Search for any candidate on LinkedIn using 40+ advanced search filters, keywords, and Boolean to narrow your results.

Automatically surface hidden talent with Recommended Matches, which are based on your hiring goals.

Prioritize candidates who are most likely to respond using the "Open to work" filter. 

Contact any candidate on LinkedIn with Recruiter’s messaging tool, InMail (up to 150 per month per seat).

Personalize your messages with customizable templates and slide-in candidate profiles.

Save time with bulk-messaging capabilities. 

Keep candidate information in one place and easily share it with your team using projects.

View your team’s entire history with candidates.

Share candidate profiles with hiring managers or clients for feedback. 

Easily pull usage reports to understand exactly how your hiring team is using Recruiter.

Create custom reports that reflect your company’s current hiring needs.

Gain insights across your hiring funnel to optimize your strategy.

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Current Status & Goals

• Current company InMail response rate: 15%
• Target response rate: 25%
• Competitive benchmark: 16-17% (Based on analysis of Michael Latas & Associates, S.R. Clarke & Associates, Kaye/Bassman, Hornberger Management Company, Goodwin Recruiting, and True Path)

Key Strategies for Improving Response Rates

1. Target Pre-engaged Candidates

• Focus on candidates already familiar with Kimmel brand (131% more likely to respond)
• Use LinkedIn's "Engaged with Talent Brand" filter
• Target segments:
• Company followers
• Past applicants
• Candidates never contacted via InMail
• "Open to work" candidates

2. Optimize Search Filters

• Start with basic role/location search
• Apply "Engaged with Talent Brand" filter
• Use "Recruiting Activity" filter to find candidates without previous messages
• Add "Company Followers" filter if desired
• Include "Open to Work" status for higher response probability

3. Craft Effective Messages

• Length requirements:
• Optimal: Under 400 characters
• Maximum: 800 characters
• Avoid exceeding 1,000 characters

• Personalization:
• Review candidate's full profile before sending
• Include specific references to candidate's experience
• Expected improvement: 15% higher response rate with personalization

4. Write Engaging Subject Lines

Example progression (from least to most effective):

• Basic: "Connecting to Discuss a Sales Position"
• Better: "Connecting to Discuss a Sales Position with a Specialty Global Forwarder"
• Best: "Your Freight Forwarding Experience is Needed"

5. Message Content Requirements

• Include key information:
• Work-life balance details
• Compensation range
• Benefits overview
• Company culture highlights

• Add a clear call-to-action
• Suggest specific next steps
• Provide your availability
• Request their preferred meeting times

• For job postings:
• Always include salary range
• Required for compliance in certain states

6. Important Don'ts

• Never send bulk messages without reviewing profiles
• Avoid generic templates
• Don't exceed character limits
• Never contact unvetted candidates

7. Utilize LinkedIn Tools

• Enable "Recommended Matches" feature
• Install LinkedIn Recruiter mobile app for:
• Real-time recommended matches
• Instant InMail responses
• On-the-go profile access

Best Practices Checklist

Before sending an InMail:

• Reviewed complete candidate profile
• Personalized message content
• Kept message under 800 characters
• Created specific, engaging subject line
• Included relevant job details
• Added clear call-to-action
• Verified candidate qualifications
• Included salary range (for job postings)

Support Resources

• Digital recruiting requests must include salary ranges
• Individual training sessions available upon request
• Search strategy review
• InMail template evaluation
• Additional guidance

Identifying Growing Companies with Talent Insights

Step 1: Access and Configure Talent Insights

• Navigate to Talent Insights from your LinkedIn business account
• Select "Create a talent pool report" to begin your analysis
• Configure your initial filters:
  • Set location (e.g., United States)
  • Select target industry
  • Choose company size range (recommended: 51-200 and 201-500 employees)

Step 2: Analyze Company Growth Data

• Navigate to the Companies tab within your report
• Sort the "Professionals" column by "1 Year Growth" (high to low)
• Review the resulting list of 100 companies that match your criteria
• Take note of companies showing positive growth and active job postings

Step 3: Generate Detailed Company Analysis

• Select a company name to view its detailed report
• Review key metrics including:
  • Total employee count
  • New hires in the past year
  • Current job postings
  • Team-specific growth data
  • Most in-demand skills

Identifying Hiring Managers

Step 1: Search for Active Hiring Posts

• Go to linkedin.com
• Enter the company name in quotes (e.g., "companyname") followed by the word "hiring"
• Filter results by selecting "Posts" in the upper left corner
• Review posts to identify hiring managers and recruitment activities

Step 2: Create Hiring Manager Leads in Recruiter

• Open promising profiles in new tabs
• Click "View in Recruiter" to access the profile in LinkedIn Recruiter
• Save profiles to a project folder (e.g., "Hiring Managers@CompanyName")

Important: Saving hiring managers to project folders enables notifications when they update their "open to work" status, helping maintain long-term hiring relationships.

Engaging with Hiring Managers

Step 1: Compose Initial InMail

• Use an engaging subject line (e.g., "Is this a good time?")
• Include in your message:
  • Your role as an available resource
  • Company-specific data from Talent Insights
  • Clear call to action for meeting

Step 2: Set Up Automated Follow-up

• Configure follow-up message to send in 3-7 days
• Access follow-up options under the initial message composition
• Include:
  • Re-engagement context
  • Restatement of your value proposition
  • Meeting request

Note: When a recipient responds to your initial message, the automated follow-up will automatically cancel. Your recruiter can also manually cancel scheduled follow-ups if contact is made through other channels.

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Sample Message Templates

Initial Outreach

Subject: Is this a good time?
‍
Hi ________,
I noticed your post on my feed and wanted to reach out as l am an available resource for [COMPANY NAME]. I noticed [COMPANY NAME] has experienced a 14% attrition rate and successfully rehired 97 employees in the past year.
‍
I specialize in building out companies and teams like yours. With your team still working on backfilling and growing, I'm confident I can help alleviate some of the workload.

Are you available to connect this Thursday at _ to discuss your how I can support your team with your current and future needs?

‍

Follow-Up Message

Subject: Meeting?
‍
Hi _______,

I wanted to follow up on my previous message regarding how I can support [COMPANY NAME] with your current projects and needs.

As an available resource and market expert, I can assist in all areas for [COMPANY NAME]'s hiring needs.

Are you available to connect later this week?

‍

Notes and Limitations

• This workflow requires both LinkedIn Recruiter and Talent Insights licenses
• Talent Insights data is updated every 24 hours
• Saved reports will update automatically as new data becomes available
• Company data can be exported for internal use but cannot be sold to third parties