I was chatting with an HR Manager last month and they shared with me their company had dropped their LinkedIn Corporate Recruiter accounts because they hadn’t had any hires from it.
Shut the front door! You had LinkedIn Corporate Recruiter and didn’t get one hire? Not even one??
That’s bad… really bad. Now LinkedIn isn’t a job board per se, but I’d need to see some numbers to see why you made that call. And truthfully, I’d use this process on any paid resource…what do I want to know?
- How many jobs did you post to your feed?
- How big is your individual network for sharing information?
- How many candidates did you source
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per job from the site?
- How many did you contact?
- How did you contact them?
- Who wasn’t interested?
- Who was interested and moved to a phone screen?
- Who moved from phone screen to interview?
- Who moved from interview to offer?
- Who got hired?
- Who turned you down at the offer?
- Are you surveying candidates at the end to find out what they thought of the process?
There is a completely human component to the sourcing process, often the numbers show you where that is. If you are dropping inmails left and right, and not getting any engagement, that’s a point to be noted. If you’re using multiple forms of contact and not getting any engagement, I’m thinking it’s your message. Between phone screen and offer, there’s some human interaction going on and a lot can happen beyond a sourcer’s control, so good to see those numbers as well.
But before you toss the source out the window, with no plan b in sight, check your numbers to see if it’s your process.