The art & science of InMails: How to achieve higher response rates | Talent Connect 2017
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Come learn about how you can combine your instincts as a Recruiter with Linkedin insights to improve your InMail response rates. We’ll share the latest from our data and new features in our products to help you engage with top talent more effectively.
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The art & science of InMails: How to achieve higher response rates | Talent Connect 2017
- 2. The Art & Science of InMails: How to Achieve Higher Response Rates Jeff Weiner Chief Executive Officer Yasemin Alev Customer Success Manager Corporate Shawn Mealy Senior Customer Success Manager Staffing
- 3. Today’s agenda 1 Introductions 2 Winning The InMail Game 3 Why Change Your Tactics 4 How to Target and Personalize at Scale 5 Q&A 6 Wrap Up
- 5. What percent of InMails are sent to 11+ people at once?
- 6. 55%
- 7. InMail Batch Size •Represents 31% of all InMails Sent •Acceptance Rates are +22% above average 1 to 1 2-10 People 11+ People •Represents 14% of all InMails Sent •Acceptance Rates are -4% below average •Represents 55% of all InMails Sent •Acceptance Rates are -18% below average
- 8. What is the recommended length of words for an InMail’s subject line?
- 9. 1-2 words!
- 10. Breaking Down the Subject Length •Represents 18% of all InMails Sent •Acceptance Rates are +14% above average 1-2 Words 3-10 Words 11+ Words •Represents 71% of all InMails Sent •Acceptance Rates are +1% above average •Represents 11% of all InMails Sent •Acceptance Rates are -15% below average
- 11. What is the recommended length of words for the body?
- 12. 1-99 words (Which is about 4-5 sentences)
- 13. Breaking Down the Body Length •Represents 28% of all InMails Sent •Acceptance Rates are +17% above average 1-99 Words 100-199 Words 200+ Words •Represents 46% of all InMails Sent •Acceptance Rates are -1% below average •Represents 26% of all InMails Sent •Acceptance Rates are -17% above average
- 14. Why Change Your Tactics
- 15. Scenario 1 20% • 100,000 InMails sent • 20,000 InMails accepted 2017
- 16. 23% • 100,000 InMails sent • 23,000 InMails accepted • Suppose a 2% close rate of the 23,000 acceptances • 60 hires alone from the 3 percentage point increase Scenario 1 2018
- 17. 15% Scenario 2 • 50,000 InMails sent • 7,500 InMails accepted 2017
- 18. 23%2018 • 50,000 InMails sent • 11,500 InMails accepted • Suppose a 2% close rate of the 11,500 acceptances • 80 hires alone from the 8 percentage point increase Scenario 2
- 19. Downstream Impact • Increase the hiring bar • Decrease the time to hire • Better for your budget
- 20. How to Target and Personalize at Scale
- 21. Start with Your Audience
- 22. Find Your Global Talent Pool in Recruiter Build a search for anyone in your country who fits your desired skillset. Once you’ve found them, head to Search Insights to see where they live, work, and go to school.
- 23. Use Search Insights in Recruiter to Find a Slice of Talent Target based on current employer Years at the same job Field of study
- 24. Find the Gaps You Can Fill
- 25. What are pros and cons of their department/company? Be in the Know What is your talent pool saying these days?
- 26. LinkedIn Talent Pool Insights
- 27. Listen for complaints about their job lacking: Source: Inside the Mind of Today’s Candidate (https://business.linkedin.com/content/dam/me/business/en-us/talent-solutions/resources/pdfs/inside-the-mind-of-todays-candidate1.pdf)
- 29. What do they want to hear from you first? Source: Inside the Mind of Today’s Candidate (https://business.linkedin.com/content/dam/me/business/en-us/talent-solutions/resources/pdfs/inside-the-mind-of-todays-candidate1.pdf)
- 30. Don’t give them everything Make it about them Start Strong 1. If you do, they’re actually less likely to respond. 2. Leaving gaps makes them more curious. 1. People remember the first and last events best. What?! HOW!? 1. People are more motivated to help others when they believe they are uniquely qualified. Source: Inside the Mind of Today’s Candidate (https://business.linkedin.com/content/dam/me/business/en-us/talent-solutions/resources/pdfs/inside-the-mind-of-todays-candidate1.pdf) Source: 5 Psychological Tricks to Improve Your InMail Response Rate (https://business.linkedin.com/talent-solutions/blog/writing-inmails/2017/5-psychological-tricks-to-improve-your-inmail-response-rate) 2. It’s also a compliment to be recognized as having a unique and valuable skillset. 2. They’d love to hear from the HM if possible.
