Tag Archives: job boards

Is Posting Jobs On LinkedIn Worth It?

This is a very common question that we get and something that we wanted to write a blog about because there’s not an easy answer to this question. We’re going to focus more on LinkedIn because LinkedIn is certainly unique from other job boards.

LinkedIn has, over the past decade, become a predominant figure in the recruiting and job seeking world. Therefore, there certainly are a high level of candidates and jobs available on LinkedIn. LinkedIn has made a lot of money out of monetizing their social network to connect job seekers and employers. LinkedIn is similar to other job boards in the sense that companies can pay a fee to post their jobs on LinkedIn, and then potential job seekers can easily submit an application for the job. What makes LinkedIn unique is that it is also built around a social network. Therefore, it has a centralized network of millions of people. LinkedIn’s network of candidates and job seekers in one place certainly is superior to the other job boards out there.

DETERMINE THE TYPE OF JOBS YOU’RE POSTING

So, is posting jobs on LinkedIn worth it? There is no simple answer to this question. As my question in response is always going to be: What kind of jobs are we talking about? Some jobs are more effective to post on LinkedIn than others. It really widely varies. It also depends on the geography of your company and other factors, including your company’s social presence, employer brand, industry, and type of business.

In general, LinkedIn can be a valuable tool to both promote your employer brand, your company, and post jobs. The question of, is it worth it or not, is not a simple one. It is going to need to be measured on a case to case basis. Posting jobs on LinkedIn needs to be treated like any other marketing channel where ROI, or return on investment, needs to be tracked over time in order to really decide if it’s worth it?

QUALITY OR QUANTITY?

There is a certain amount of money you will spend posting jobs. You’ll have to come up with a decision yourself if LinkedIn provides the adequate amount of candidates for you to justify using the service. One thing many of our clients complain about when it comes to posting jobs on LinkedIn is the same complaint we hear when it comes to posting on other job boards. That is that LinkedIn will attract a high volume of applicants and resumes, but the vast majority of them, 98% or higher, will be poor quality.

It’s very likely you will end up having someone on your team spend a lot of time looking at resumes that are not a good fit for your job. This can end up being a time sucker as well, and this needs to be factored into your return on investment. The quality of resumes that LinkedIn brings in will have a lot to do with your industry, and/or the type of job you’re looking for. Technical roles tend to not be the best roles to post on LinkedIn, although, they can be successful in certain markets.

TYPES OF ROLES

Marketing and Sales jobs tend to attract more people on LinkedIn, but depending how specific or niche your needs are, it may be challenging to hone in on the right people. One critical thing to remember at the end of the day is that with LinkedIn, just like other job boards, you’re only going to be attracting active talent. You will only be attracting people who are out there looking for a job. This is mostly going to be people that are currently unemployed, are freelancers, are in between jobs for some other reason, and a very small portion of them will be people with jobs who are looking to make a move.

ACTIVE VS. PASSIVE JOB MARKET

The point is that at the end of the day, just about 99% of the people who apply are active job seekers. They have to be active, given they are applying for your job. The active job market is just the tip of the iceberg and tends to not be where the best talent is. That isn’t to say that there isn’t good talent in the active talent pool because there is, but they are more rare than the less than average talent in the active pool. Where the real good talent lies is in the passive talent pool. LinkedIn is not able to tap into that passive talent pool. So far, no technology has been able to take the place of what a human being recruiter can do when it comes to networking and leveraging relationships to tap into the passive talent market.

The passive talent market is where you find the best talent, especially when you can get targeted to go after your competition, or certain people, or certain industry leaders. If you are a high growth company and you are serious about hiring the best talent in the market, you must have a proactive head hunting and recruiting strategy to tap into the passive talent market.

FINDING PASSIVE TALENT

With that said, LinkedIn and other job boards will always be supplemental. Are they good as supplements? Yes, they are good as supplements. But they should never be relied on to find the best talent in the market. Again, if you are interested in hiring the best talent in the market, you must find a way to tap into the passive talent pool. You have to either hire a recruiter on your team to do that head hunting, or you need to apply your outside vendors to do that work on your behalf.

Head hunting into the passive talent market takes massive volume and an attention to detail. You need to make sure you have someone on your side doing this. This is the only way to do this.

CONCLUSION

Is posting jobs on LinkedIn worth it? By itself? Never. Job boards and LinkedIn will never be worth it on their own. They are worth it as supplements to their outbound proactive recruiting strategy that’s going to tap into the passive talent market.

We hope this blog was useful. Good luck!

Here are a few more tips from LinkedIn on posting: https://bit.ly/2z61ezr

Looking to Hire Superstar Talent? We would love to work with you! Contact us for an exploratory call!

How Long Is The Hiring Process?

 

This is an important and very commonly asked question, although it doesn’t have as simple of an answer as you might think.

A simple Google search and you will find all sorts of answers ranging from 20 days up to 45 days.

The problem is many of these statistics are including different types of industries and professionals.

For this reason you won’t get a real clear picture for what you’re looking for.

The average time to hire a person varies greatly depending on many factors.

This includes the type of job, the industry, the candidate, special skills needed and other variables.

