Reaching Out to Candidates on LinkedIn
Hi everyone,
I’m new to a role where LinkedIn is our primary tool for sourcing leads and contacting potential candidates. My goal is to schedule two calls each day with the Manager.
From my experience, I’ve noticed that it can take a considerable amount of time for candidates to respond to LinkedIn messages—whether they’re InMails or connection requests. I’ve even had instances where candidates reply a month after our initial outreach.
I’d appreciate any advice, techniques, strategies, or tools (like web extensions or apps) that could help improve response times.
Thank you!
RCadmin
Welcome to the world of recruiting! Here are some strategies and tools that might help you connect with candidates more effectively:
Personalize Your Messages: Tailor your InMail or connection requests to each candidate. Reference their experience, skills, or projects in your message to make it more engaging. The more personalized it is, the more likely they are to respond.
Be Clear and Concise: Candidates are busy, so keep your messages short and to the point. Clearly outline what you’re looking for and why you’re reaching out.
Follow Up: Don’t hesitate to follow up if you don’t hear back after a week or so. A gentle nudge can often bring your message back to the forefront of their mind.
Use LinkedIn Features: Make the most of LinkedIn features like “Open to Work” profiles and LinkedIn Groups. Candidates in these groups may be more responsive to recruiters.
Leverage Your Network: If you have mutual connections, consider asking them for an introduction. A referral can significantly increase your chances of a response.
Time Your Messages Wisely: Research suggests that messages sent during business hours on weekdays (especially Tuesday to Thursday) receive higher response rates.
Utilize Tools and Extensions:
Dux-Soup or Zopto: These can help automate some of your outreach processes while remaining compliant with LinkedIn’s policies.
Nurture Long-Term Relationships: Consider building a talent pool by connecting with candidates who may not be a fit immediately but could be in the future. Regularly engaging with their posts can keep you on their radar.
Set Goals and Track Responses: Track your messaging and which strategies yield better responses. This will help you refine your approach over time.
Be Transparent: When you reach out, be clear about the opportunity, the company culture, and why you think they would be a good fit.
By implementing these strategies and tools, you should see an increase in candidate responsiveness, making it easier to schedule those calls. Good luck!