We get this question all the time.  LinkedIn has been the main place to source passive candidates from for years now and is the benchmark that others need to compare themselves to.  

LinkedIn has the world’s largest set of employment related data for people.  But it is not the only source.  Nor are all people on LinkedIn.  If you want to compete for the same talent as everyone else, use LinkedIn.  But you had better be very good at engaging talent and getting them to talk to you. 

It is estimated that between 10-25% of all LinkedIn Inmails are read.  So you need to be really good.  

QJumpers can access LinkedIn users as well as data from hundreds of other sources.  In fact, we can access over 1.2 billion candidates globally.  Out of these candidates, there is a lot of clutter, scammers and bots.  So we cleans this data and really only use around 850 million candidates.  

LinkedIn recruiter is the main product that Talent Acquisition and Sourcing specialists use.  Did you know that for every user seat you have on LinkedIn, you can only access up to the third degree contacts of that user?  So, from the start, you do not have full access to the complete LinkedIn database.  How extensive is your network on LinkedIn?  And how different is it to your colleagues also using LinkedIn recruiter?  What would be your total candidate reach within your organisation taking this into consideration?  

With QJumpers, you get access to all 850m+ candidates without any limitations.  Not only do you get access to them all, but you get presented with DIFFERENT candidates than you would from a LinkedIn search.  Yes, there will be a few of the same candidates of course, but our searching and ranking AI works differently to the LinkedIn AI.  We believe it works a lot better than the LinkedIn AI.   

We use implied knowledge to understand what a candidate can do – we don’t just rely on them writing every single skill and expertise that they have.  To be honest, candidates don’t even know all their skills and expertise!  So we augment their profiles with what we know they can do and include these in our searching tools.  We create a total employment profile for the candidates by combining all of the data that we can find from all of the different available sources and implied knowledge.  It is not just a LinkedIn profile.   

LinkedIn relies heavily on job titles to find talent.  Because QJumpers uses implied skills and expertise, our clients are able to ditch the job title and search based on what skills and expertise they need.  Let’s face it, not all clients call the same job by the same job title.  So straight away, by using this kind of search, you are ruling out a significant part of the total available talent.  But we do still have this available as filter of course…..so don’t worry if that is your go to search criteria. 

The QJumpers AI Sourcing Engine has a very easy to use Talent pipeline system to add candidates to.  From here, there is a Select All function and an emailing engagement tool to reach out to candidates through email addresses that come with the candidate profiles.  There is also an icon to indicate If candidates have received and read any emails.  The open rate, because the email comes from the user and not LinkedIn, is approximately 33% as compared to the 10-25% open rate mentioned above.  

To summarize, the benefits of the QJumpers AI Talent Sourcing Engine versus LinkedIn are: 

1. More candidates
2. Better matches candidates 
3. Different candidates than your competitors
4. A more holistic total employment profile using all available data sources and implied skills and expertise
5. An easier interface to create talent pipelines and send out candidate engagement campaigns
6. A higher email open rate
7. And, I didn’t mention:  Lower cost! 

 Words by Simon Oldham, QJumpers CEO.