months. It helps identify active and passive candidates on LinkedIn, expanding the pool beyond traditional job boards. The response rate from candidates sourced through LinkedIn Talent is around 20%. The tool streamlines the hiring process by integrating well into existing operations and allowing users to fill excess time with sourcing activities. Additionally, it offers features such as profile reviews without the need for a resume.
The software is widely used by HR departments, talent teams, and CXOs to fulfill their hiring needs across all levels of positions. It helps with fast-paced hiring, improves connectivity with professionals seeking new opportunities, and provides a global reach for recruiting needs. LinkedIn Talent Hub is also utilized by non-profit organizations to gain visibility without relying on expensive marketing agencies. Despite some limitations in terms of customization options and basic ATS features, users appreciate the ease of reviewing qualifications and communicating with applicants when posting jobs on LinkedIn. Overall, LinkedIn Talent Hub has become an essential tool in the current labor market for sourcing top talent and filling hard-to-find positions.
Effective Search Functionality: Many users have found the search functionality of LinkedIn Talent to be highly effective, allowing them to quickly find qualified candidates. Numerous reviewers have praised the platform for its ability to accurately filter and identify the best talent for specific positions.
24-Hour Support: Users appreciate the 24-hour support provided by LinkedIn Talent, considering it advantageous for a tool like this. It has been mentioned by several reviewers that having access to round-the-clock support is incredibly helpful in addressing any issues or concerns promptly.
Customized Templates: The customized templates provided by LinkedIn Talent have been widely appreciated by users. These templates help recruiters reach out to candidates quickly via LinkedIn InMail, saving time and effort. Several reviewers have specifically mentioned how these templates have improved their efficiency in sourcing and engaging with potential hires.
Pricing: Users have consistently found the pricing of LinkedIn Talent to be expensive, especially for small businesses. Many reviewers have expressed that it is cost-prohibitive and not justified by the results they obtain.
User Interface: Some users have mentioned that the user interface of LinkedIn Talent can be confusing and not well-explained, making it difficult to navigate and understand the features. This has led to frustration among users who struggle with finding their way around the platform.
Job Postings Layout: The layout of job postings on LinkedIn Talent has received criticism from users. Some important information may not appear immediately to users, leading to a less-than-optimal experience when reviewing job listings.
Users have made several recommendations for utilizing LinkedIn to its full potential. First, they suggest thoroughly filling out your profile and using LinkedIn to build your network. By taking the time to fill out detailed profiles, users have found great career opportunities and learning experiences. They also emphasize the importance of building a strong network on the platform, connecting with professionals from various industries.
Secondly, users recommend LinkedIn as a great option for finding a good source pool of talent. They appreciate the large number of updated professional profiles available on the platform, making it easier to search for potential candidates who fit their requirements.
Lastly, users suggest using LinkedIn not only for job search but also as a platform to learn about new job requirements and publish their own requirements. They find value in connecting with people in the same technology field both inside and outside their organization, allowing them to broaden their knowledge and stay connected with industry trends.
While users generally find LinkedIn beneficial, some have mentioned that it may not be the best option for those on a tight budget. However, they encourage others to utilize LinkedIn as much as possible, stating that they will not regret it. Additionally, users recommend checking out the recommended matches section on LinkedIn as they believe it contains good people.
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April 23, 2021
Advertising to Hiring all in one location!
Talent Hub has helped us create one location for all things recruiting. We no longer have to log into an email and then separate places to post advertisements and follow up with candidates. One location for everything!!
- One place to manage your job search.
- Source, manage, and hire all in one location!!
- Easy to read reports that show how long a job has been posted.
- Easy way to reach out to the potential candidates within Talent Hub.
- Easy to store and copy information for new job posts.
April 23, 2021
Easy to use and super helpful
My organization uses LinkedIn Talent Hub to find contract employees. We do a lot of hiring and contracts usually only last 12-18 months, so we are constantly looking for new talent. The talent team looks for people with similar skill sets to the ones we need, or people who have experience within our industry, to fill various rolls throughout our many departments.
