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You can draft the best recruiting message there is on the face of the planet. However, if the candidate feels happy in their current role and/or isn’t currently looking for a new one, well you’re kind of toast…
Lucky for you, with La Growth Machine, you can easily target and outreach people who have shown interest in your brand.
And that’s why I’m here! In this article, I’ll show you exactly how LGM is the best tool for you to reach out to candidates you know will be interested! 😉
Wanna see how the magic happens? Read on 👉
What are interest signals?
Interest signals are exactly what their name entails: actions that showcase an interest in a brand and/or in this case, a job position.
These actions are typically performed by the candidate inadvertently, all you have to do is look for them! They can range from looking up the career section on your website to
engaging with your content on social media.
Exemple 🔍
For the sake of simplicity, I’ll stick to the most obvious (underrated) signals on LinkedIn that are extremely easy to spot and eventually automate with LGM:
- People who liked and/or commented on a job-related LinkedIn post
- People who participated to an event you hosted (…or not 😏)
- People who follow your company page
Grabbing these candidates’ attention and implementing this approach in your recruiting strategy is extremely important! Why?
- It’s a smaller audience, so it’s better segmented: In fact, the smaller the audience, the better the campaign performance.
- Reach the right person, at the right time: A good recruiting -or any outreach campaign is all about targeting the right people, with the right message, at the right time. Here, there’s no doubt that the person is genuinely interested.
- Use the right copy: You’re contacting the candidate for a specific reason, so your copywriting is better suited to the situation and can give way to a natural conversation.
A recruiting campaign example based on intent signals
I’ve talked at length about how you can easily automate the import of audiences based on their interactions with your brand on LinkedIn, follow the 👈 article linked just here to find out how.
For this article, I wanted to give you something more actionable that you can utilize right away -An LGM campaign!
Here’s the sequence:
It’s a fairly simple sequence:
- We start on LinkedIn since we don’t (yet) have access to their Email
Expert Tip 🧠
The way LGM enrichment works is that the tool can find personal emails really easily for you because most -if not all, LinkedIn users don’t hide the email they signed up with from their network.
This, typically being their personal email, is then easily scraped by LGM and their contact is then enriched!
‘Why look for personal emails? Finding their professional one is much easier?’ 🤨
And you’re right, it is much easier! But we want to avoid reaching out to candidates for a new job position on the email related to their current role… This seems self-explanatory as you don’t want to embarrass the candidate or put them in an awkward spot with their colleagues. Especially if they haven’t asked for it… They’re being outreach out of the blue.. 😅
- Then we fall back on Email just to utilize the full multi-channel power of LGM 😏
- Lastly, we end up with a call. Nothing beats reaching a candidate on their phone. It’s our last resort, so we go all out!
New Feature ! 💡
You’ve been waiting for it, well here it is: you can now add calls to your prospecting campaigns! And it couldn’t be simpler:
1️⃣ I build my sequence or use a sequence template that includes a Call block.
2️⃣ I launch my campaign.
3️⃣ When my Call task arrives, the sequence stops to give me time to make the call. I can see all my pending calls in the Tasks interface.
4️⃣ Once the call has been made, the sequence resumes.
✚ A little plus: an email summarising the pending call tasks is sent to me every morning.
Let’s dive into the steps in detail 👉
LinkedIn outreach
Here’s the workflow:
- Is a contact? I start off my sequence by checking if the candidate is already in my network or not. This is a good reflex to have for any recruiter since you probably talked to people whose profiles would match the job before. Do not hesitate to dig into your own network before starting off fresh!
- Add relation: I add the person if I’m not already connected to them. I’m a proponent of adding a note with my LinkedIn connection request (we all are at LGM) because it simply acts as a ‘pre-filter’ since people you’re reaching out to know why you’re contacting them.
Hey {{firstname}}, I’m looking for a new Client Partner to join La Growth Machine, and your profile matches those who’ve performed brilliantly in this position. Are you actively looking or keeping an eye on the market?
205 characters
- Send Voice: This is an LGM special! As far as I know, this is an Exclusive feature that we have: the ability to automate voice notes on LinkedIn! No one ever expects to receive a voice note on LinkedIn, let alone suspects that it’s automated.. 😉And lucky for you, you can even customize your introduction so that each message is tailored to the person receiving it! Check it out right here
Expert Tip 🧠
The voice note kind of reiterates my connection note as in I quickly describe the role, why I’m reaching out, and ask if the candidate would like to know more about it.
As you might’ve noticed, there’s one more message right after.
This is done to emulate human behavior -there’s nothing more human than sending two or more consecutive messages. The message reads:
“Here’s the link to the full job description: {{link}}
Fallback on Email & Call
If the candidate didn’t reply to our (awesome) first part, that’s okay!
Maybe they’re busy, maybe they’re on vacation, who knows… 🤷♂️
No matter, the campaign goes on:
- Visit Profile & Wait: Literally what it implies. The profile visit acts as a soft reminder/ follow-up to check my previous messages since the person gets a notification. I leave them a day to check it, if they don’t reply… 👉
- Send Email OR LinkedIn Message: If, for some reason, I still wasn’t able to reach the candidate, I send them one last written follow-up either by email or on LinkedIn (if I couldn’t enrich their personal email) that goes somewhere along the lines of:
Hey {{firstname}} what do you say? Does {{jobTitle}} seem like a good match for you?
Let me tell you a bit more about {{identity.companyName}}! It’ll give you more of a reason to think about it!
{{explanation}}
- Call: Lastly, I finish by calling them on their phone because there’s just no better way to communicate than in person. You get so much more through, and they don’t have to read hundreds of words to understand what the job entails! There’s no standard script I can put here, so instead I’ll just give you some tips on how to handle it:
🌟Tips for “cold” calling someone:
- Smile before and when it’s time for the call: Literally force yourself to. It will come through, trust me. It conveys a warm sparkling impression that encourages the recipient to engage in conversation.
- Be specific in what you’re saying
- Keep it as an exhcange: The goal is not for the candidate to immediately get hired or apply, it’s to keep the conversation going.
- Sprinkle in details about your company: Whether you are a bootstrapped company, work fully remotely, etc. Add bits and pieces about your corporate culture so they know what they’re getting themselves into!
Follow the link to find out my top 10 cold calling techniques
Final Thoughts
That’s it! That was one of our (many) recruiting campaigns that I ran thanks to LGM!
The idea is to humanize the approach as much as possible! That’s why I added voice notes, a Call button, etc.
If you don’t want to interact with the candidate by voice from the get-go, what makes them trust you? Don’t forget, these people don’t know you and you’re asking them to potentially leave their job for a new one.
You have to build trust and automate only the initial outreach! You automate enough so that you get ahold of them as efficiently as possible. But once they reply, it’s on you to convince them to listen to what you have to say!
Happy recruiting! 🤝
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