A Definitive Guide on How to: Message Candidates Using Simple Mail and LinkedIn InMail + Examples
With the rise of social media and globalization, connecting with potential hires has never been easier. Although this ease of connectivity presents numerous positives, this has allowed recruiters with zero emotional intelligence to bagger candidates. Many of which have grown to become weary and disappointed thanks to annoying messages, soulless tactics, and clichés.
More often than not, these complaints are valid. Quality candidates are frequently swamped with emails from recruiters. So, in a way, they have become desensitized to them. Okay now you’re thinking ‘what should type of message should I send to instigate a reaction’.
First, let us start with how you contact your desired candidate. On one hand, you can use the messaging platform embedded in LinkedIn (paid feature) gives recruiters an easy way to reach both passive and active job candidates even if you aren’t connected with them. If InMail is often your first contact with a prospect, an engaging message can go a long way to boost your candidate response rate.
On the other, you can go for the classic “mail” way where your subject line plays a major role to hook a busy candidate. Now I must point out that the former way of messaging a candidate is superior. For the candidate can have a sneak peek at who you are, so you’re not a complete stranger to them like on mail. Furthermore, people who follow your company on LinkedIn are 81% more likely to respond, and a prospect is 46% more likely to accept a LinkedIn InMail if they’re connected to someone who works at your company. Also, InMail provides you with KPIs to help monitor your progress and what type of messages work and which don’t.
You can even go further and put a link to your job ads landing page at the end of your message, marketing experts call this call to action. If your ATS allows you to do so, the redirected traffic from LinkedIn InMail/traditional Mail to your centralized database will only save you time and money in your recruiting journey. If you don’t know what an ATS is, then you should definitely check out what Functionalities can an applicant tracking system bring to your HR department.
For reference, I will be mainly using Qualigence’s report, where their team created a fake LinkedIn profile of a female Java developer with experience at big-name companies such as IBM, Oracle, and Amazon.
Their team knew that demographically, the fictional candidate would be in high demand to hungry recruiters. The surprising laziness and dishonesty that their candidate received in her LinkedIn inbox from hundreds of recruiters at Fortune 100 companies, is absolutely alarming.
Let’s have a look at some of the worst common approaches recruiters take, and practical solutions to common recruiter outreach problems that need to be addressed today.
How to message the candidate | 3 things to avoid
Stop the cheesiness:
Please STOP using cheesy clichés, including “you’re a great match for this position!” “I was impressed by your profile!”, or a description of the company or position full of overused buzzwords such as great, perfect, or exciting. Almost 50% of the recruiters sent such messages to Qualigence’s fake account. A recruiter must strive to stand out from the rest.
Phrases such as “let’s talk about next steps in your career – if there are any” are likely to be more intriguing, as the candidate becomes curious about the offer. Attract the candidate’s interest through inquisitive statements and questions so that they are driven to learn more.
Listing the position in the subject line:
Over 41%, of recruiters, listed the position title in the subject line of their message. Listing the position in the subject line can cause the candidate to see the recruiter as unprofessional, uninterested in himself/herself, and unoriginal. When contacting a candidate for the first time, it is important not to give away too much information. A candidate is more likely to trust a recommendation for a new position if his or her needs have been addressed first. Ask the candidate questions, determine which aspects of the recommended job would appeal to him or her, and sell the position based on those aspects. This is much more productive than throwing a position at a candidate and forcing him or her to determine if it is interesting right away.
Asking for a referral dead on:
These recruiters made up 23.33% of those who contacted the fictional character in their study. Such forward tactics can be viewed as rude, and devoid of thoughtfulness, giving the impression that candidates are expendable. It is almost as if the recruiter is saying, “I just need somebody to fill this position, so I don’t care if it’s you or your friend.” To circumvent this issue, ensure that you are interested in the needs of the candidate rather than your own need to fill the job. Ask questions about interests, priorities, likes and dislikes about his or her current position (points of pain and points of pleasure), and anything that relates to the candidate’s unique situation. It is also important to show interest in the candidate as an individual rather than one of many qualified people. In this way, the candidate is more likely to trust you as a recruiter and listen to your propositions.
Other things to avoid:
Mentioning a “great opportunity,” typically in the subject line. A great opportunity is subjective and needs to be determined depending on the individual and the type of fit they are for the role. Instead of presenting clichés such as “great opportunity,” be sure to ask questions about the candidate and get to know them to gain a true understanding of what would be ideal for them – Asking for resumes so you won’t be seen as needy and irritating – Jumping the gun and asking for a candidate to relocate on the first message – Including an overwhelming amount of info on the first contact regarding the position – Claim you are following up on a conversation, interview, or resume screen that never happened. That’s just disgusting and deceptive – Forget whom you contacted already and end up reaching out to the same candidate with many different positions. The solution to this is almost too simple, keep track of your contacts. You can also do that by getting an ATS, like In-recruiting the one we provide.
