10 Essential LinkedIn Inmail Tips: Stop Getting Ignored

The amazing thing about LinkedIn is that it allows you to connect one-on-one with nearly anyone in the world.

This has sadly led to the LinkedIn inmail becoming perhaps the most abused piece of communication ever.

Sadly, a few recruiters have ruined it for everyone. Candidates almost expect unsolicited inmails to be untargeted and spammy.

As a result, candidates are no longer interested in the majority of your messages. In fact, your inmails might even be seriously damaging your brand.

Here are 10 LinkedIn Inmail tips that you can use to change this and send your response rates through the roof:

1.Why are you sending the inmail in the first place?

Whenever you reach out to a candidate you don’t know, the goal should be to start a conversation. They (probably) don’t know who you are, and you’re trying to convince them why they should spend time talking to you.

This means you can’t just go in all guns blazing talking about your “opportunity”. You have to make a connection first,

Think about how receptive you are when you get a sales email out of the blue, pitching a product you’ve never heard of. You have no idea about the company, you don’t know the salesman and you don’t know how they got your email.

How many of you would reply? How many of you would even open the message?

You’re not going to seal the deal with your first message. It can be the first step towards making a great new hire or, if you get it wrong, it can be hugely damaging to your brand.

The goal should be to find out about the candidate’s career path and goals, introduce yourself and tell the candidate why you’re messaging them. These are the only KPIs at this stage.

When you find out a little more about their motivations, you can adapt your job pitch to fit their motivations and increase your chances of success.


2. Write an Inmail Subject line that doesn’t suck

As many as 35% of people will only open your message if the subject line resonates with them. Get this step wrong, and the candidate will never see your carefully crafted, witty message.

Importance of subject line

You need to strike a delicate balance between personal, (the recipient needs to think that your message was hand-crafted for them), and grabbing their attention.

Avoid generic subject lines like: “Job Opportunity at [Company]” and “New Role” – you can do better.

i) Keeping it personal

A personalised subject line is one of the easiest ways to convince a candidate that your message is just for them.

The simplest way to do this? Just mention the candidate’s name. This alone will increase your open rate by as much as 26%!

Keeping it Personal with Your Subject Line-

A subject line formula that we’ve found particularly effective is: “[Candidate Name: From [University or College] to [Company]?”

This is how this might look if Beamery were trying to hire me again: “Ben: From Oxford University to Beamery?”

This subject line works particularly well because it shows that you’ve taken the time to research their education.

Better still though is mentioning a mutual connection in your subject line. This increases your chance of getting a response by as much as 27%.

The reason for this is simple. The candidate may not have heard of you, but by mentioning a friend, colleague or acquaintance in the subject line you’re providing an endorsement of trust and giving them a reason to speak to you.

How much more likely are you to watch a film or visit a restaurant that a friend has endorsed? That seal of approval makes a huge difference to your decision-making process.

You can tap into that same impulse to get more opens and replies by mentioning mutual connections in your LinkedIn Inmails.

ii) Keeping it short and direct

Inmail subject lines should be as direct as possible.

You need to state exactly why the recipient should open the message in as few words as possible. If you’re wondering how many words is ‘perfect’, take a look at ubject line lengths and their corresponding open and click rates:

How Long is the Perfect Subject Line-
Source: https://litmus.com/blog/how-to-write-the-perfect-subject-line-infographic

If your not sure about your subject line, there’s even a tool that will let you test it for free!
See all 10 tips and the complete Beamery article

4 Mistakes Job Seekers Make With Their LinkedIn Headline

Don Goodman

If you’re job searching, being on LinkedIn is a must! Not only can you find recent and relevant job openings, but it also opens up the opportunity for employers and recruiters to find you, for you to do research on the company and specific individuals within the organization, and for networking.

Most of LinkedIn’s revenues come from recruiters who use it as a major source for finding talent and you want to make sure you come up in their searches. You also want to make sure that your LinkedIn profile is compelling and gets people to want to contact you. As the Headline is the first thing people will seem, here are some tips on how to optimize it.