- Finding talent.
- Easy to use.
- Great filters.
- Slightly pricey.
- Web version would be nice.
April 22, 2021
One stop shop for talent acquisition
Our company was always hiring and the roles were so industry-specific that it was tough to be able to get the right people to apply. When we started using LinkedIn, we were able to use keywords for [the] skills and experience we were looking for to attract more people to the open position.
- Analytics
- Marketing
- Screening
- Pricing
- Dashbords
- Bulk uploads
April 21, 2021
Great product
It is a great product. These days almost all professionals have a LinkedIn account. It is very easy to access the talent here. You get information about almost everything from past experiences, current location, skillset, contact information. You can also send a connection request. Use Linkedin to send messages . Even applicants can access all information about the company and contact people working there to get an insight.
- Connect with Talent with ease
- Huge pool of candidates
- Get detailed information about candidates
- Some of the features are available only after purchase
- People come to know you visited their profile
- Can get tricky sometimes to get in touch with candidates
April 21, 2021
Making the Hiring Process Easier
We use this software to look for new candidates especially higher level positions and it has been very helpful during COVID times. It is currently being used across the whole organization. It is helpful in the sense of being accessible anywhere and at any time. It is also not tied to a specific geographical place and it's available worldwide.
- Very easy to access
- Easy search options and filters as needed
- Accessible to millions of people
- Finding qualified professionals
- Pricing is a bit high
- Minor bugs when trying to pull up profiles
- Sometimes it's a bit slow to load
April 21, 2021
Great software for findings great talents
We are an executive search firm and have about 30 recruiters that use it every single day. This is a very useful if not necessary tool for us and it is a great tool. It is very easy to use and to navigate. It is a platform used by anyone, anywhere in the world but having the license of the Talent Hub is just very nice.
- Accuracy.
- Up to date information.
- User friendly.
- It is a bit pricey so not all companies can afford it.
April 21, 2021
Link with LinkedIn Talent
It is being used by specific HR teams when trying to fill highly specific positions and also for college engagement. It addresses the issue that my company is trying to compete for the best talent on the market and we are not always seen as a tech company. Thus, we use LinkedIn Talent to try and market our brand out there where a lot of young IT talent lives.
- It does a very good job connecting us with people who are interested and actively looking for positions.
- Also helps us manage our queues very nicely so we can stay organized and efficient.
- LinkedIn also does a very good job with success stories and providing us what we needed to keep using their service.
- The price is a bit more than we would like to spend, but it is the tool where all the talent is at, so we have to.
- There could also be better + more training videos for new users.
- It would be nice to lower the amount of spam that is being put out by recruiting agencies as they clutter potential interests' mailboxes.
April 06, 2021
LinkedIn is a solid must have product in an a la cart fashion..pick what suits you best
It is used in Talent Acquisition primarily (nearly exclusively). Sometimes (rarely) hiring managers will use it. It is used to source/recruit talent. It is used for networking. It is used for employment branding. I/we view LinkedIn as the #1 source of sourcing/recruiting talent. I/we also view it as a strong employer branding resource as well.
- Source of talent - LinkedIn has become the #1 place to engage talent.
- Targeting / advertising / sponsoring employment ads are very effective. They are costly, but effective.
- Connecting with talent via InMails and ability to send InMails to a pretty targeted audience with ease is great. This allows you to reach out/connect fast with people that "fit" what you are looking for. Other sites for recruiting, etc. are hit and miss. The quality of results is the strongest on LinkedIn and has been for many, many years.
- The new "job sponsorship" takes a lot more effort. Results were fine with the old way of sponsoring jobs.
- The fact that you cannot add a credit card to the job advertising (job sponsoring) is frustrating. Because of this I have moved my job sponsoring to Indeed. It is difficult for many TA depts to be able to pay $15K up front for job ad sponsoring in a lump sum. If I could do it on a pay as you go it would help dramatically and I would bring my spend back.
