If you use LinkedIn’s inmail feature for recruiting, you are probably aware that they are changing their policy about unanswered messages. (The new policy was originally scheduled to take effect on January 1, but LinkedIn announced a delay — now end of January) In fact, the policy is not just changing … it’s doing an about face. It used to be that unanswered InMail messages were credited back to users after a week. The new policy is intended instead to reward compelling messages. The ones that get responses within 90 days. Moving forward, the ones that get answered are the ones that will return a credit back to the sender.
InMails aren’t cheap. Certainly this policy change will incentivize recruiters to more carefully craft and tailor InMail messages. But there’s another critical factor you should consider: whether or not someone responds to your InMail message isn’t just about the message.
When you reach out to a candidate (especially one who doesn’t know you) to share an opportunity, what do you think the first thing they do is?
They check you out, of course. You personally, and the company (or client) you are representing. (Some recruiters believe it’s better to warm up a candidate before springing a specific opportunity — to try to start a dialog before mentioning a specific opportunity. But many candidates dislike recruiters who play coy.)
So, make sure your profile makes you look like someone a candidate would want to talk to. Moreover, take a look at the LinkedIn company profile (the employer whose opportunity you are representing). If it’s like 90% + of LinkedIn company profiles, it isn’t even written for job seekers! It’s written for customers/prospects. Which is kind of silly: which group do you think is far more likely to read the company profile? Regardless, make sure the profile is compelling.
According to a job seeker survey The Good Jobs did, the far more likely source for research is the employer’s website.(79% as opposed to 57% for LinkedIn company profile.) Unless the website presents a really compelling answer to “would I want to work there? Why?” … that’s not going to compel candidates to respond. Especially the good ones. The discerning ones. The ones who have options, and they know it. That ever-elusive passive talent. And of course Millennials, who are widely recognized as being all about the “what’s in it for me?”
If you want to maximize your InMail response rates, keep this in mind! The Good Jobs can help. Check out our Talent Atraction Quiz to see how you measure up. If you’re interested in talking more, feel free to reach out: 414-949-JOBS (5627).
More info about the policy change can be found here:
By George Blomgren – Culture Strategy Director, The Good Jobs – email@example.com