1. Don’t let it default to your current job title and company.

When you don’t manually change your LinkedIn Headline, it’ll default to your current job title and employer name. While it’s alright to leave it like that, especially if you have a self-explanatory job title and work with an employer that is recognized, you can get better results when you take time to customize it.

Present a Headline that’s relevant to your target audience while you make your personal brand statement. The difference is a Headline that reads: “Sales and Marketing at XYZ Company” vs. “Sales & Marketing Executive for Fortune 500 Financial Services Firm.” The latter Headline does a better job informing others of what this person does, who they do it for and in what field.

4. Get creative. Be memorable.

Like the creative advertisements, a Headline that is written creatively and that is memorable will entice others to want to know more about you. Work your brainpower to come up with something powerful and unique.

A major battle job seekers have on LinkedIn is getting others to look at their profile, but with a customized Headline that speaks to the audience you want to reach, you’ll get results. The LinkedIn Headline may only allow 120 characters, but that’s your chance to hook others to view your profile.

See all 4 mistakes and the complete Careerealism article

LinkedIn’s Top Three Secrets To Getting Hired In 2016

LinkedIn’s Eddie Vivas has a front-row seat to the changes reshaping the job market. Here’s what he says you need to know.

Pop quiz: How many companies were looking for people with a background in cloud computing in 2014? So few that it didn’t even make LinkedIn’s list of the most sought-after job skills by U.S. employers. Just two years later, cloud computing tops that exact same list.

So how can you possibly prepare to stay ahead of changes you don’t even know are coming—changes not just in the skills you need to be competitive but also in the way we work, search for jobs, and get ourselves hired? For everything else that’s shifting unpredictably, a few things are staying pretty consistent, and some of that may surprise you.

Not too long ago, I started a company that focused on using data to help people get hired, and I’m now head of product here at LinkedIn Talent Solutions. I’ve had a front-row seat to some of the latest shifts we’ve seen in the job market and a few others that are on their way. Here’s what you need to know in order to stay ahead of the competition in 2016 and into the next few years.

1. It’s Less Who You Know Than Who You Know Knows

Our latest research shows that the number of professionals actively looking for jobs has increased steadily during the past three years, from 25% in 2014 to 36% this year. At the same time, the Bureau of Labor Statistics reports 5.5 million jobs remained open in May 2016.

That suggests many companies are holding out for “A” players with all the right skills at the same time that more and more professionals are looking to change employers. But they don’t seem to be finding each other—which means we may need smarter ways to get connected.

As ever, companies love hiring people who were referred through someone they trust. Even if you don’t know someone directly at a company, chances are you know someone who knows someone. We’ve learned it’s not necessarily your best friend who’s going to help you land that next job. It’s more likely to be your best friend’s former coworker, or even that coworker’s neighbor.

When we surveyed more than 500 people in North America who changed employers between February and March this year, 40% said they were referred by one of the company’s employees. But only a little more than one-tenth (11.7%) of respondents had one or more first-degree connections on LinkedIn at the company six months before they started working there.

That means most of these professionals scored that referral from second- and third-degree connections, not from people they were connected with directly. As our economist Guy Berger puts it, “It looks like it’s not who you know, it’s who you know knows.”

So while I wouldn’t downplay the value of a first-degree connection as a valuable “in,” it’s important to pay close attention to that second layer if you’re in the market for a new opportunity: Who you know who may be linked to a company that interests you—albeit by a matter of several degrees. A former colleague from a big accounting firm might not be able to offer you a direct path to the tech company of your dreams, but they may know someone who knows someone on the inside who’d be willing to make an introduction.

See secrets 2, 3, and the complete Fast Company article

The Worst LinkedIn Summary Ever

J.T. O’Donnell

Okay folks, I’m going to give it to you straight: There are certain phrases when used in a LinkedIn summary that have the same effect as nails on a chalkboard.

In other words, it’s such a turn-off as a hiring manager, it’s hard to focus on your profile as being credible after reading them. This is the profile summary someone asked me to review. I’ve underlined the phrases that make me want to cover my ears and run from my computer screen yelling, “NOOOOO. Not again!”