- It seems to me "Account Rep" is always new... It did not used to be this way. In the past maybe 2 years huge amounts of turnover started and the service level has gone downhill, or I have to work with a rep who is not helpful and not knowledgeable.
- The tools they have built to try and "make it" ATS like or candidate CRM like are not good...I use it as a source of prospecting and use my own tools to manage. The candidate assessments are not effective. I have selected people to answer questions and LinkedIn says it will provide me the answers, but I never get them.
August 27, 2020
Not quite an ATS yet so don't waste your time with this
Score 3 out of 10
Vetted Review
Verified User
We're using Talent Hub across the entire organization as our ATS tool. Let's not confuse LinkedIn Talent Hub with LinkedIn Recruiter. LinkedIn Recruiter is amazing and well worth the cost of the license seats. I think we all agree LinkedIn has their networking, talent branding, and job advertisements locked in, and I recommend LinkedIn Recruiter for anyone who needs to source candidates. The LinkedIn Talent Hub on the other hand is trying to be an ATS, and in my opinion, is failing miserably. It lacks basic ATS features like customization of application questions, accurate disposition status, several reporting features are not supported and I'm not able to gather some info I would want if I needed to look at a req history in detail. It lacks so many basic ATS features and we have so many workarounds, it's too exhaustive to list. They have very limited options around posting jobs, un-posting jobs, and open vs closed vs on hold vs canceled. In fact, if a job is "opened" by their standards, it must be posted for 30 days. If it expires on its own, you're OK, otherwise, if you wanted to pull a posting down prior to 30 days, you need to CLOSE the job and will not be able to reopen it. The systems don't differentiate between a pipeline project or an "evergreen" and an actual approved, requisition; everything is called a "Project" and the reporting starts when that "project" was created, and not when the actual "Job / Req" was approved/posted /opened, etc. The automatic approvals in the system are very minimal as well and don't work for our organization. I could go on and on—overall, they are not even close to being a successful ATS with proper features. When they get there, it will be a goldmine because of the excellent networking features in Recruiter, but I plan on finding another ATS to use with our Recruiter seats. Talent Hub is a big time and money waste in my experience.
- Ability to network and search for passive candidates with an ability to save them to the job.
- Easy to share, tag, and review potential candidates and applicants with other team members.
- Reporting. Major lacking here. If a job is closed then reopened (which that feature was recently removed), all reporting is wiped clean and picked back up with the "reopen" date. So it doesn't give a full history of the job activity.
- Lacks adequate approvals in the system.
- If you're a company with a risk of audits, I would not recommend Talent Hub. They lack compliance: the system allows us to "hire" someone who never applied to the job. Req history could be incomplete with the way reporting functions are set up. The system puts passive "sourced" candidates and applicants in the same bucket for pipeline workflows. Disposition status is inadequate and greatly lacking, etc.
- Dashboard is not customizable.
- We do not have our own unique req IDs. The system generates project IDs but these numbers are shared with all their clients, they're not unique to Ora so they are somewhat random and not in order.
- They do not differentiate between a networking project and an approved requisition.
- There's more, too many to list.
February 11, 2020
Putting Quality First At LinkedIn
As our company grew and more opportunities opened up, LinkedIn Talent Hub was a resource we turned to in order to find quality candidates for various positions across different divisions and departments. While we intially used LinkedIn Talent Hub to find sales and account management candidates, we also turned to the program for IT and web development-related positions that were open.
- Singular platform that helps organize incoming leads.
- Easy for multiple decision-makers to access applicant information.
- Pricing can be slightly expensive.
We use LinkedIn Talent in one of the organizations that I volunteer for. It is used to find new candidates for open positions. It has an edge over other similar tools, as it's popular, and because most active candidates who are looking for jobs, will usually have LinkedIn profile and network.
- Easy.
- Popular.
- Explain features in a better way.
- Marketing.
