How can You Make Lasting Impression through LinkedIn InMail

July 10, 2021
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5
min read
Linkedin InMail

How can You Make Lasting Impression through LinkedIn InMail

If you talk about LinkedIn messages, this is the best and worst times. Best as recruiters can contact virtually anyone, at any time. Worst as the number of lazy and uninspiring messages have increased. To help you make most of the ongoing trend, we’ll share some strategies that’ll make your message stand out from others. 

Majority of LinkedIn users would agree that InMail messages are becoming too spammy and common. These types of messages don’t contain any sort of customization and are not appropriate for the person receiving the message. Consequently, LinkedIn users, especially in demand candidates, just ignore these messages considering such messages as a waste of their time.

The reputation of your brand can be seriously impacted with spammy and untargeted messages. Imagine how you’ll react to an irritating and common InMail message. You’ll obviously form a negative impression in your mind about the sender. Apply this negative impression to your company’s brand. Then multiply it to everyone to whom you’ve sent your InMail message till date. As the time passes, LinkedIn users will start connecting your brand with spam and cookie cutter messaging. Recruiters don’t look good like this.

 The LinkedIn InMail strategies shared in this article will prevent this from happening when you try to connect with potential candidates.

10 LinkedIn InMail steps and examples for recruiters

You need to ask few questions before you try to reach out to potential candidates:

  • Why are you reaching out to them?
  • Who is the person you’re reaching out to?
  • How can you connect with them in a meaningful way?

These questions should be asked by you before reaching out every candidate through InMail. Doing this will help you perceive each and every candidate as unique. With this approach, you can avoid a cookie cutter message, which has zero percent chances of getting an opening. Knowing your candidate will help you understand what’ll catch their attention.

1. Know your aim

The mistake often made by recruiters is that they try to include too many different aims in a single InMail. This results in unfocussed messages and unclear expectations. Like with all recruitment ads, before contacting any candidate, you should finalize a single aim.

If it’s your first targeted InMail recruitment message to a candidate, your only aim should be to begin a conversation. Keep a friendly tone and show them you’re keen to know more about them.

Don’t just jump into launching your pitch about “your opportunity”. And don’t ever forget to introduce yourself in a nice way and make a connection. If you met someone on the street, you wouldn’t just dive into pitch mode, so don’t do it on InMail also. 

2. Write a catchy subject line

Just like recruitment emails, your InMail will not get opened and read if there’s no catchy subject line. And when your InMail is not even opened, your aim of starting a conversation is dead even before it started.  

You need to write a catchy InMail subject line which catches attention of the subject and the candidate wants to open it. The secret is to make it personal and unique from the rest of the crowd. Avoid using common subject lines such as the name of your company or vacant job titles. These types of InMails are received by candidates dozens of times per week.

The subject line can be made more personal by conducting a bit of research into the work they have recently done or their interests. If a blog post or an article was recently written by them that were liked by you, mention that in the subject line as an ice breaker.

You should write a short subject line – between 7 to 8 words. Your subject line should be specific about what you’re offering. The best way to find out which subject line is most relevant for you is to try out different combinations and major the open and reply rates for each. When you find the most suitable for you, use that in your future messages.

Here are some examples of subject lines: 

“[first name], I loved your blog post on recruitment!”

“[Shared connection] mentioned that we should get in touch!”

“[First name], I think you’d be a great fit at [company name]”

 3. Use a personal greeting

Important to continue the tone you started in your subject line, instead of jumping right into your pitch. You can do this by writing a personal greeting which follows up on the statement that was made by you in the subject line. This is a good time to establish a friendly rapport by mentioning any mutual connections or interests you may share. 

If you know any, don’t be scared to make a causal reference to your candidate’s personal interests. The perfect way to stand out and build quick reliability is by making a personal connection about a shared interest or hobby.

Here are some examples that can be modified and used by you:

“Hi [first name], I just finished reading your recent blog post and had to tell you how much i enjoyed it!”

 “Hello [first name]. Your name was sent to me by our mutual [contact’s name]. She said that I just had to contact you for some cooking advice.

“Hi [first name], I couldn’t help but notice that you’re an avid sports writer in your spare time. It’s great to meet fellow hockey fans! 

4. Give your introduction 

Your personal greeting should be followed by your introduction. You should tell the candidate your name, what you do, and something about your company. When you do this you reduce the amount of work the candidate has to do to find out who you are. Another advantage is, it puts a more personal touch to your message.

You don’t have to be too fancy about this part. This part should be short, sweet, and simple. Now you can quickly move on the rest of your message.

Let’s see an example:

“My name is [your name]. I’m a recruiter for [company], a company that specializes in [x, y, z services]”.

You can give a bit of detail if there is something specific you want to convey about your company. However don’t bombard the reader with unnecessary information.

5. Customize your message for each and every candidate

 The most important LinkedIn InMail tip for recruiters is to customize each and every message that is sent by them. This is apart from the subject line and the greeting. Your aim should be to make the candidate feel that this InMail was especially written for them. According to statistics, customized emails have a 50% increase in response rate.

Add two to three unique details about the candidate that can be found by you on their LinkedIn page or social media profile. 

When you’re researching about the candidate and you find mutual connection or interest, these can be used by you to establish rapport.

Use Gen Decoder for job ads, to help you guide the language and tone you use in your personal message. This is necessary because the language used by you can expediently turn off some candidates. Though this is done subconsciously yet it can negatively impact how candidates reply to your message.  

6. Be short and precise

InMail messages: Your targeted recruitment messages should be of 200 to 500 characters. Get in, build a connection, show your personality, request to connect, and then move out.

7. Choose when to send the message

It is known by everyone who has worked in the email marketing industries that some times are considered good to send messages and other times are considered worse. Same is applied to InMail recruitment messages also.

Measuring your open and click rates through the LinkedIn ad platform is a good way to ensure you’re sending messages at the right time. Monitor your send times, and analyze which ones repeatedly perform the best. The result will be peak times when people open their InMail messages.

Generally, it has been found that Sunday evenings and Tuesday mornings are good times as either people are getting ready for Monday blues or coming out of it. Do some experimentation yourself and find if the findings are relevant for your industry as well.

8. Select your audience carefully

If you send your InMail recruitment message to people who really want to hear from you, it’ll automatically increase your open rates. You can do this by using two powerful LinkedIn features.

You can start with people who are already a follower of your company on LinkedIn. These are the people who have an interest in your company and when these people are contacted by a company that is already trusted by them, the chances of them responding is 81%. LinkedIn’s ‘Open Candidate’ setting can be used by you to target and message users who give signs that they’re ready to be contacted by recruiters. They’re twice as likely to respond.

9. Create useful signature

Make sure the InMail message contains only the information that’s needed by the candidate to contact you. Excessive use of social media icons, links or graphics should be avoided. Including your name, position and a link to your company’s website is enough. If you include anything more, chances are your messages will look like a mess. The candidate can assume it to be spam in the first look.

10. Be clear about what they’ve to do

Make sure you clearly state what the candidates have to do in the next steps. If the rest of the message was clearly by you and you were able to make good rapport, so should be comfortable in asking for a direct call to action.

Common and unclear requests like “let me know if you’re interested” should be avoided. “Can I call you six in the evening?” or “I’ll be near your office tomorrow, can we meet over a coffee?” are great examples.