LinkedIn Recruiter doesn’t eliminate need for an ATS, because …

LinkedIn Recruiter doesn’t eliminate need for an ATS, because …

I heard some recruiters & managers ask, now that we have subscribed to LinkedIn Recruiter, do we need an ATS too?  If we have a LinkedIn Recruiter account, why do we need to store resumes anymore? Why not treat LinkedIn as our corporate ATS – track and search candidates as required within it.

Points recruiters (3rd party recruiters & Corporate recruiters) planning to Use LinkedIn as an ATS need to be aware of:

3rd & Corporate Party recruiters

  1. First of all remember – Companies get resumes of candidates from multiple sources – LI, job portals, websites, referrals, mail-in, cold call etc….. LI is just one of many sources
  2. ATS shows you if anyone from your company has spoken to the candidate through any other channel. You don’t get that information if you are only within LinkedIn
  3. ATS enables you to follow your standard recruiting process for LI candidates as you do with candidates from other channels
  4.  Email marketing from ATS is cheaper, more professional, retains company branding and is safer – ATS enables recruiters and companies to do drip marketing, touch point marketing and use other emailing techniques. LinkedIn recruiter is not good for it. It does not allow you to send customized letters and invitations. Inmails cost too much money. A few people clicking on IDK (I don’t know) can get companies into problems with LinkedIn
  5. ATS enables non LI heavy users such as Managers and other staff to collaborate on hiring
  6. ATS is a good repository to maintain candidate’s referral checks, resumes, recommendation letters and other documents
  7. ATS hold all email trail for current and future usage
  8. ATS provides you access to full social foot prints in a easy manner – this is important during final rounds of interviews
  9. ATS enables organizations to generate activity and performance reports, by integrating  candidates from all channels including LI source, job portals
  10. With transfer of candidates to ATS, you will have access to the candidate even after candidate decides to disable themselves from LI for whatever reason. Many top candidates are finding LI disruptive with too many recruiters sending them email
  11. Add all high probability candidates in LI to ATS – future search for skills and qualifications can be restricted to this small of highly targeted people for the first pass
  12. You may want to send resumes to clients & hiring managers, not LI profiles. Import LI profiles and resumes into ATS first

3rd Party Recruiters

  1. ATS for 3rd party recruiters forms a great audit trail.
  2. You may want to send resumes to clients & hiring managers, not LI profiles. Import LI profiles and resumes into ATS first
  3. Enables one to track which candidate resumes were sent which companies, and which manager interviewed them,
  4. Also outcome and billing information is all in one place
  5. Easy to manage splits
  6. Great for checking for contract-breaking hires later on

How do we, at eGrabber, know what Recruiters are thinking?

Our sales and business development folks talk to hundreds of recruiters every month. We provide tools for recruiter to import resumes from any job-portal, website, folder or search engine into an ATS. Our tools helps find emails, phone numbers and other contact details. We also provide tools to check for unreported placements.

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