October 16, 2019
LinkedIn Talent is all you need. Others truly don't compare.
LinkedIn Talent is used across the organization by both our recruiters and our account managers. We continued to run into candidates that were no longer looking, unqualified, resumes that were submitted years ago and not up to date, etc. LinkedIn allows our recruiters to find actively searching candidates who meet the necessary qualifications as well as passive candidates. Because so many people are using LinkedIn, the information is more up to date than other Job search websites such as Careerbuilder or Indeed. They're able to view contact information, along with resumes right up front as they view the high level overview provided in the person's LinkedIn profile. Our Account Managers use LinkedIn Talent to find the correct person to reach out to at an organization. Locate hiring managers, idenitfy who their key contact will be. They're also able to further research the candidates provided to them by recruiters quickly and easily.
- Ability to build pipeline and organize candidates in folders
- Find skill sets
- Up to date information
- Candidates who are most likely to respond feature
- Easy, quick searches
- Candidate rankings/statistics
- Saves time screening
- Allows you to advertise open roles
- Get a lot of spam messages
- The mobile version is AWFUL
- InMails and the rules around those could be better.
- It would be nice to have a customizable dashboard.
- The cost can be too much for small companies. It's an investment, but a good one, in my opinion.
October 15, 2019
Great program for finding candidates quickly!
LinkedIn Talent is used across our entire company on a daily basis, as it is our main method of sourcing for talent. It is a great way to find both active and passive job seekers and really allows a recruiter to hone in on candidates by location, experience, education, etc. It is a fast way to navigate a large pool of candidates.
- Quick results from both simple and complex Boolean searches.
- Easy to see mutual connections and networks with potential leads.
- Easy to set reminders and notes on candidate profiles.
- Ability to send connection requests from Linkedin Talent while sourcing (no need to open public profiles).
October 15, 2019
LinkedIn Talent for all your recruiting needs
LinkedIn Talent is being used by several recruiters across our company. It is used among other recruiting platforms, as well as inboard platforms. The problem it addresses is being able to easily and quickly reach more candidates that are qualified for various positions without a lot of manual work.
- Constantly up to date - It's up to the applicants to keep their resumes up to date, and since they're looking for jobs, they are almost always up to date.
- Photos/User profile - As opposed to a plain resume, using LinkedIn Talen allows recruiters to see profiles of their applicants, giving them some insight into the kind of applicant.
- Reference checks - If the applicant has any mutual connections with the recruiter or anyone else related, they're able to easily see it and use that as a reference.
- Time-consuming - LinkedIn Talent is very easy to get started with, but using it as a professional and becoming proficient with it can take some time.
- A large amount of applicants - LinkedIn Talent is basically the go-to name for recruiting. So much so that there are so many applicants that it can be overwhelming.
- Cost - Unless you're a large corporation, LinkedIn Talent may be too expensive for you or your company.
October 09, 2019
Excellent platform to hire excellent resources
LinkedIn Talent has played an important role in my organisation's recruiting success. It's an excellent platform to post the requirements/ job descriptions. You manage to get attract even passive candidates, can visit unlimited profiles, get enough InMails options. And best part is you get genuine and honest candidates. You get applications with complete contact details which is also very useful thing since on other platforms, you can't get complete contact details.
- Most importantly you get genuine talent pool via LinkedIn. Usually candidates don't put fake experiences over LinkedIn so you get only genuine candidates.
- You can find candidates for all the skill sets over LinkedIn so wide variety, diversity you can get.
- I really like the feature they have added "candidates who will most likely to respond". And yes those are active job seekers, they quickly respond to Inmails and it speeds up the hiring process.
- Response time is slow. People don't check InMails so actively.
- Lots of candidates are not active on social media so they don't have LinkedIn Account. That means you can't rely on LinkedIn completely.
- It can be little expensive for small companies.
October 05, 2019
Connecting businesses with the best talent
As an organization, we used LinkedIn Talent to search, find, and connect with potential employees for our clients. It helped us to quickly search for qualified candidates with certain criteria and experience. With their easy to use search filters, we could narrow down the best prospects to reach out to.
