LinkedIn is crawling with candidates: the well-seasoned professionals looking for a change, the budding graduates eager to kickstart their career, the passive job-board browsers who stay eagle-eyed for exciting opportunities. So why are all your InMails going unanswered?
There’s only so many excuses you can make until you must face up to the facts: something isn’t working. Instead of hounding your connections for an answer, now is a good time to revise your approach.
Not sure where to start? You’re in luck: the following guide reveals our top tips for maximizing your response rate and start a conversation.
First impressions are everything
As many as 35% of people will open your email based on subject line alone. Get it wrong and the content you carefully crafted in the body will be just another unopened email in an inbox clogged with spam.
Instead, recruiters must cut through the noise and create a hook; they must differentiate themselves from the competition by giving candidates a reason to click.
For a start, avoid generic subject lines such as “Job Opportunity at [Company]” – that’s a guaranteed non-starter. When formulating this critical line, consider how you know the person, your mutual connections, any common interests you share as well as why you’re reaching out.
The answer to these questions can then be used to shape your subject line into an eye-catching attention grabber and boost your chances of a positive response.
FOMO is real: use it wisely
Curiosity has long been recognized as a critical motive in influencing human behavior. However, as the digital age continues to increase our “on-demand” access to practically anything, we are growing ever-more anxious about missing out on experiences that could potentially hold reward.
Unsurprisingly, advertisers regularly tap into the element of mystery to make consumers desperate to know more. Now, recruiters must do the same.
Don’t hesitate to use FOMO (fear of missing out) to your advantage in LinkedIn messages. Sure, most candidates will tell you they would rather have all the information up front. If you tell them everything, however, they need not reply to you if they’ve already formed an opinion.
When writing your InMail, be sure to hold back a few enticing bits of information to keep the candidate intrigued. That way they’ll be eager to hear more.
Personalize and persuade
Excessive personalisation can act as your ticket into a two-way conversation with a budding candidate, so don’t be afraid to use the information on their profile to stand out from the crowd.
You might choose to congratulate them on a particular achievement, ask advice about a particular specialism they list or even offer a comment on an article they’ve shared recently. Ultimately, your aim is to make the candidate feel as though the email was written for their eyes only: the last thing they want to think is that they’re one of many.
Further to this, it’s essential not to shy away from adopting a persuasive tone. Candidates want to know how an opportunity will promote career growth, boost their income or build their reputation. Make it abundantly clear how this job will help them in their journey.
In an attempt to end an email politely, recruiters often give candidates the perfect excuse not to reply. “Let me know if this suits you,” they say, throwing the ball completely into the court of the candidate. In turn, the email sits in the inbox collecting dust as recruiters wait to be told whether or not it was of interest.
Remember, closing isn’t solely for sales emails. In order to boost your chances of a response, you will need a highly specific call-to-action; a request that a candidate might struggle to ignore. “Are you available tomorrow at 11 for a quick call to discuss this further?” is a good example, and supercharging it with personalization will only sweeten the deal.
Whatever you do, never see your candidate as a number: just like you, they respond to human interactions that speak to them on a personal level. Keep it short, keep it simple and keep them intrigued.