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Amine is La Growth Machine's content manager. He is responsible for the blog content, covering topics related to prospecting, LinkedIn, growth hacking, and lead generation in general. Apart from writing awesome articles, you can find him creating bizarre cocktails or listening to podcasts while cooking. A psychopath, I know 😱

Embarking on the journey of effective sales recruitment requires a strategic approach that transcends traditional methods.

You have to be able to identify the right talent, know how to appeal to candidates through good copywriting, and provide them with an attractive offer

In this article, we explore a compelling recruitment campaign that unveils the complete workflow you need to follow in order to successfully recruit new sales staff with La Growth Machine.

Recruitment Campaign: The Workflow at La Growth Machine

The recruitment campaign process at La Growth Machine is built upon a structured workflow that prioritizes personalized engagement and meaningful interactions.

Let’s delve into the key steps of this effective strategy:

Leveraging LinkedIn for your recruiting operations:

It’s important to note that the sequence will always start with LinkedIn. Unless you’ve managed to identify candidates on another database and managed to get their personal emails.

But most of the time, you’ll use Sales Navigator or LinkedIn Recruiter to identify and import your leads since you don’t have their personal emails, yet… 😉

You can easily do this via the Leads section on the tool whereby you will choose how to import your list of leads or if you want, you can create one from scratch.

import leads

So you have your list of leads ready to go, onto unpacking the multi-channel sequence.

Step 1: Profile Visit

This is pretty standard when sourcing new talents. Visiting the candidate’s profile is the basis of all our sequences.

The person sees that I’ve been to their profile, that I’m interested in them, maybe they’ll go and check out my own LinkedIn profile, and learn a little more about what’s going on at my company.

Think of it as a subtle company awareness move. And as a result, they’ll at least have an idea of what I do once I approach them.

Step 2: Contact Verification

Then, what we did in this campaign was to check whether the person was a connection or not using the “Is A Contact?” condition on La Growth Machine.

Example 🔍

You’ve been evolving in the indsutry, you’re a salesperson, or maybe you’re a recruiter.

You’ve already approached quite a few salespeople, so you’d want to check that they’re no connected to you already.

It’s also because the first message you send to the candidate will vary depending on this particular condition.

Logically, this brings us to two possibilities:

  • If NOT a Contact: I’ll send an invitation to join their network. The key, of course, since we only have LinkedIn to contact our candidates, is to send a connection request message.

Hey {{firstname}}, we’re recruiting Client Partners 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?

Expert Tip 🧠

In any case, it’s always the same, but all the more so in this case, we really want to know if the person is open to the market or not.

So, you see, I did something really straight to the point, no bogus talk, no trying to sell you the job, I just want to know if you’re actively looking or just keeping your options open.

I start to tease a little and show that they can be successful in this position (since it corresponds to those who perform and make bonuses). I’m also not shutting the door in case they’re not actively looking.

  • Wait: I let some time go by because we don’t have an email to fall back on. In this case, I’ve decided to wait three weeks.

Why? 🤔

I figure that if the candidate accepts me too late and I’ve already made progress in the recruitment process, it’s no big deal.

Even if I’ve finalized the process and they turn out to be interested, I’d say, well the process is over, but I’ll keep them in the pipeline. I’d tell them we’re going to be recruiting next year, so why not interview them now?

That way, we’ll be in touch for the next time.

Step 3: The first message(s):

As soon as there’s an acceptance, I follow up, as you can see, with two messages in a row:

  • The first is to thank them for accepting my request, give them a little taste, and sort of quickly brief them on the job. I also highlight the people we work with, to see if they might be interested.
  • The second, is a simple: “Here’s the job posting, if you want to know more [LINK]”.

Expert Tip 🧠

Sending two messages in a row is very “chat-like”. And we really want, even more than usual, to create this human connection.

So we really want them to have the impression that it’s not automated, maybe hide that fact so that the person feels sort of special and that you’re really interested in them.

  • If IS a Contact: In this case, I don’t have to send then the connection note. And my message will change a little. I don’t say thank you for accepting. I’m a bit straight to the point and I’ll reiterate what I said in the first DM. I.e. presenting the job, highlighting the partners, etc.

Related Posts 📔

We dive way deeper into the message copywriting for each message in our article: “Recruit Top Sales Professionals Thanks to These Effective Messages”.

Follow the link for insights and strategies that enhance your ability to recruit top sales professionals.

Step 4: Voice Message

Now that my workflow is merging, I’ve decided to wait five days and send a voice if they haven’t replied yet. You can afford to be a little faster, but you can’t be too pushy either. The idea is to bounce back and set a good pace.

Expert Tip 🧠

I’ve actually opted for a Voice Message here because we have learned that in recruiting, it’s what really makes the difference between you and a recruiter who just sends you InMails. A voice message is so personable, so genuine.

🌟 Here are our top tips for sending voice messages on LinkedIn:

  • Smile when recording your voice message: Literally force yourself to. It will come across, trust me. It conveys a warm sparkling impression that encourages the recipient to engage in conversation.
  • Don’t be specific in what you’re offering: So they’ll think, okay, that’s a great approach. Plus, they seem nice, I’d love to talk to them.
  • Keep it concise: Around 40 to 50 seconds is enough.
  • Add details about your company: Whether you are a bootstrapped company, work fully remotely, etc. Own it!

Step 4: Personal Email Verification:

What I did next, I check if I have their personal email via their LinkedIn profile. Some people choose to share that information and La Growth Machine automatically scours for it using the “Has Perso Email” condition.

  • If I don’t: I immediately send a DM. I’m not really trying to be pushy. Right after the voice, I send a message: “And if you prefer to exchange by e-mail…”, and then I share my e-mail address.

Example 🔍

Maybe the person isn’t really on LinkedIn. Maybe they’re using it, because they’re a salesperson, for automation purposes only, and they don’t want to initiate the exchange via LinkedIn.

So they’ll write to me with their personal email address, and that’ll give both me and them another channel if they prefer.

  • If I do: Since I have their personal email and can contact them directly, I’ve decided to wait for 4 days, giving them enough time to respond. After that, I’ll reach out using my professional email.

Expert Tip 🧠

These two messages are really meant to open up another channel.
In the first scenario, I don’t have an email address, but I’m offering my own. That way, if they’re interested, they can contact me. And on the flip side, when I do have their personal email, I switch channels.

And of course, you open with the multi-channel classic: “I’ve written you a few LinkedIn messages…”. Since I still want them to go and see my LinkedIn messages:

  • I highlight what’s been said on there.
  • I have my Voice Message, which is a big added value in recruiting.
  • And so on…

Moreover, via email, I can afford to be a little more structured. So, I use bullet points and I ask the candidate one last time if they’re interested in exchanging.

Final Thoughts:

If we take a step back, it’s a fairly short sequence, spanning a bit over two weeks. Two, three weeks, tops, is more than enough for this kind of campaign.

You see, it’s not like in prospecting, where maybe the prospect wouldn’t be interested in what you have to say right now.

When someone approaches you to talk to you about your personal life, i.e. your job, and you’re currently searching, logically, if you’re interested, you’ll respond quickly.

So there’s no point in persistently following up. The candidate will just make themselves available soon enough.

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