- 31. What might a compelling InMail look like? Hi [First Name], I’ve been on the hunt for someone who can fill our [Job Title] role and noticed that your background in [list a few relevant skills] makes you a unique fit. With how long you’ve been in your current role I imagine you’re probably ready for something a bit more challenging and a lot less stressful. Would you be willing to tell me more about what you’re looking to do next? Perhaps this Thursday? I look forward to chatting! Yasemin
- 32. Save the search alert so you can reuse this template with ease Send one message to the right audience
- 33. What tools can help us find hidden gems?
- 36. Stark Enterprises Globex Acme Corp Gringotts LLC Wayne Industries Enigma Corporation Lex Limited S.T.A.R.S. Corp.
- 38. • InMails are an art AND a science. • Every percentage point offers big gains. • Make every sentence count by gathering intel. • You can scale and personalize with a little help from Recruiter’s new tools. What have we learned?
- 39. Q&A
- 40. Thank you
Hinweis der Redaktion
- Candidates don’t have a lot of time to process and reply to messages, you are trying to catch attention and get them to reply Long messages = lots to process & obligation to write a long response. This translates into fewer responses. Use the InMail to hook someone, and then sell the job and company once they are on the phone Curate your batches for bulk InMail. If you’re going to use bulk, make sure you are looking at profiles
- *Based on 2% assumption closing rate With about 249 working days in a year ~400/day With about 25 seats that’s 16 inmails a day or 8 InMails a day with 50 seats
- *Based on 2% assumption closing rate With about 249 working days in a year ~400/day With about 25 seats that’s 16 inmails a day or 8 InMails a day with 50 seats
- *Based on 2% assumption closing rate With about 249 working days in a year ~200/day With about 5 seats that’s 40 inmails a day or 20 InMails a day with 10 seats
- *Based on 2% assumption closing rate With about 249 working days in a year ~200/day With about 5 seats that’s 40 inmails a day or 20 InMails a day with 10 seats
- So, now that we know the importance of making every inmail count, how can we do this at scale? We know that we have to keep it brief…like 5 sentences brief. Yikes. The only way to scale while personalizing is to find a small, specific slice of talent and target them based on what they have in common Here is how you find them, find what they like, and hook them into a response
- Linkedin, Glassdoor Groups
- Build this better/more in depth than what’s on the slide “arm yourself with data” <- if not in the description, prepare to sell against the competition.
- This is what they want to hear from you in the first message. (read some of this out loud) Yes. The message that needs to be about 5 sentences long. How on EARTH do accomplish this?!
- Now we’ve found a group to target and figured out what they’re interested in. How do you craft a compelling message and uncover hidden gems? Thesis of crafting message: Your message should be a blend of what your candidates want to hear and what your company or client uniquely has to offer. Find those gaps by doing some quick searching!
- This is what they want to hear from you in the first message. (read some of this out loud) Yes. The message that needs to be about 5 sentences long. How on EARTH do accomplish this?!
- Don’t give them everything: Fortunately, while candidates claim to want all of this information in the first message, they’re actually less likely to respond. (5 psychological tips) Make it about them, not you, the company, or the job. People are statistically more motivated to help others when they feel like they are uniquely qualified to do so. It’s also a huge compliment to be recognized as someone with a unique and valuable skillset. As it happens, compliments stimulate the brain in the same way as being given free cash. 36% of people you reach out to are already flattered just to be hearing from you! People remember the first and last events in a series better than those in the middle. So start with a strong message If you can, candidates prefer to hear from the HM - even mentioning the HM by name and saying s/he thinks the candidate is a good fit can invoke that authority without needing to have the HM message candidates.
- Recommendation, we don’t guarantee that this will work, every audience is different.
- Here is a screenshot of inMail Analytics that you may review within your Linkedin Recruiter Seat. For ambiguity, I selected a company rather than an individual. Keep in mind when you are reviewing inMail analytics you will see your own data automatically. From the top of the screen we can see our personal inMail Acceptance rates and how they change over time. For now, I am going to review search spotlights which are always located on the top of the search results within Linkedin Recruiter. The goal on this slide is to understand your “go to’s”. And as we can see, Open to New Opportunities and Past Applicants are by far the best. *Next Slide*
- 83 words
- Finally, we finish with your templates. This is what I would consider being the best insights into your messages. You can see which templates work and which do not. Jump into the live demonstration. Suggest maybe once a month – to see trends rather than individual points of data