If you’re sending an unsolicited, cold message, the subject line is even more important. Up to 35% of recipients will only open your message if the subject line resonates with them. The words you use here can have an enormous effect on open rates. When you sit down at your desk every morning and sift through your emails and LinkedIn messages, how do you decide which ones to open and which ones to delete? The subject line. Great messages start with great subject lines What are the tactics you need to start using to prevent candidates from ignoring your messages? 1. We need to use more advanced messaging techniques, and take the time to craft templates that at least seem personalized. Ironically, sometimes these messages are so untargeted that recruiters end up sending them to other recruiters! Most of them are just the same recycled template, and as a result, many great candidates have become completely desensitized to recruiters. Some top developers get hundreds of messages every week. The best candidates are literally swamped. There’s another important detail here too: around a third of candidates might be opening your messages, but the actual response rate is far lower. If you were unsuccessful almost two thirds of the time in any other business function, would your boss be happy? LinkedIn is essentially encouraging this mentality with the metrics that it highlights: The LinkedIn sales department will tell you that you’re hitting it out the park if you get a 38% InMail open rate. Some recruiters have developed the mindset that if they send enough messages, they’ll get results. This makes it difficult to avoid reducing candidate outreach to a numbers game. Any recruiter can bulk buy InMails and send messages to whomever they want. LinkedIn has democratized recruiting, and suddenly everyone is accessible. How many messages do you think top candidates get from recruiters every day? “The people you want to reach the most are the ones who, by default, delete emails.” (Seth Godin)
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