You received a LinkedIn Inmail Message!

Frustrated with the poor response percentage of your LinkedIn Inmail Messages? This is the place to start with. Every company wants a magic wand to hire the best talent from the industry and the competition. This era is seeing a never-ending evolvement of methodologies and tools of hiring. Pipelining the candidates is also a part of recruiting for future talents. Amid recent past, Linkedin Recruiting has become a norm among the companies for managing the talent pool. Every license of recruiter gets a set number of Inmail Messages through which we have to communicate with candidates out of the network. The best part of LinkedIn Inmail Messages are that you get the credit back when someone responds to your Inmail (even if declined).

Conventional Approach: Recruiters send the job description through LinkedIn Inmail Messages and wait for the candidates to respond. The response rate varies from position to position.

Logic: You need to understand that LinkedIn is not only a job portal where you get instant responses. It is essentially a networking-centric site, where people come to establish themselves as a part of the community. Everyone has certain preferences regarding his or her future employer, which they will not reveal up front.

Trick#1: Please have a legitimate and complete profile with a good professional picture. A good profile will give your LinkedIn Inmail Messages a face and personal touch while communicating.

Trick#2: Before sending LinkedIn Inmail Messages, you need to access the profile. You must go through the profile to understand the person to determine what they want to hear and discuss–if you know the person then you also know what to say. Your LinkedIn Inmail Messages will fall on their your prospects line of sight.

Trick#3: Beware; do not reveal too much information in your Inmail Messages. This may cause loss of interest and the candidate may get reluctant in responding to the Inmail. You will not the credit of your Inmail messages when there is no response.

Trick#4: An Inmail message is a conversation starter so used it as a medium for the sender to engage with the candidate.

Trick#5: Try to put yourself in the shoes of the person receiving your Inmail messages. Test your content on the parameter of worthiness to respond–if you wouldn’t respond to a similar mail, then chances are others won’t either.

Trick#6: Psychologists have proven that people want to hear about themselves. We can take a cue from this and Frame our mails wisely making the receiver feel like they are at the center of the conversation. Since everyone is primarily interested in their career and professional growth, the most important question to answer is this: What is in it for me? Does your Inmail message gives them the opportunity that they are seeking? If as an employer you can answer this well and meet the expectations of the candidate, then you have won half the battle.

Example:

“I was looking for Sales Executive role. I came across your profile and I got impressed. I want to discuss the position with you.”

Workaround: “You have impressive experience in Sales Function. Are you open to discuss new opportunities? What is the best time and mode to reach you?”

The workaround is just an example; I know you can do better than me, but now you have a clearer idea about how to begin the conversation. Just try to replace ‘I’, ‘Me’ and ‘My’ with ‘You’ and ‘Your’ in your conversation–remember, it is about them, not you…

Trick#7: Always have conversations with candidates whom you are contacting, even if they are not interested in the role you are offering – don’t dump them. It always gives you a heads-up and is an advantage for the future.

Conclusion: Your job is not only confined to the traditional recruiting process, however, when on Linkedin, you turn into a marketing arm of the organization. More people in your talent pool results in more chances for your organization to build an ‘A’ team. If you want to succeed, play intelligently with your Linkedin Inmail messages.

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