LinkedIn Talent: Emerging as a Top Recruiting Tool
February 05, 2018
LinkedIn Talent: Emerging as a Top Recruiting Tool
Score 8 out of 10
Vetted Review
Verified User
Overall Satisfaction with LinkedIn Talent
Currently we have two licenses to use LinkedIn Talent, which means that only two of our recruiters can use this service at one time. We share those licenses among the recruiters in our office so we all have time to use this service. As recruiters, we use this service to find both active and passive job seekers for various open positions we try to fill within the pharmaceutical industry.
- It finds people that have either worked or live in the search area you define. This helps you narrow down your talent pool and prevents you from wasting time by looking at talent that is outside of your search area.
- The service does a nice job of showing you candidates that have the experience that you are looking for. We use LinkedIn Talent for all levels of jobs: from entry level to director level. As long as we provide some of the key words that we're looking to see in a resume, we always get a least a few relevant/qualified candidates.
- On its own, LinkedIn is a fantastic networking tool and LinkedIn Talent acts as an extension/enhancement of that tool.
- For starters, the service is very expensive. My employer pays for two licenses in our office, so I don't have the actual numbers to decide how cost-effective the tool is. However, I do know that this service is very costly compared to other recruiting tools.
- When using other recruiting tools, candidates usually post there resume and it is assumed they are at least passively looking or would consider a new job. With LinkedIn, people are more interested in networking and not necessarily job-searching. We come across a higher number of people who aren't interested in a new job while using the LinkedIn Talent tool.
- I work for a small pharmaceutical staffing company. We use a variety of tools, including the LinkedIn Talent tool. We have had a great deal of success with finding and placing candidates into roles using this service. My employer is currently exploring the idea of investing in licenses with the whole office, so obviously the employer feels that the ROI is at least satisfactory. I can only speak to the fact that to date, we have had success in using this feature.
- We have had some negative feedback from individuals who are not looking to switch jobs, but again that comes with the recruiting business.
- Another positive is that LinkedIn has a mobile application. This lets recruiters interact with candidates quickly while on the go, out of the office, etc. Since time is of the essence when it comes to locating qualified talent, this has greatly aided my company's efforts to establish relations with job seekers and increase our overall talent network.
- JobDiva and CareerBuilder
We currently use all of the above-mentioned products for our recruiting needs. We have success and failures using each product. Personally, I think where LinkedIn and LinkedIn Talent really excels is the casual nature of getting in touch with people. You can send a potential candidate a quick, non-threatening message and strike up a conversation. This helps to develop a rapport with that individual, and that connection can open up a whole new network of talent to a recruiting company. The ease and quickness of the messaging service is unmatched or unavailable with the other products, and I think that social media aspect of LinkedIn really cements this product as a top-tier option for recruiting. We also use JobDiva as our primary emailing and applicant tracking system, and it has proven very effective for us. We are able to keep notes on all of our candidates, and are able to reach a large number of potential candidates via emails. If LInkedIn were to further develop and enhance these features with their tools, I think that my office would eventually switch over to LinkedIn Talent as our primary recruiting tool.