- Prioritize candidates most likely to respond, selected specifically for your company
- Identify candidates who have previously applied to work at your company
- Pinpoint candidates connected with employees at your company
- Recognize candidates who are actively engaged with your brand
- Custom message templates tailored to different candidate types
- Bulk messaging that sends up to 25 InMails at once
- 150 InMails per month for each seat
- InMail pooling across account seats, so recruiters can allocate InMails as needed
- Track InMail response rates and performance
- Identify high-performing templates and messages
- Compare InMail performance to industry benchmarks
- Gain a holistic view of your team’s performance
- Recipients view subject lines first, then determine whether a message is worth opening
- Concise, catchy subject lines intrigue candidates and stick with them
- Mobile audiences — accounting for 57% of LinkedIn traffic — prefer short subject lines
- Include a quick anecdote that makes you relatable to the candidate
- Show you know that the candidate’s qualifications and experience are suited to that specific role
- Use Recruiter to view the candidate’s connections, groups, work background, education, and interests to find common ground
- View candidate highlights in Recruiter to discover if you share a previous employer, which increases your chances of a response by 27%
Source: LinkedIn Data, 2021
- InMails between 200 and 400 characters are 16% more likely to receive a response
- Shorter InMails aren’t guaranteed to overperform, but they do tend to see higher response rates
- Keep your target audience in mind to better understand how long your InMail should be
- Leveraging your network to find mutual connections is proven to increase outreach response rates
- The more connections you make as you browse LinkedIn, the more second- and third-degree connections you can uncover to boost your network even more
Source: LinkedIn Data, 2015
- Avoid unnecessary information that doesn’t offer a clear call to action
- Stay away from embedded links that distract from your message
- People unaware of industry-specific terms can be confused and close your message
- Prospects looking to transition into your industry might not yet know the nuances of it
- Center your conversion around a clear, focused agenda
- Read your InMail back from the candidate’s perspective before sending in order to spot confusing areas
- Make the InMail part of an ongoing conversation instead of just redirecting the candidate to an application
- Don’t make the candidate do heavy lifting (ex: asking them to share their network for referrals)
Source: LinkedIn Data, 2015
- InMails sent out between Monday and Thursday have increased response rates
- InMails sent on Saturdays are 16% less likely to get a response compared to those sent during the work week
