Part of LinkedIn Series
Every company wants a magic wand to hire the best talent from the industry and the competition. This era is currently seeing a never-ending evolvement of methodologies and tools of hiring. Pipelining the candidates is also a part of recruiting for future talents. In the midst of 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 Inmails through which we have to communicate with candidates out of the network. The best part of Inmails is that you get the credit back when someone responds to your Inmail (even if declined).
Conventional Approach: Generally, recruiters send the job description through the Inmails 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.
Trick#2: Before sending the Inmail, you need to access the profile. You must go through the profile to understand the person so as to determine what it is that they want to hear and discuss – in other words, if you know the person then you also know what to say.
Trick#3: Beware; do not reveal too much information in your Inmail. This may result in loss of interest and the candidate may get reluctant in responding to the Inmail.
Trick#4: An Inmail is a conversation starter and it should be used -as such. – It is a medium for the sender to engage with the candidate.
Trick#5: Put yourself in the shoes of the person receiving your Inmail. Evaluate 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?If as an employer you can answer this well and meet the expectations of the candidate, then you have won half the battle
“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.