LinkedIn Recruiter Announces New Restrictions on InMail Open Rates

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LINKEDIN RECRUITER RULE CHANGES & RESTRICTIONS

LinkedIn recently has begun cracking down on some of the below listed offenses. LinkedIn Recruiter users with an InMail response rate of 13% will be suspended from sending messages for 14 days. LinkedIn Recruiter product users whose reponse rate dips below 14% will no longer be able to send bulk InMail messages to candidates for a period of 14 days.

Earlier this year, Recruiter users were no longer allowed to send group messages to second and third degree connections. I’m certain we will see more restrictions and guidelines with regard to messaging and recruiting on LinkedIn.

Personally, I like this change. LinkedIn is a great recruiting resource. However, it’s one that many recruiters have begun to rely on too heavily focusing more on mass messaging than building relationships and engaging potential hot leads and candidates.

How to Increase Your LinkedIn InMail Response Rate

The key to increasing your open rate can be accomplished in just 5 easy steps:

  • Get Customized. Focus on customized messages that clearly establish that you have took the time to research and learn about the candidate. This means leaving the mass messaging behind and focusing on customized notes, emails and phone calls that let the candidate know they are important and that you aren’t sending the same mass message to 500 other candidates just like him/her.
  • The Referral Email. The referral email is a favorite strategy of mine and is a common tactic of recruiters looking for new candidates to source that might be considering a change but haven’t actively applied for a job opening. I personally, focus on referers who have spent the effort and time building relationships with peers. My favorite referers are the ones who have an active LinkedIn or Meetup.com group that I’m able to tap into rather quickly. Personally, I prefer the referral phone call over the email to let the person know I’m a recruiter who is focused on quality relationships with candidates.
  •  The LinkedIn Twitter Punch. Twitter is also an effective social network to engage beyond automated job postings and messages. The LinkedIn Twitter punch is a great way to ensure that your InMail actually gets read. I like to go the extra mile and tweet and follow the candidate I’ve just messaged on LinkedIn. A simple tweet to the candidate can be, “@twittername, just shot you over a LinkedIn note. Let’s connect. Love your tweets about Dr. Who too.”
  • High Quality Less Messaging. Whether we like it or not LinkedIn’s restrictions and response rate requirement is forcing recruiters to slow down and focus more on quality than mass messaging. No candidate wants to feel like one of the lucky 200 that received the same InMail note. Focus on just messaging a handful of candidates, do the research and customize your message to dramatically increase your response rate.
  • Time Saving Templates. I’m all about shortcuts that make the best use of my time and having a handful of InMail and email templates is a simple way to quickly copy and paste a message to a candidate and still allow for time to customize it appropriately. I like to use the Drafts section of my email or create multiple email signatures allowing me to quickly and easily send a candidate message without spending 15 minutes hunting for that Word doc I saved to the company share drive.

The key to increasing any type of engagement or marketing response is by understanding your intended audience and researching the best and most effectively ways to gain their attention and ultimately a response either a candidate referral or a qualified candidate that is interested in your job requisition and opening.

The Power of the Employee Referral [INFOGRAPHIC]

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Each Friday The Recruiter’s Lounge is going to bring you Infographic Fridays. We’ll be finding really interesting and different infographics to share. Hope you enjoy!

Inforgraphic Highlights

You’ve heard it once and you’ll hear it again, the employee referral is key to high rentention. Over the past five years there has been nothing but hard evidence on why employee referrals constantly perform above and beyond an outside hire. This inforgraphic explains why you should push your employees for referrals and take them seriously.

Learn How Recruiters Are Using Social Media [INFORGRAPHIC]

ADV: New Book: "Resume Forensics" is a quick and easy guide to finding free resumes and passive candidates on the web.

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Each Friday The Recruiter’s Lounge is going to bring you Infographic Fridays. We’ll be finding really interesting and different infographics to share. Hope you enjoy!

Inforgraphic Highlights

  • 48% of recruiters said they only use LinkedIn.
  • How many connections do you have? The average has 616 connections.
  • Recruiters aren’t active on Twitter, 75% have less then 100 followers.

Career Sites Are GOLD [INFORGRAPHIC]

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Each Friday The Recruiter’s Lounge is going to bring you Infographic Fridays. We’ll be finding really interesting and different infographics to share. Hope you enjoy!

This week we’re bringing you an inforgraphic about the importance of career sites within your recruiting strategy. Check out our friends at TalentCircles if you’re looking for a cost-effective career site for any sized business!

Inforgraphic Highlights

  • 75% of your career site should be about candidates searching for jobs
  • 79% of visitors to your career site will start an application
  • 31% of people that apply on corporate career sites will get hired (good news for candidates!)
  • 21.5% of the traffic that visits your career site want 30 days to apply, career sites keep your candidates alive.
  • 35% will start an application when finding jobs on a job aggregator (sad day!)

Thanks to Successfactors for the inforgaphic! Check out TalentCircles if you’re interested in starting your own career site! 

TalentCircles Transforms #HRTech & Wins HR Solutions Provider Award

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SAN BRUNO, CA — Global business leaders identified talent as a top five priority in 2014 according to new research from the Conference Board. Technology, particularly in the human resource industry, is an important catalyst to drive this business change.

TalentCircles is at the forefront of this talent-­first philosophy with their innovative cloud based HR technology solution. TalentCircles is an interactive talent engagement platform and was recognized by CIO Review among the Top 20 Most Promising HR Technology Solution Providers of 2014 in the July issue.

“It is an honor to be selected by CIO Review as one of the 20 most promising HR Technology providers,” says TalentCircles CEO, Marylene Delbourg-­Delphis. “HR transformation is the vehicle for organizations to better pursue their hiring goals and further their competitive advantage. We provide the interactive HR technology toolbox connecting recruiters to the best qualified talent pools for current and future job openings.”

TalentCircles manages the end-­to-­end talent acquisition process and allows companies of any size to build their talent community through engagement with these candidates even before a job opportunity becomes available at the company. Once recruiters have a job opening, they are able to search within their existing talent network for qualified candidates that are a match to their specific job requirements before the opening is posted on job boards.

TalentCircles offers a variety of ways for recruiters and job seekers to engage within the community through document sharing, blog posts, webinars, job postings and notifications, video introductions and interviews. “Candidates will be interested in you, if as an employer, you are interesting to them,” says Delbourg-­Delphis. “Our technology is an important component in the fundamental shift away from the reactive recruiting model. We power a proactive and relationship-­based recruiting model that enables recruiters to hire better and faster.”

About TalentCircles: TalentCircles, a technology firm based in the Silicon Valley, offers a transformative approach to talent acquisition by enabling organizations to create and manage their private branded talent pools. Hiring is a huge problem for large, small and midsize businesses. TalentCircles solves this pressing problem with a solution adapted to the needs, behaviors and expectations of job-­seekers in the 21st century. We offer an outstanding experience to potential candidates and we give recruiters the capability to proactively manage the needs of their organization.

For additional information, contact Susan Magrino: [email protected] or call 888-­280-­0808.