Firstly, kudos for setting up your own venture and making it happen. I admire that. However, I'm naturally curious if you're an ex-recruiter because some of the thought process seems a little off for a number of reasons:
1. You can't spam on LinkedIn. You only have a certain number of InMail credits per month. Yes, you are returned credits when a message is 'accepted' but the recipient has to be interested in an InMail titled 'career opportunity' to accept it in the first place.
2. LinkedIn messages are INCREDIBLY effective for recruiters. If they're not, they wouldn't use it. The recruiter is composing poor InMails if they're not effective. You need an acceptance rate over 50% to be operating at a high level. LinkedIn provides our company with the highest ROI of any platform, job board or channel and it's still the most expensive.
3. The vast majority of people do not move for more money. Contractors on a day rate maybe yes, permanent employees definitely no. Money is way down on Mazlov's hierarchy of needs. People want challenge, responsibility, power, sexier company or out of a job they're not performing well in. If you are simply aiming at the tech contract market alone then you may be able to carve yourself a niche.
4. Why would a recruiter ever pay to call someone when they can pick up the phone, navigate a gatekeeper and reach them in their office? That's how it used to work in the old days. LinkedIn offers an easier and less confrontational solution but directors running recruitment companies - at least in my experience - aren't going to pay a fee to call someone they can reach without paying it. Margins are already tight enough.
Again - great work on setting this up and good luck with it. Don't listen to the doubters like me if you genuinely believe in it.
bukeslayer3 karma
Firstly, kudos for setting up your own venture and making it happen. I admire that. However, I'm naturally curious if you're an ex-recruiter because some of the thought process seems a little off for a number of reasons: 1. You can't spam on LinkedIn. You only have a certain number of InMail credits per month. Yes, you are returned credits when a message is 'accepted' but the recipient has to be interested in an InMail titled 'career opportunity' to accept it in the first place. 2. LinkedIn messages are INCREDIBLY effective for recruiters. If they're not, they wouldn't use it. The recruiter is composing poor InMails if they're not effective. You need an acceptance rate over 50% to be operating at a high level. LinkedIn provides our company with the highest ROI of any platform, job board or channel and it's still the most expensive. 3. The vast majority of people do not move for more money. Contractors on a day rate maybe yes, permanent employees definitely no. Money is way down on Mazlov's hierarchy of needs. People want challenge, responsibility, power, sexier company or out of a job they're not performing well in. If you are simply aiming at the tech contract market alone then you may be able to carve yourself a niche. 4. Why would a recruiter ever pay to call someone when they can pick up the phone, navigate a gatekeeper and reach them in their office? That's how it used to work in the old days. LinkedIn offers an easier and less confrontational solution but directors running recruitment companies - at least in my experience - aren't going to pay a fee to call someone they can reach without paying it. Margins are already tight enough.
Again - great work on setting this up and good luck with it. Don't listen to the doubters like me if you genuinely believe in it.
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