You’ve done your homework and sourced your candidates (probably on LinkedIn), well done!

Now it’s time to get in touch with them! But will you be reaching out to each one individually? No way, that’ll take ages! 👴🏻

Let’s be honest here, automation is the way to go!

… when you do it well! 😏

No worries though, I’m here to help you set up the perfect workflow to contact and follow up with your candidates in a super personalized way!

Let’s go 👇

Recruiting Outreach best practices with LGM

There’s no best campaign or workflow when it comes to outreach, it ultimately just depends on your:

  • Segmentation
  • Copywriting (goes hand in hand)
  • Company
  • etc.

However, I’m not just going to leave you hanging! I’ll go over our best practices that we share with our own customers, and even use in our own recruiting campaigns! (…Because of course we use LGM to recruit 🥸)

Start with LinkedIn or Email?

As you may already know, LGM is a multi-channel outreach automation tool. You can automate a ton of actions on a multitude of channels:

  • Email
  • LinkedIn
  • Twitter
  • Manual Tasks

That said, when it comes to recruiting, Email and LinkedIn are just the main channels, at least when it comes to the first steps of outreach.

So the answer to the eternal question: ‘Should I start with LinkedIn or Email?’ is finally answered right here:

As you can see, it’s quite blue…

So yes, as far as I’m concerned, you should always start with LinkedIn! For two main reasons:

  • You only have access to their LinkedIn at first: With how LGM’s enrichment works, on the one hand, you’re way more likely to get your hands on a candidate’s LinkedIn profile than their email.
  • Personal Emails: On the other hand, the good news is LGM scrapes candidate’s profiles for their personal email!

Add a connection note to your request

This is a no-brainer.

One, a LinkedIn note with your connection request allows you to present your offering in the first touchpoint.

Otherwise, if you’re not part of the candidate’s network, you literally have nowhere else to reach out to them. Missing out on connecting with talent that perfectly fits your job description would be quite a shame, wouldn’t it?

This way you can ensure you’re not leaving anyone out, and you’ll pique the interest of 100% of the candidates in your audience.

Two, it’s quite a shortcut to know who’s interested and who’s not…

Since you’re being forthcoming with what you want with your connection request, you know that if they accept you, they’re interested in the role. If not, they’re not interested…

Don’t really know what to write, I got you:

Hi {{firstname}}, we’re currently looking for a new Client Partner to join La Growth Machine. Your profile matches those who have excelled in this role. Are you actively looking?

(170 characters)

Use voice messages

Did you catch it?

I included a voice message in this campaign, as we all do now in any of our recruiting campaigns. It truly is a game-changer… 🤯

Many people are totally oblivious to the fact that they can send voice notes, let alone the fact that a tool like LGM can automate it!

The most challenging aspect of engaging with candidates is getting their attention. Well you can rest assured that with this, you’ll definitely be grabbing their attention!

Still not convinced, here’s some data to change your mind 👉

We have a full guide about how to use LinkedIn voice messages for your recruiting needs, make sure to check it out!

It can be intimidating to record yourself, I know. Don’t worry about it! Just relax, be straightforward and transparent, and don’t forget to smile before recording!! Trust me it comes through.

Here’s the example from our own recruiting campaign that I showed you earlier:

Keep your copy short, direct, and transparent

When it comes to automation, it’s tempting to send lengthy messages with all the information about the job in the hopes that this will catch the candidate’s eye. But this is wrong for two reasons:

  • When people receive such lengthy messages, they immediately ignore them. Nobody likes to receive unending messages from people they don’t know. Even if they mean well, they’ll put the message off till later, which is basically forever…
  • Your aim in contacting candidates is NOT to convince them to apply immediately, but to understand if they’re open to a discussion and what they are looking for. Only then do you start presenting your pitch.

And LinkedIn shared the stats to back this up:

  • Another interesting fact: Avoid sending InMails on Saturday (and probably Friday too)
  • Personalized InMails perform about 15% better than ones sent in bulk. So if you’re recruiting for a top-tier job position, make sure to personalize your whole campaign!

All and all, when it comes to recruiting, the shorter the message, the better to get a conversation started! 🙂

Final Thoughts

The essence of effective recruitment outreach lies not just in the tools you use, but how you use them.

Automation -particularly with LGM, is here to streamline the initial steps of connecting with candidates.

However, ultimately, the success of these tools hinges on your ability to personalize your outreach and maintain genuine human interaction at every touchpoint:

  • Targeted messages only, no spray and pray.
  • Start on LinkedIn, people take themselves less seriously on there.
  • Keep your messages concise, relevant, and transparent.
  • Always analyze and iterate!

Happy recruiting! 🙂