All of these things that can significantly increase or decrease the time it takes to hire the right person.

The hiring process is made up of several pieces including sourcing, the actual interview itself, final stages, due diligence and references.

Depending on how your company has things scheduled or how your team has things structured, this also very greatly affects the interview process.

The question I hear quite often is not just how long is the hiring process, but really how fast can I hire someone.

We all want to be able to hire good talent as fast as humanly possible.

FOCUS ON HIGH QUALITY TALENT

I recommend that hiring the right talent be your key focus rather than speed.

You don’t want your interview process to be too long or too short.

Too short and you may risk hiring the wrong person because you didn’t do your due diligence.

Too long and you risk losing good candidates in the process.

In 2017 the average length of hiring processes in the US, according to glassdoor was 23.8 days, which was slightly higher than 2014.

Again this can differ from company to company and throughout industry.

As recruiters here at Aldebaran Recruiting our average is between 30 to 45 days.

This is above the glassdoor average but there also is a different level of care that goes into the work that we do.

Working with a recruiter will likely take a little bit longer if the recruiter is doing their due diligence to find the right person.

The work the recruiter is doing in someway supplements and adds on to the work that you were already doing.

VARYING TIMELINES FOR FILLING A ROLE

If we look at the time it takes to hire within different industries in the US things vary greatly.

The very fastest we have seen is in construction which takes an average of 12.7 days to hire.

On the other end of the spectrum, health services roles take an average of 49 days to hire.

That is a large delta, basically 13 to 50 days.

If we look at professional business services roles, such as a lot of the white-collar jobs of the US, those are right in the middle around 26 days.

As a good rule of thumb I would say 30 days is a good average for the amount of time it should take for you to fill a position.

You can count a little bit longer if your role requires some sort of specific skills and talents.

EXAMINE YOUR HIRING PROCESS

It’s important that you actually examine the time it takes in different aspects of your hiring process.

You want to look at how time is being spent bringing candidates in for first, second, third, etc. round interviews.

This is a place where you can often find time to cut in your hiring process and speed things up.

As written in other blogs, I’m a big proponent of having your hiring and interview process be streamlined and efficient.

This is often the place where clients and companies make the biggest mistake.

They make candidates stay with your interview process and it becomes cumbersome.

RECRUITING AND SOURCING

You may have that part dialed in and the front of the funnel may be suffering.

Here is the actual sourcing and recruiting side of the process or we also call that acquisition.

This is the part where you’re actually attracting qualified candidates for your position.

This is the place where most of our clients have troubles and why they hire a headhunter like us.

They get complaints that they’re not having qualified submissions come through on their website.

They complain that their job is posted on all of the job boards but that the people that are applying for the job boards are low-quality.

This is becoming extremely common in the market.

It’s becoming less and less likely that the right talent for your company would find you on their own.

You’ve got to find ways to be proactive to get your company and your name out to the right people.

And then you want to be able to move them through a streamlined interview process.

This is the number one place where you’re going to speed up your hiring process.

The more niche or specialized, and the more competitive your industry, your company or your market, the longer your hiring process will likely be.

This is going to make the biggest difference in terms of you being able to hire people quickly.

HAVING A STREAMLINED AND EFFICIENT PROCESS

What’s more important is ensuring you have a streamlined and efficient process to find you the best talent that you can hire in the fastest way possible.

Shooting for a 30 to 45 day window is a good goal, but don’t beat yourself up if you end up going a little bit longer.

Especially if you have some type of specialized talent that you’re looking for.

Or conversely if you have something extremely simple, you should be holding yourself to have it be faster.

The key here is to pay attention to your interview and sourcing process. 

These are the places where you have the most control over being able to streamline your process into something that is really workable.

At the end of the day, if your interview process is taking too long or it’s taking too long for you to hire talent this most likely where the issue is.

The front of the funnel is the trickiest part when it comes to recruiting.

Being able to find the right talent and getting them right at the start moving through your interview process.

THE NUMBERS GAME

Here at Aldebaran we talk to between 100 to 200 people in order to show our clients one single good resume for a position.

100 to 200 is a lot of people to be reaching out to and communicating with in order to produce one solid resume.

And we are extremely streamlined and laser focused on what we do.

Anybody using less extremely focused tactics will likely have to talk to three or 400 people before producing a good resume.

This upfront work needs to be streamlined and it needs to have the time in reality to be able to produce a result.

Without that sheer volume being put in the front of the sourcing funnel it’s going to be a slower experience.

If we were only working incoming submissions there are many jobs that may simply never get filled.

Having a proactive outbound recruiting strategy is the number one thing to speed up your process and attract the right people.

CONCLUSION

The real question is not, “how long is the interview or hiring process?”

The real question is, “how do I speed up my hiring process?”

The points in this blog are going to give you a big advantage.

You must put the work in to create a good front of the funnel strategy and put the work in to streamline your interview process.

If you do these things so you can turn your company into a rockstar team and really take things to the next level.


Still piecing together your hiring process? This could help: https://bit.ly/2U8SBzI


Have questions or want to hire us to speed up your process? Let’s chat! 

https://aldebaranrecruiting.com/looking-for-talent/