Now if you’re still confused on what to say don’t worry, I will be providing you with grade A examples and templates that you can follow;
1.Subject: Do you still play the guitar? We have our own band…
Hey
[Your Name] here from [ Company], and I lead our recruiting efforts.
I noticed that you’re passionate about playing the guitar. well, I have something that might get you excited …
We’ve got a band of our own that gets together a few times a week.
Care to audition?
P.S. We’re also looking for an expert [job role] if you’re interested.
[ job link]
Best,
[Your Name]
2. Subject: [A funny or catchy opinion about the candidate’s posted motivational quote on social media]
Hi [Candidates Name],
[Any motivational quote from targets social media] knew I had to contact you after I read this on your [twitter, facebook,etc…]. I might even get it stickered on my fridge!
I also noticed that you’re a killer [sales rep]!
Great work helping your team beat its objectives last quarter, you guys are growing at a remarkable pace.
I am reaching out because we’re growing our own team of expert salesmen at [Company] and I think you’d be a great fit. Would be interested in playing such role?
Best,
[Your Name]
3. Subject: [ A funny or charming remark about targets blog post]
[Candidate’s Name],
You already know I enjoyed going through your blog from this email’s title. I particularly enjoyed the one about on [Chose a post of your choosing] and how it can influence the [ability related to the job you’re trying to fill ex: persuasion, creative, design…] process.
We’re looking for a fresh [insert job position] to join our team I think that you have a really interesting take on the [ability related to the job you’re trying to fill ex: persuasion, creative, design…] process and I was hoping to discuss this position with you.
Do you have time to talk tomorrow afternoon?
Best,
[Your Name]
4. Subject: [Targets recent tweet]
Hey [candidats Name],
Your latest post on Twitter definitely gave me something to reflect upon [Say how you relate personally to that tweet]
Career development is something you may like to reflect on. I think you’d be perfect for [role] that we’re hiring for… I’d love to tell you a little more do you have some time tomorrow between 4-6pm?
[Your Name]
5. Subject: You were Mentioned by [Connection] for your [x] skills
[Name],
I got a hold of your contact info thanks to [connection].
We grabbed a coffee yesterday to talk about talented [job role] in the city that would flourish [insert work environment charachtarestic] and needless to say I ‘ve never seen someone so enthusiastic about a recommendation!
Would you be open to new work prospects [candidates Name]?
[Your Name],
6. [Connection] described you as a savant of your field
Hey [Name],
[Connection] praised you as one of the best [Field of work] he has ever met.
He handed me your contact info and insisted that I reach out.
We’re looking for a new team leader with your qualities. Would you be willing to give up some time tomorrow to discuss the role in a bit more detail?
Warmest,
[Your Name]
7. Subject: I think my scouting endeavours will finally come to an end…
Hey [Name],
Recently, I’ve been hard at search for [City] best [Job Field], and no one has dazzled me as much as you!
Your background and talents, expressly [insert skill], makes me believe that you and the role we’re trying to fill, are a match made in heaven.
I’d wish to talk to you further about [Company], [role]. Do you have time for a short call on Monday at 5.30pm?
Warmest,
[Your Name]
*Bonus Round: Sales cold email template for recruitment agencies*
Potential clients receive hundreds of emails every year from agencies looking for new business. You can use many of the same tactics that we’ve explored for candidate sourcing emails to stand out. Here’s a couple of sales email templates that recruitment agencies can take inspiration from:
Subject: Brilliant careers page, I can help out with the vacant positions!
Dear [Name],
Digging around on your company careers page (A Well done job on the page by the way), I noticed quite a few vacant roles ready to be filled…
At [Agency], we focus on [job role to be filled] recruitment.
[Client], [Client] and [Client], were very satisfied in collaborating with us, and I believe we’d be able to provide the same value to you.
I already the perfect candidates in mind, ready to be sent over if you don’t mind.
[Your Name]
Bottom line; engagement is everything!
What you can Recruit from this article:
- Use a combination of InMail on LinkedIn and an ATS for the best results.
- Write like you speak. Avoid corporate jargon and clichés.
- Don’t give too much information, but make sure to give enough. According to LinkedIn research, candidates want job details, salary range, and a company overview in a recruiter’s first message.
- Show that you’ve done your research by making it personal. Find something in common with each candidate and use that in your message: interests, hobbies, LinkedIn Groups, employers, etc.
- Time your sends to when they will be acted upon. Between 9 am. and 10 am. on a weekday often receives higher response rates.
- Keep subject lines short, catchy, specific, and enticing. This also works best for mobile – which is quickly becoming the norm. Yes, that’s a lot to do in four or five words. That’s why we provided some examples above.