The Worst LinkedIn Summary

A dynamic leader with the ability to drive change and proven track record of high accomplishments in various areas. Highly organized individual, believes in empowerment and team work, highly adaptable, strong business sense, effective communicator, result-oriented, and can-do attitude.

What makes me cringe when I read this?

For starters, the person is being completely subjective. These aren’t facts about them (facts are backed by numbers and statistics). This summary is the person’s opinion of themselves – and it comes across as over-confident and canned. Honestly, it’s the worst use of a LinkedIn summary you can possible implement… especially during a job search.

If you are looking for a job in 2012, I am begging you not to ruin your profile with an unsubstantiated, over-used summary statement like this one.

What should be there instead?

Find out what should be there and read the rest of the Careerealism article

10 Things Your LinkedIn Profile Should Reveal in 10 Seconds

Sarah Landrum

Some people call LinkedIn the Facebook of the working world. While the platform definitely draws comparisons, employers don’t search it to be updated on your latest party or to play Candy Crush. They want to learn more about you and your professional experience.

Once an employer reaches your profile, they’ll want to know some things right away. Your profile should answer these ten questions quickly in order to satisfy employers who don’t have a lot of free time to spare.

2) Which Job Titles Suit You?

Chances are strong you’re not a one-trick pony. Your areas of expertise stretch beyond your college major or your current workplace. You may be a software developer who also handles the public relations sector of your business. You could be a lawyer who owns a construction business.

When you meet someone new, you talk about your careers. What would you say to this new person? That’s the job title that suits you. If all else fails, you can list a few titles that would fit you perfectly in your summary.

3) What Makes You Credible?

There’s one major place employers look to when wondering how credible you are: your work experience. Fill it out to the best of your ability. List where you’ve worked, cite what titles you held and provide a cohesive list of your responsibilities.

One new trend for this section is to quantify your responsibilities. Don’t just say “wrote code” or “sold houses.” Enhance your credibility by showing off the numbers: For example, perhaps you “wrote X lines of code for Y amount of apps” or “sold X houses in quarter Y.” These numeric values will instantly stand out from the rest of your profile.

Another place where employers look for credibility is your recommendations — we’ll have more on that later.

5) What’s Your Personal Brand?

Job hunting is all about marketing yourself. Think of the commercials you see on TV — they make products seem appealing and flawless.

Personal branding is like a commercial for you, and like most commercials, a branding statement is usually the driving factor. In this statement, you need to indicate what separates you from the rest. Create a tagline that is targeted towards your ideal employer.

Other things that can help you market yourself are logos and stylistic continuity.

See all 10 and the complete PersonalBrandingBlog post

6 Things Recruiters Want To See On Your LinkedIn Profile

Don Goodman

The right recruiter can put you in front of dream job opportunities. This is especially the case for higher-level positions because there are employers who will not publicly publicize a job opening, but solely rely on recruiters to source the right talent.

The good recruiters are paid by employers (as much as 20-30% of the annual compensation for the position) to find the right people for the job, so when you work with one, understand that their loyalty is to the employer. They are not necessarily there to help you find a job unless you have what they need to fill the job opening.

2) Summary

Your LinkedIn Profile Summary is very much like the Profile Summary for your resume. It needs to succinctly inform the reader what you bring to the table.

What you can do: Include information on your specialty as well as your core skills and accomplishments. Applying keywords and phrases that are relevant to the job will also help increase the chance of your profile showing up in recruiter’s search results.

3) Experience & Skills

Recruiters want to know you can do the job and do it well. Detail what you’ve accomplished and how you’ve used skills to achieve success and results.

What you can do: Present measurable results. In some instances, results aren’t easily quantifiable so present qualified results. For more help on measuring results, read “How To Quantify Your Accomplishments On A Resume.” Recruiters are also doing searches based on skills, so you want to include key skills for the job in your profile and get them endorsed. Read tips on improving your “Skills & Expertise” section from the article, “How To Make The ‘Skills & Expertise’ Section Of Your LinkedIn Profile Work For You.”

See all 6 things and the complete Careerealism article