How to up your LinkedIn recruitment game

Social networking is changing the hiring landscape. With platforms like LinkedIn accessible to everyone, it’s now easier than ever to get in touch with candidates from all markets. Top candidates are bombarded with messages every week from companies and recruiters trying to persuade them to join their teams, and in turn candidates have become immune to these recruitment efforts. Knowing how to approach candidates whether they’re active or passive is really important for catching their attention and getting them to seriously consider you. So, how should you engage with candidates on LinkedIn?

First impressions count

Imagine you’re a top developer sat at your desk in the morning sifting through a week’s worth of LinkedIn messages. How do you decide which ones to read?

The subject line.

35% of people will only open a message if the subject line interests or resonates with them in some way. According to a recent marketing report, personalising messages with the recipient’s first name resulted in a 50% increase in response rates. However, it’s not just name personalisation that’s been proven to catch attention. According to LinkedIn themselves, some of the most enticing InMail subject lines include the name of a shared connection or topic of shared interest. Doing your research and finding common ground with the candidate could make a huge impact on the open rates of your messages.

Avoid the sales pitch

One of the biggest turn-offs for candidates is feeling like they’re being sold to. Rather than trying to make a hard sell on a job role, start an open conversation and offer the chance for a casual chat about projects coming up or future opportunities. By taking the softer approach, you can begin to build relationships with candidates making them much more willing to open up about new appointments.

Focus on the opportunity

When you approach a candidate on LinkedIn, it’s likely that they won’t actively be searching for a new role. However, 82% of workers stated that they’re open to hearing about new opportunities, even if they aren’t looking for a new job. A study by Stack Overflow highlighted that for tech candidates in particular, the most important factors for assessing a potential job are:

  • The benefits offered
  • Opportunities for professional development
  • The environment and company culture

With this in mind, don’t just go straight in with the job title, salary and a list of desired skills. Talk about the opportunity, being specific about the perks of your company, cultural values and goals; this will be much more appealing to the candidate.

Be transparent

Everyone likes to feel wanted. When you find a candidate to message on LinkedIn, be completely transparent about who you are and why you’re reaching out to them. Whether it was some specific experience you saw on their profile, a particular achievement that caught your eye or a recommendation from another person, tell them what stood out to you. Being honest and upfront with the candidate from the start will make them much more likely to engage with you.

Build relationships

The reality of recruiting tech candidates is tough. It’s likely that you’ll face a lot of rejections, but that doesn’t mean you need to cut all ties and lose contact with these candidates forever. Stay in contact with the people you engage with and work on building a talent pipeline for the future.

If you want more advice on hiring technology candidates, check out our blogs 5 rules for hiring software developers and how to build an effective candidate recruiter relationship.

Information Technology