#InTalent Live Blog: Hit Your Target: InMail Best Practices

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LinkedIn Talent Connect started today in San Francisco. This afternoon I attended a session called Hit your target: InMail best practices. The session was led by Tina Dover, a Senior Executive Recruiter with iHeartMedia (who happens to have a 50% response rate to her InMails) and two LinkedIn Product Consultants, Maya Toussaint and Rebecca Vertucci.

Below are some ideas they shared about common InMail pitfalls and things talent acquisition professionals can do to improve InMail response rates.

Common InMail Pitfalls

  • We give them way too much information! Candidates may opt out before you actually speak to them.
  • We make it all about us! Prospects should feel special, not like they have to do you a favor. 
  • We make the prospect feel like a number. If you use a template spend a little time to proof it.

What makes a great InMail great?

  • Two strong adjectives to describe the opportunity.
  • Describe the role.
  • Describe your company highlighting what makes you stand out from your competitors.
  • The top qualities your ideal candidates will have.

Tina Dover’s Top InMail Tips

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  • This is what I can do for you!
  • Don’t hide the hook! Let the prospect know right away what’s great about your company and the opportunity.
  • Make it enticing to get back to you. Give the reader a reason to respond to you even if they’re not interested.

Tips for branding

  • Drive home the employer value proposition.
  • Always leave candidates wanting more from your comany.
  • InMail is the first touch point of the candidate brand experience.
  • Speak to how your company develops individuals.
  • Tell candidates what’s in it for them.

Tips to connect with your target

  • Be mobile-ready – 45% of LinkedIn traffic is on mobile. Write a message that is easy to read on a mobile device. It shouldn’t take too long to get to the point.  Make messages short and impactful so they are visible on an iPhone without scrolling.
  • Act like a recruiter, think like a candidate.
  • Be authentic, unique and personal.
  • Be a brand ambassador.
  • Relationships matter.

Jeremy Roberts, SPHR, is VP, Customer Experience at HiringSolved. He is the previous Editor of SourceCon. Prior to joining the ERE Media team, he spent over a decade working as a recruiter, sourcer, and sourcing manager. This time was spent in diverse environments, including third party agency settings (retained and contingent), recruitment process outsourcing (RPO) providers, and internal corporate HR departments. His previous employers include the MHA Group, Ajilon Finance, Korn Ferry Futurestep, Raytheon Space and Airborne Systems, and Randstad Sourceright, US. He resides in Corinth, TX with his wife and 3 children.

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3 Comments on “#InTalent Live Blog: Hit Your Target: InMail Best Practices

  1. I agree, enticement is key, and that starts with a proper subject line so they will reply even if they’re not interested. Subjects lines absolutely need to be about them, not you. Some favorites I have used myself in recent weeks? To a guy who was co-captain of his wrestling team in college: “What’s your favorite wrestling finishing move?” To a woman who works for a beer brewer: “What’s brewing in HR?” To a gentleman who has worked at Visa and Motorola: “I used my Visa to buy a Motorola Smartphone.” (Positive responses were received from all three of these.)

  2. Glen Cathey did a separate presentation on increasing inmail response rate at this week’s LinkedIn Talent Connect conference that was also excellent (had many subject line and message body examples along the lines of Joshua’s comment, and other important points) and deserves its own summary writeup here, too.

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