Find the Perfect Prospect via LinkedIn InMail

Find the Perfect Prospect by using LinkedIn InMail Messages

Finding a perfect candidate for a job opening is always a difficult task for recruiters; from going through hundreds of LinkedIn profiles to approaching candidates to finally hiring them. LinkedIn’s Inmail lets recruiters send a personal message to candidates that they feel suit the job description. However, sending an unsolicited and impersonalized message does not elicit a response from most candidates. Many may not even open the message!

So how do you make sure that your messages are not only opened but also responded to? Here are the five hacks to help improve your InMail response rate.

Strike Common Ground

If you see that you share a mutual connection with the candidate you are interested in talking to, ask that mutual connection if you can mention their name in an Inmail message. Most times, the mutual connection is likely to agree. Response rates improve by 21% if you are in the same LinkedIn group as your online peers.

Use a Catchy Subject Line

A catchy subject line helps establish a positive first impression. It can speak to a candidate and get them interested in message or job opportunity. How do you get people interested? Be different and keep the subject line between 7 and 8 words.

Personalize Your Message

The goal of sending InMail is to break the ice and open lines of communications with potential candidates. But if you want to hire the best talent, you cannot send the same generic message to every person on your list. Try to steer the conversation toward the candidates; refer to things mentioned in their profile, ask questions, and make them feel special.

Keep the Content Crisp and Short

No one enjoys reading a long message from someone they don’t know, whether it’s on LinkedIn or Facebook or email. It is more effective to get to the point quickly and keep the message short. The ideal length for the body of the message is 200 and 500 characters. When it comes to optimizing InMail, less is more.

Use a Follow Up Schedule

If a candidates doesn’t see or ignores your first message, it is okay to send another. However, there is a fine line between persistence and annoyance so be careful. Sending a follow up message 6 days after the first message and 7 days after the second message has been shown to improve response rates.

The key to getting InMail responses is to engage a prospective candidate and these five tips can turn your InMails into an effective way to reach out.

Are you looking for help in finding candidates? Read more about or Direct/Interim hire, global search, and RPO services or reach out to us today.