Over the last couple of years we have trained a range of in-house and agency recruiters. Since leaving recruitment I’ve paid for a Business Plus account, primarily to avoid a variety of Basic plan restrictions but also because as I use LinkedIn regularly I feel paying a reasonable price for access is the right thing to do (although my goodwill eased a little when the price doubled early this year). For the next 12 months I regularly achieved my InMail allocation, accrediting many of my placements to LinkedIn, but still didn’t see much benefit beyond InMail. In 2012 I got offered access to Recruiter again and happily accepted hoping to discover new features. Not surprisingly my Recruiter account was quickly transferred to someone else in my team! I used it off and on for around six months and then (stupidly) provided honest feedback that with the exception of InMail access I saw very little value in having a Recruiter account. I first utilised LinkedIn to recruit in 2009 (I know quite late on, but this was fairly early in New Zealand), in 2010 my employer purchased a number of Recruiter Licenses and I was fortunate enough to receive one. If your view on LinkedIn investment differs it would be great to hear your experiences in the comments. This article is intended to make the decision making process easier, by providing an independent review of the pros and cons of a range of LinkedIn solutions, based on my personal experience and feedback from Prominence clients. This is because the only readily available advice is from LinkedIn Sales Representatives or recruiters who have had prior exposure to Premium or Recruiter Products.

Managers for my advice around their level of LinkedIn investment.

As part of my job I’m often asked by both in-house and agency recruitment

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