Write compelling LinkedIn messages to capture candidates’ attention
“I wasn’t looking for a job, but your approach on LinkedIn was so different – personalized, authentic, human, clear – that I wanted to know more about the position and, as a result, agreed to meet you!”
That’s what many of our team members receive as feedback when first interviewing candidates! Just goes to show that an effective LinkedIn approach can turn a simple message into an opportunity to talk to top talent, even those who aren’t actively looking. 🤩
But how do you write messages that grab attention, spark interest and entice candidates to respond? Here are 4 key tips to improve your approach messages on LinkedIn and maximize your results.
1. Have a winning message structure
The key to a good message lies in its clarity and intent. To achieve this, follow a simple but effective structure:
- Warm introduction: Start by greeting the candidate in a personal and engaging way. Use his or her first name, mention a detail that shows you’ve actually consulted his or her profile, such as a specific experience or skill. Example: “Hello Sarah, I was impressed by your project management experience in the healthcare field!”
- Storytelling: Rather than listing facts, tell a story. Briefly introduce the company, its impact, and how the position contributes to its objectives. Example: “At [Company name], we’re transforming the way [industry] does business through [key initiative]. We’re looking for someone like you to strengthen our team.”
- Clear call to action: End with a clear indication of what you expect. Example: “If you’re curious to know more, I’d be delighted to discuss it this week. Would Thursday or Friday suit you?”
A structured message makes people want to respond and shows that you respect the candidate’s time.
2. Engage the candidate with storytelling
Candidates receive dozens of generic messages a week. To stand out from the crowd, you need to tell a story.
- Show the added value of the position: Explain how this role contributes to the company, but above all, how the candidate can play an essential role in it. For example: “As a future [job title], your expertise in [key skill] could help us achieve [result or impact].”
- Make the contribution meaningful: Candidates, especially those from emerging generations, are looking for meaning in their work. Emphasize how the position fits into a broader mission or values. Example: “Your experience in sustainability could really advance our mission to make our operations greener.”
Authentic storytelling lends a human and attractive dimension to your proposal.
3. Adapt to your target persona
The tone and content of your message should reflect the candidate’s profile. Personalize your messages to speak directly to their needs and aspirations.
- Identify the persona: Ask yourself the question: is it an early-career talent, a seasoned expert or a creative profile? A marketing intern might appreciate a light, dynamic tone with emojis, while an operations manager will expect a professional, precise message.
- Highlight the benefits that matter to them: The benefits you mention should correspond to what is valued in their field or career phase. Example: for a tech profile, mention the innovative technologies they’ll have to use; for an executive role, emphasize the strategic impact of the position.
- An example of adaptation:
o For a recent graduate: “I see you’ve recently completed a project in [field]. With us, you would have the opportunity to further develop these skills through [initiative].”
o For a senior: “Your experience in managing international teams could be a major asset for the development of [project] in North America.”
4. Discover your own tone
Every recruiter has his or her own voice and communication style, and this should be reflected in your messages.
- Authenticity above all: Your messages should reflect who you are. If you’re naturally relaxed and empathetic, let that be reflected in your messages. If you’re more formal, focus on precision and clarity.
- Test and adjust: Try out different tones and styles to see what resonates most with your candidates. Some messages may be shorter and more direct, while others may include anecdotes or a more informal tone.
- Keep it human: Candidates appreciate sincere exchanges. Respect the “no”!
In conclusion
Writing an effective LinkedIn message is all about creating an authentic, human connection. By structuring your messages, using storytelling, personalizing your tone and adapting your content to the candidate, you’ll turn your approaches into concrete opportunities.
👉 Would you like to recruit more effectively? Contact us to discover our customized strategies for recruiting and attracting talent.
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