LinkedIn is the world’s largest professional network with over 810 million members worldwide. It allows businesses and professionals to connect, find jobs, share content, participate in industry discussions, and more. One of the key features of LinkedIn is its job board, which enables employers to post open positions and find qualified candidates.
When posting a job on LinkedIn, employers have two main options for how many applicants can apply – limited listings or job slots. There are important differences between these two options that employers should understand before posting a job.
In this article, we will compare limited listings and job slots on LinkedIn and outline the key differences including cost structure, visibility, application limits, duration, and best use cases. This will help provide clarity for employers looking to optimize their LinkedIn recruiting strategy.
What are Limited Listings?
A limited listing on LinkedIn refers to a job posting where employers can limit the number of applicants that can submit their application for that specific role.
With limited listings, employers choose the maximum number of applicants for a position when posting the job. Once the limit is reached, the job will automatically be marked as “Closed for applications”.
Some key things to know about limited listings:
– Employers pay per applicant received, up to the maximum number specified. For example, if the limit is 100 applicants and only 75 people apply, the employer is only charged for those 75 applicants.
– Pricing is based on a pay per applicant model. The more applicant limit set, the higher the upfront cost will be.
– Listings remain open until applications reach the preset limit or for 60 days, whichever comes first.
– Limited listings appear with a green “Accepting Applications” label when live. This signals to candidates that roles are actively hiring.
– Employers can choose limits ranging from 25 to 500 applicants in increments of 25.
So in summary, limited listings allow employers to cap the number of applicants for high volume roles to keep the recruitment process manageable. It is a flexible, pay per applicant model.
What are Job Slots?
Job slots on LinkedIn refer to a bulk package of job postings purchased upfront. With job slots, employers pay for a bundle of credits to post roles that accept an unlimited number of applicants.
Here are some key things to understand about job slots:
– Employers purchase job slots in packages (e.g. 25, 50, 100 job slot bundles). Each slot credits allows posting one job.
– Jobs posted using a slot remain open to candidates until filled or for 60 days.
– There are no limits on applicants for individual job postings. Any number of candidates can apply.
– Job slots are a prepaid model, unlike limited listings which are pay per applicant.
– Postings will appear with an “Accepting Applications” label when live to signal open roles.
– Unused job slots expire after one year. Employers lose any unused credits.
In summary, job slots allow unlimited applicants per job posting. It is a prepaid model where employers purchase a bundle of postings upfront.
Cost Differences
One of the biggest differences between limited listings and job slots is the cost structure and how employers pay.
Limited listings are a pay per applicant model. You pay only for the number of applicants received, up to your pre-set maximum limit per job posting. For example, if you set a 100 applicant limit and receive 75 applicants, you pay for just those 75 applicants.
The cost per applicantreceived for limited listings is currently $8.99. So those 75 applicants would cost 75 * $8.99 = $674.25.
For job slots, employers pay upfront for a bundle of credits. Each credit allows posting one job. Current pricing is:
| Bundle | Price |
|---|---|
| 25 job slots | $649 |
| 50 job slots | $1,099 |
| 100 job slots | $1,999 |
No matter how many candidates apply per job, you will not be charged extra when using a slot. The tradeoff is needing to pay upfront before posting roles.
For high volume recruiting, limited listings will generally be more cost effective as you avoid paying for applicants that don’t materialize. For niche roles or companies posting sporadic openings, job slots allow more flexibility.
Application Limits
As the names imply, the biggest difference is that limited listings allow capping applicants, while job slots place no limit per posting.
With limited listings, employers can choose any applicant limit between 25 to 500 candidates in increments of 25. So you can set a limit of 50, 75, 100, 125 applicants etc.
This allows hiring managers to control the incoming applicant flow by capping at a manageable number. Popular limits are 100 or 200 applicants.
Conversely, jobs posted using purchased job slot credits accept an unlimited number of applicants. There is no cap at all.
Hiring for a niche skill or location? Job slots work well as applicant volume may be low regardless. Hiring at high volumes (100+ applicants)? Limited listings allow screening just the top applicants that apply quickly.
Duration
Both limited listings and job slots remain open for 60 days by default if not filled or closed sooner.
The main difference is what happens when the 60 day posting period expires:
– **Limited Listings:** The job listing is automatically removed once the 60 day period ends, even if the preset applicant limit has not been reached.
– **Job Slots:** The job listing remains posted beyond 60 days until the role is filled or manually closed by the employer. It does not automatically close at 60 days.
So job slots essentially have an unlimited duration, while limited listings duration is capped at 60 days maximum.
Visibility
In terms of visibility, limited listings and job slots function nearly the same.
Both appear in LinkedIn Jobs with a green “Accepting Applications” label when posted. This signals an open and active job to candidates.
Your open jobs also surface in relevant candidate searches and recommendations based on skills and experience. Those looking for new roles can discover your openings this way.
The only small difference is that limited listings will shift to a gray “Closed for applications” label once the applicant cap is reached. Job slots remain green perpetually until closed.
But overall visibility and discoverability are very similar between the two options.
Best Use Cases
Given the differences, what are the ideal use cases for limited listings vs job slots?
**Limited Listings** are best for:
– High volume recruiting roles where you want to limit and screen applicants (e.g. 100+ applicants expected)
– Budget conscious recruiters who want to pay only for actual applicants received
– Time sensitive openings you want to close once sufficient applicants received
– Entry level roles likely to attract very high applicant volumes
**Job Slots** are best for:
– Executive searches or niche openings with low applicant volume expected
– Companies with sporadic hiring needs rather than high volume
– Employers who value unlimited applicants more than capping candidates
– Budget flexibility to pay upfront for bundles versus per applicant
– Ongoing “evergreen” job openings you keep posted until filled
So in summary, choose limited listings for high volume recruiting with capped applicants. Use job slots for niche roles or flexible recruiting needs.
Conclusion
Limited listings and job slots give employers options when posting openings on LinkedIn.
The key differences include:
– **Cost structure:** Limited listings are pay per applicant received. Job slots are prepaid credits allowing unlimited applicants per posting.
– **Application limits:** Limited listings allow capping applicants. Job slots place no limits on applicants.
– **Duration:** Limited listings close after 60 days automatically. Job slots remain open indefinitely until closed.
– **Best use cases:** Limited listings for high volume roles with screening needs. Job slots for niche roles or sporadic hiring.
Understanding these differences allows employers to optimize their LinkedIn recruiting strategy. Consider volume expectations, budget, and hiring needs when choosing between limited listings or job slots.
With over 810 million members, LinkedIn is a vital hiring channel. Using the right job posting options will help attract and screen qualified applicants efficiently.
