The most common line is something like “I’ve come across your profile and I have to say I’m impressed.” What are you impressed by? If you aren’t specific, top candidates are going to let your message fall by the wayside as they wait for a more personalized message. But after the first 25 or so, it gets old really fast. The resources you linked to in your recent post were really informative and useful.ĭon’t Be Generic When Complimenting CandidatesĪs a candidate, it may feel nice the first time when you get a flattering message on LinkedIn. I really enjoyed the last post you shared in the Content Marketing group. Your recent article published on Medium last week really grabbed my attention. This can be accomplished by directly addressing the candidate with “you,” “your,” and “yours.”īe honest: How often do you send messages using phrases like these? The best messages are not only short and sweet but strike a tone of familiarity. LinkedIn is a social media platform, so treat it like one. Being clear, concise, and straightforward can greatly improve your talent acquisition strategy.

In general, if you have to scroll down to read the whole message, then your message is simply too long. Get Your Point Across in Less Than 150 WordsĪim to keep your message shorter than 150 words, because any longer will look like too much effort to read, deterring candidates from hearing what you have to say. Use the great research you did to craft a highly personalized message that shows you took the time to look into each candidate and assure them that you really are interested in them. Include commonalities such as mutual connections, past experience, education, or influencers and groups that you both follow. Taking the extra time to craft a personal message can greatly boost your success rates during the recruitment process.

However, candidates can tell immediately if the message is personal to them or just a template. To save time, it can be tempting to craft generic message templates to simply copy and paste. Make sure that their expertise and interests line up well with your company’s, and point out these commonalities when you reach out.Īs a recruiter, you’re reaching out to potentially hundreds of candidates every week. When you’re doing your research, don’t just read the candidate’s LinkedIn bio, check their education, work history, and their strengths, skills, and endorsements. If they feel like you’re sending them a generic message or see that your company appears to have nothing to do with their field of expertise, they likely won’t be interested in what you have to say. As a recruiter or hiring manager, you need to show candidates that you have taken the time to do your homework, or you risk getting no response at all. Great outreach always stems from great research. Check on the page regularly to make sure everything is still up-to-date. Make sure all of the information sections are filled out and the cover and profile pictures reflect your company’s branding.

Because of this, it’s important that your company profile is complete and professional. One of the first things a new candidate will typically do after you reach out to them is look at your company’s LinkedIn profile. Keep up your company’s LinkedIn page to attract followers and communicate your brand to candidates.ġ2 Tips for LinkedIn Recruitment Messages Personalize your message so the candidate feels you’re legitimately interested in them as an individual. We have 12 tips for writing your next recruitment message on LinkedIn, as well as an example recruitment message for you to use as a reference.īefore you reach out to any candidate on LinkedIn, do thorough research to make sure they’re a good fit. It can be tricky to know what to say in these messages, though, which is why we’ve written this article. Not only can you look up candidates that match your criteria, but you can also reach out to them directly, asking them to apply to your open positions. LinkedIn can be a powerful recruitment tool. Post A Job For Free, Promote It For A Fee

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