- LinkedIn Talent provides customized templates that can be used to quickly reach out to candidates via LinkedIn InMail.
- The pipeline feature allows recruiters and/or human resource directors to build, track, and manage candidates. It lets you organize candidates into folders and create lists with reminders.
- You can share your activities, projects, searches, candidate profiles, and applicant notes with other people throughout the company.
- A feature that automates emails via InMail to follow up with applicants or candidates who haven't responded would be a cool update. It's a way to continue nurturing qualified candidates and build relationships.
October 05, 2019
Makes Hiring As Easy As Snapping Your Fingers
LinkedIn Talent is used by my company to quickly list and review applications for potential job offers. It's nice because everyone has been conditioned to go to LinkedIn and applying using their profile information is incredibly easy so we get a lot of nice applicants because we've made it easy for users to apply for our positions.
- Job listing.
- Applicant communications.
- Resume reviews.
- More qualification questions to weed out people that aren't a match.
- A better version for mobile.
- The ability to save "maybe" applicants.
October 05, 2019
LinkedIn Talent Makes Finding the Right Recruit Easy
We use Linkedin talent to look for candidates when we can't find one using our website or Glassdoor. This platform is exclusively being used by our recruiting and email team. Usually, we have enough applicants for each position. But when we don't, we use Linkedin Talent for our recruiting efforts.
- LinkedIn Talent excels at being able to segment personas based on criteria you are looking for.
- It makes it easy to advertise to specific groups.
- Networking with potential candidates is very easy.
- We get a lot of spam messages from fake accounts.
- I wish you could customize the dashboard a little more.
- A lot of people haven't updated their LinkedIn profiles which can muddy the data when you are segmenting.
September 20, 2019
It's undeniable that talent lives on Linkedin
It's undeniable that talent lives on Linkedin in many industries today. We see quality candidates with great attached analytics/stats come in from LTS and appreciate the time it saves in filtering out candidates. My only issue with LinkedIn is I wish they wouldn't target MY employees but obviously that's not how it works! LTS saves us recruitment time and effort and makes it easier to target candidates with a skill set that matches our needs. Recruiting is a pain but this is one of the least painful tools to use.
- Finding strong candidates
- Candidate matching
- Candidate ranking/statistics
- Advertising open roles
- All-in-one dashboard
- Posting jobs to other sites
June 21, 2018
Pricey but Popular
Over the years, we have utilize LinkedIn Recruiter and Recruiter Lite subscriptions, as well as paid job postings. These have mainly been utilized by our recruitment coordinator and HR department.
We utilize these services in order to reach a broader audience when posting jobs. We use the free job board and the paid posting options. These work for us, but there are many other options you could purchase for getting your information out to your audience. Additionally, the Recruiter subscriptions allow for easy searches and additional knowledge about candidates and businesses.
We utilize these services in order to reach a broader audience when posting jobs. We use the free job board and the paid posting options. These work for us, but there are many other options you could purchase for getting your information out to your audience. Additionally, the Recruiter subscriptions allow for easy searches and additional knowledge about candidates and businesses.
- I don't know the statistics behind it, but LinkedIn has an extensive network - I would imagine one of, if not the, largest professional networks out there. Being able to tap into that network is incredibly helpful from a recruitment standpoint. Both utilizing the free job board and the paid postings allow us to reach a wide audience.
- There are multiple options to fit the needs of each organization. Some of the larger packages, such as job slots, didn't make sense for us, given the size of our organization and how much hiring we do. However, I liked that packages could be customized to meet our needs.
- The mobile app is great - optimized for my phone, easy to use, easy to read.
- I enjoy the transparency and connectivity that is used with LinkedIn. When posting jobs, we can link them to our recruiter, which allows candidates to get more information about our department and company. We want to establish our connection with a candidate from the start, and LinkedIn makes this easy.
