Riddle me this: How do you evaluate if a paid resource is viable when you have no hires to show for it?

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?

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.

FOT Background Check

Kelly Dingee
Kelly Dingee is a Senior Manager, Global Talent Acquisition for Marriott International. She has extensive sourcing experience having worked for Staffing Advisors (retained search), AIRS (training!) and Thales Communications, Inc., (cleared/telecom) and got her start in the profession while a full life cycle recruiter at Acterna (now known as Viavi). Lucky for Kelly, she had a boss who could see the potential of sourcing candidates from the web, and in 1998, she stepped into a newly created sourcing role. No truth to the rumor that she has a side business to help you push your resume to the top of Google search results…


  1. kd says:

    Let me be blunt – if you have the paid LinkedIn corp recruiter account and haven’t made a hire off it, check your pulse. You’re dead.


  2. josh says:

    My experience with technology, is that many people expect it to do the heavy lifting. Given the spectrum of recruiters in the industry, I am not surprised with the finding that some people haven’t made a single hire from linkedin ==> I have seen some of their follow up, it is non-existant.

    Good recruiters would be good recruiters without the aid of technology. Linkedin should just make them better

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