LinkedIn Recruiter

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