- Additional products come out regularly, which allows you to change up your hiring practices/reach new candidates. These tools help source candidates easily.
- I appreciate the tips and tricks LinkedIn publishes through their blog, articles, etc. They conduct a lot of create interviews and publish quality content.
- Sales - in our experience, the sales people at LinkedIn have been intense. If you give the slightest indication that you want to discuss/buy/utilize a product of theirs, you will be hounded by a rep. We've told ours repeatedly that we are not interested in changing our package right now, yet still get daily emails asking to set up conversations. Additionally, we have asked our rep to only contact our recruitment coordinator (myself) with information, yet she continues to reach out to other members of the organization trying to set up times for sales calls. This is not an isolated incident - we've had other reps who have just been a bit too pushy.
- Pricing - LinkedIn is not cheap. Even a 'lite' Recruiter subscription will run you over $1,000 annually. I'm not sure where it falls on the scale compared to other platforms, but it's been our most expensive tool, by far. My advice to anyone would be to do your research on their products and have a strong idea of what you need for your team/organization. It may be necessary to spend a little more, or perhaps you can find an option to scale back and save money.
- Updates - Although I do appreciate the constant improvements and upgrades, these typically come on a rolling basis. We had a sales rep tell us about a great new tool that was coming out, but it didn't get to our subscription/type of organization for almost a year. I understand the need to push upgrades out on a rolling basis, but it can be frustrating as a user when you're hearing about other tools you don't have access to.
- Customer Service - LinkedIn has some of the worst customer service we've ever utilized. There is NO way to contact them to ask questions. You can email, but it'll take at least 24 hrs to get a response, even if it's a quick question. There is no phone number, except for to sales reps. I've called a sales rep trying to get in touch with someone who could help me, but they direct you back to their website and the FAQs. It just seems odd there is no way to contact them or they are actively making it difficult to do so. Another recruiting platform we use has a very helpful web chat - I can hop on, ask a quick question, and get a quick response. This has been incredibly helpful for me, and I wish LinkedIn did the same!
May 10, 2018
LinkedIn Talent Finds the Talent
Our organization has licenses for LinkedIn Talent accounts. Most recruiters are afforded the ability to use only the LinkedIn Recruiter function, or more to the point, the InMail feature, which allows us to source both active and passive candidates. Our organization does have some job postings, but they are very limited and most recruiters, myself included, do not have the luxury of taking advantage of them.
- Absolutely the best in sourcing high-level candidates that are both actively and passively searching for new job opportunities. The advanced search feature, and the ridiculous number of filters, really helps you identify the best talent that is perfectly suited to the positions you need to hire for.
- Metrics! I rely almost exclusively on InMail for my recruiting efforts for higher level positions, and LinkedIn provides a number of key metrics to ensure I am optimizing my InMail messages. Notably, you can track the positive response rate of different templates, which really helps you hone in on what type of message works best for beginning the conversation with potential candidates.
- Project organization. Typically, I work on 3 roles at a time. Often times while sourcing for my active reqs, I come across candidates that I think are really great, but just not a great fit for anything I am working on. Being able to save them to various projects based on skill set helps me to quickly find qualified candidates as soon as a new job order opens up.
- When running an advanced search, you can sort out individuals that have previously been contacted, tagged, or saved to a project. I wish they would add to this list the ability to sort out profiles that you have viewed within the last day, week, month, etc., to help me avoid accidentally looking at the same profile over and over again.
- I wish job postings were more affordable. This is a feature that I would like to be able to take advantage of, but my understanding both from current and previous use is that job postings on LinkedIn cost an arm and a leg.
- I would appreciate if I could either see if a profile has already been added to our resume database so I can check to see if another recruiter is actively working with them or if someone possibly has in the past. Although rare, I do sometimes run into candidates that are already working with another recruiter in a different position. It is unfortunately not feasible to check every profile against our database before sending an InMail if I hope to have an even mildly productive day.
