LinkedIn survey: The best way to send a recruiting message

a personal connection with your targeted


Finding and hiring the perfect candidate for a job can take
months, but there’s a simple step that could make the process
much more effective:

Send your initial recruitment message from a manager, not a

LinkedIn conducted a survey of 14,000 professionals around the
world to determine the universal elements of a successful talent
recruitment effort. The report, titled “Inside
the Mind of Today’s Candidate
,” has 13 key findings,
including the risk you run by having a recruiter reach out to a

It’s not that recruiters do worse at finding the ideal candidate
than a hiring manager for the role would, it’s that candidates
feel more flattered when it’s the manager who makes first contact
with them.

LinkedIn found that 56% of those surveyed were more
likely to positively respond to a recruitment message if it came
from a hiring manager rather than recruiter.
surveyed said that they perceived the manager as having more
authority, and were less likely to consider the message part of a
mass outreach to quickly fill a job opening.

Other findings include:

• Most applicants turn to a company’s website for job postings
(53%), with LinkedIn postings coming in second (38%).

• Candidates most want the outreach message to contain a detailed
job description (89%), and strongly prefer to have a salary range
included (72%).

• About half of those surveyed said they follow corporate
accounts on social media to track job listings.

• The majority of applicants (65%) do research for their job
interview on the company’s website. LinkedIn found that it works
in the company’s favor to be transparent about the interview
process rather than filling it with surprises, so that you can
see candidates at their best. It praised the way Google and
McKinsey provide this resource.

• Candidates are comfortable with three job interviews, but start
to be turned off past that number.

• The top three things candidates want before given a job offer
are a conversation with someone on the leadership team, prompt
follow-ups, and a sense of how they performed in an interview.

• A bad job interview on the manager’s part can cause an
applicant to lose interest, according to most applicants (65%).

You can download the full report at LinkedIn »

Leave a Reply

Your email address will not be published.

thirteen + 3 =