We all know LinkedIn is a great platform to connect with potential candidates. Many hiring managers and companies use InMails to send candidates a quick message to see if they are interested in an opportunity. Often, responses are a short “Thanks, but no thanks,” or you receive no response at all.

If you identify a great potential candidate, you need to get your messaging right to get their attention. Templated and general messages won’t do the trick. You only get one chance to make a good first impression and hook them. Here are five tips from Toronto recruiters to write engaging recruitment InMails on LinkedIn:

1. Have an enticing subject line

Message on LinkedIn

Like any email, you need a strong subject line to get the attention of the job candidate. Without a good subject line hook, you risk losing the candidate. No matter how good your offer is, if you don’t have a subject line to get their attention, it will go unread. But avoid making it sound too spammy or the person may delete the message without reading it.

2. Personalize the communication

The second a candidate suspects you are using a template, you risk losing them. It’s important to personalize your message and directly address the candidate. Call out specific skills, experience, or even a specific message the candidate shared. Show why you are interested in them personally. Avoid using the same message for all candidates.

3. Make it clear you’ve reviewed their profile

Compliments go a long way. Check out the candidate’s profile and look for a skill, career milestone, or specific experience that you are impressed by. Speak about why you are interested in them and how they could be a good fit for the opportunity. Make it clear you have checked them out and have a genuine interest.

4. Get to the point

Think of your InMail as a quick pitch or elevator speech. Get to the point. Remember, the goal of the InMail is to get a response and start the conversation, not close them on the job.

5. Leverage connections in common

Having connections in common can help you quickly establish rapport and credibility. If you have connections in common, make sure to mention this in your message. You will be more likely to receive a response if you have common ground with the candidate.

More Recruiting Tips From Toronto Recruiters

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7 Tips to Conduct Highly Effective Social Media Background Checks

How to Effectively Use Social Media to Recruit Top Talent


IQ PARTNERS is an Executive Search & Recruitment firm supporting clients across the country. We help companies hire better, hire less & retain more. We have specialist teams of recruiters in Executive Search / Board & C-Suite, Technology, Media, Digital & Marketing, Accounting & Finance, Financial Services & Insurance, Cannabis, Startup, Data Science, Consumer, eCommerce & Retail, Operations & HR, Manufacturing, Supply Chain & Engineering, Legal & Professional Services, Pharmaceutical & Life Sciences, Non-Profit & Sustainability, and Sales. IQ PARTNERS has its head office in Toronto and operates internationally via Aravati Global Search Network. Click here to view current job openings and to register with us.

Bruce Powell Executive Search

Bruce Powell

Bruce co-founded IQ PARTNERS in 2001 and currently operates as Managing Partner. His personal background includes hands-on management experience in sales, marketing and marketing services. He has built management teams for a wide variety of marketing, communications, media and technology companies. He has also participated in several M&A transactions for service-based companies and is frequently called upon as a resource in the planning and negotiation of such deals.

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