May 02, 2018
Ubiquitous tool
One focus of our organization is recruiting/executive search. Given that our company is only in the early stages, one of our main focuses is to grow our candidate database by targeting professionals within the finance and technology industries. We have certainly tapped into our own networks but, as all search firms, we also realized that LinkedIn is an invaluable asset that we can leverage as it is now ubiquitous. Our entire recruiting department utilizes LinkedIn Talent as it just has far more capabilities than a regular account. Even people who are not directly involved in recruiting have found benefits to a premium account as well. Through the use of LinkedIn Talent, we have been able to increase our candidate pool tremendously and have also been able to reach out more easily to candidates, whether they may be active or passive.
- Streamlined workflow - LinkedIn Talent has tools and functionalities that help us to be more organized.
- Simple interface - New users are able to pick it up / adapt to the system quickly.
- Search functionality is usually effective.
- While InMails are a great tool, I'm not so sure that it's as beneficial or effective as they claim.
- The search functionality, while I think works great now, can definitely be improved. Sometimes I find that a lot of the candidates that are filtered still do not match the criteria.
- Not a fan of having to log in to a separate portal to access my Recruiter account. In addition, I find that opening LinkedIn Talent while I have some profiles open causes issues wherein my other tabs refresh to the Home page.
April 26, 2018
Leverage LinkedIn Talent to bolster your pipelines!
At Segment, we use LinkedIn Talent to organize our sourcing efforts and to try to find the best talent on the market for specific roles that we are trying to fill each quarter. This tool is mostly used by our recruiting team (both the business and the technical teams), but also individual hiring managers have been equipped with LinkedIn Talent as well for their own recruiting efforts.
- LinkedIn Talent / Recruiter provides a clean interface through which to organize and run searches.
- Boolean searches are easy to run and very intuitive on how to add or remove certain restrictive criteria to the search field.
- InMails are a proven way to reach out to candidates whose emails may be protected or otherwise difficult to find.
- Having to log in via a separate portal from the normal LinkedIn user dashboard isn't the best UI flow.
- For potential candidates who don't use LinkedIn or don't keep their profiles up to date, there isn't much value to trying to reach out and it's also difficult to discern how good of a fit they would be for a certain role.
- Sometimes InMail isn't as effective as email in terms of response rates/visibility by the candidates.
April 25, 2018
LinkedIn... a great tool for your toolbox
I use this product to evaluate the skill set and background of professionals that I source. I am able to verify educational background, licensing, types of projects and to some extent - willingness to consider other opportunities, before even picking up the phone. I am able to determine current and past employment to ensure that I am not calling on client employees.
This is being used by me ... the sole sourcer and addresses our need to qualify relevant candidates.
This is being used by me ... the sole sourcer and addresses our need to qualify relevant candidates.
- Career history and certifications.
- Able to build lists and call numerous people from the same company or same industry
- Ability to filter by people located in or willing to relocate to a particular location
- Filtering experience in the number of years at a company or in the industry
- Willingness to have a conversation/open to a call from a recruiter
- Ability to save relevant candidates to a project
- Searching - sometimes I get irrelevant people in a search
- Would like the 'like candidate' feature to be more accurate
- Sometimes includes incorrect geographical matches
April 16, 2018
The advantages of using LinkedIn Talent
I use LinkedIn Talent as part of my role to Recruit for the organization. LinkedIn Talent is a great tool to use for talent acquisition as it has project management tools, the ability to look at profiles undetected, InMails to approach candidates who may normally not accept them, job slots to advertise roles and the ability to sponsor employee profiles and jobs. LinkedIn is a well known networking platform which means this tool gives companies access to active up to date talent that could be passive or actively looking for new roles.
- Networking is essential for a talent acquisition pipeline which this tool is fantastic for.
- The project management tools allow you to manage a recruitment pipeline.
- The InMails allow you to approach people (this is usually a cost for regular users).
- It's quite expensive as a product to use and it increases almost annually.
- The reports are not always accurate.