How ELTic Improves LinkedIn Recruiter's Candidate’s Likelihood of Interest

At the very beginning of our conversation, my client dropped a bombshell: "Guess what? LinkedIn has decided to develop what you are developing." This news sent a cold shiver down my spine. I immediately envisioned a catastrophic scenario where all the effort I had put into this product over the last five months would amount to nothing. In my head, I was thinking, "What the hell am I going to do next?" and considering which bridge I might end up living under.

Despite the initial panic, I managed to keep my cool and started asking my client questions to better understand the situation.

My client began to reveal all the reasons why our product was better than LinkedIn Recruiter, which cancelled my plans to relocate to the nearest bridge momentarily and reinforced the unique strengths of our product. Here's what he said:

1. Proactive vs. Reactive Approach

LinkedIn helps identify candidates who want to hear from you using the “Open to work” filter. However, by the time someone has marked themselves as open to work, ten recruiters have likely already reached out to them.

LinkedIn also lets you view a candidate’s likelihood of interest based on signals like “Interested in your company,” InMail acceptance rates, and more. Yet, people might not be interested in your company but could still be open to a good offer. If someone has accepted my InMail, it means they are interested, so this feature isn't helpful in prioritizing candidates.

Moreover, LinkedIn promises to increase the likelihood of an InMail response by up to 20% when reaching out to candidates found through these filters. However, there is no filter to just pull these people into a list, which means recruiters have to scroll through dozens of pages to find those profiles.

We see that focusing on the 14% of people most likely to move, calculated by our score, are 40% more likely to move. The problem is that LinkedIn doesn’t provide a filter to prioritize these people effectively.

One of the primary advantages our product offers is its proactive approach to candidate sourcing. It actively pushes the most relevant candidates to the top of the list, ensuring that recruiters spend less time sifting through profiles and more time engaging with high-potential candidates.

As my client put it, “You’re proactively pushing these people to the top of the list, having identified these points in a more nuanced manner.”

“You’re proactively pushing these people to the top of the list, having identified these points in a more nuanced manner.”

2. Specialized Market Understanding

LinkedIn operates on mass data, making it less refined for niche industries like legal, finance, or technology. Our product is designed to understand the intricacies and specific needs of these sectors. For example, in the legal sector, we consider factors such as how long someone has been in their current position without making partner, a nuance LinkedIn might miss.

“LinkedIn's scoring might not be accurate for the legal sector. For instance, someone who hasn't made partner in nine years is a critical indicator for us,” my client noted.

This specialized understanding allows us to offer more precise and relevant candidate matches.

3. Cost-Effectiveness

LinkedIn Recruiter licenses are notoriously expensive, costing thousands of pounds annually per user. In contrast, our product offers a more cost-effective solution without compromising on the quality and accuracy of candidate matches. My client highlighted the steep costs of LinkedIn, mentioning, “LinkedIn licenses work out to around $2,700 per year per person, which is quite an expense.”

Conclusion

We are not intending to compete directly against LinkedIn Recruiter. Instead, we aim to enhance it. If someone doesn't want to pay ￡￡￡￡ per recruiter to access LinkedIn's predictive analytics features, we could be an excellent alternative.

We are working on innovative ways to predict job changes in the legal sector with our data and are looking for forward-thinking organizations to partner with in building a solution that helps solve the current challenges in legal recruitment.

If you have any innovative approaches and would like to share them on our podcast , please DM me. If you want to have a conversation about how predictive analytics can help streamline your recruitment processes, focus on candidates most likely to want to change jobs, save time, and increase revenue, contact us .