What is InMail?

For the sake of recruiting, InMail is an approach where recruiters send direct and targeted messages to potential candidates about a job opening. You could consider it like a cold call for recruitment.

What are the benefits of InMail?

There are several benefits to using InMail in your recruiting process:

• It widens your pool of candidates. You’re not limited to only the candidates that apply. Instead, you’re taking an active approach to finding more candidates.
• It captures their attention. Because of their nature as direct messages, InMail messages can be eye-catching and help you get more visibility on an open position. Candidates may pay close attention when they get an InMail request because it stands out.
• You can see if they’ve seen the message. Even if you activate read receipts on traditional emails, you may not know if a potential candidate received your message. Emails can end up in a spam folder or be missed in a busy inbox. However, depending on the platform you use to send yourdirect message, this might not be a problem. Some platforms allow you to see when a recipient has read your message. So, at the very least, you’ll know where you stand with the candidate.

Emailing candidates: Do’s and don’ts

Whether you choose to leverage InMail or to email potential candidates using more traditional software, be thoughtful in your approach. Keep in mind that any unsolicited emails need to be eye-catching and as clear as possible. Sending the right message can increase your chances of a positive response. Understanding how to write a cold recruitment email is vital, so here are a few quick tips to get you started.

Do: Write a personalized subject line

Consider that your recipient may have a very active inbox. Sending an email with a generic subject line may result in your message slipping between the cracks. You can avoid this by having a personalized subject line that clarifies this message was intentional. Consider adding their name or a personal detail in the subject line.

Here are some examples of personalized subject lines:

• Feeling unfulfilled at Pagett Transportation Logistics? Shipshape Logistics wants you!
• Avery Newman, I have a Senior Project Management position for you.
• Avery Newman, would you like to work at Shipshape Logistics?

Don’t: Send an overly long message

Like any first contact, your first emailis about capturing the candidate’s interest and starting a conversation with them. You don’t need to overshare in the initial outreach, so provide them with a short and transparent overview of the position. In most cases, just a few paragraphs with a link to the job posting could be enough to find out more if they’re interested.

Do: Consider timing

If you speak to someone in marketing, they’ll tell you the importance of sending emails at specific times to increase the chances of the email being opened. Well, the same is true for cold emails.

When sending (or scheduling) a message, ask yourself how you would feel about receiving it at that time. Aim to send your message earlier in the day and be sure to stick to typical business hours.

Don’t: Send mass messages

Emails, includingInMail, can be highly personalized outreach, but aren’t necessarily ideal for a mass recruitment effort. Spend time researching each potential candidate to truly understand how they can make an impact in the role. Each profile needs to be researched, the message personalized and the responses tracked.

By focusing in on a limited group of potentially high-impact candidates, you can make those steps much easier and more streamlined. Remember—the more targeted and researched your list is, the higher your potential chances of finding a candidate who will be interested in discussing the position.

Do: Offer clear next steps

Your message should contain a clear call-to-action (CTA). By the end of it, the reader should know exactly what to do next if they’re interested. A clear CTA lets them know how to respond and what the next steps will be.

Don’t: Delay replying to responses

Make sure to prioritize replying to any responses you receive, ideally in the same day you receive one.Engaging with the candidate quickly ensures you connect with them while they’re still interested in the opportunity.

Templates for email reach out

Still trying to figure out how to craft a great cold recruitment email? Here are some templates for you to grab inspiration from, each with a different focus:

Example one: Describing company benefits

Hello Avery,

I noticed you’ve been at Pagett Transportation Logistics for three years. Are you looking for a change? My name is Tracy Gold, and I am the lead recruiter at Shipshape Logistics. We currently have a Project Manager opening we’re looking to fill, and your experience in the logistics industry tells me you have what it takes to excel at this role.

Shipshape Logistics is a fantastic organization offering all employees above-market benefits and pay, along with five weeks of vacation days! On average, employees stay with Shipshape for at least seven years because of our culture and benefits.

You can view the job description here if you want to learn more about the position.

I would love to get some time on your calendar to chat further about all this. How about next Tuesday at 12:30 for a 30-minute chat?

I am looking forward to hearing from you.

Thanks,

Tracy Gold

Example Two: Focusing on career advancement

Hello Avery,

You’ve held a Project Manager title for the last five years. Are you ready to become a Senior Project Manager?

My name is Tracy Gold, and I am the lead recruiter at Shipshape Logistics. We currently have a Senior Project Manager opening, which could be your next career step. You would have the opportunity to lead a team and handle global projects that impact all of Shipshape Logistics. I believe you have the skills and experience to excel in this exciting role!

You can view the job description here to learn more about the position.

I would love to get some time on your calendar to chat further about all this. How about next Tuesday at 12:30 for a 30-minute chat?

I am looking forward to hearing from you.

Thanks,

Tracy Gold

Is InMail right for my recruitment process?

InMail has a lot of benefits and can be very helpful in recruitment efforts, but it’s not the right fit for every situation. Here is when InMail might be the right choice for you:

• You aren’t getting a lot of quality candidates applying.
• You have the time to dedicate to doing InMail right (researching targets, sending personalized messages and responding quickly if they reply).
• You know what to look for online to understand that a candidate would fit the role well.
• You believe you can “sell” the role easily.

Ultimately, deciding if InMail is the right approach is up to you. It’s a recruitment strategy that can be very effective if you have the time to dedicate.

Ideally, InMail should be one of several recruitment approaches you’re trying when filling a job. That way, you don’t have all your “eggs in one basket,” and if InMail isn’t working for this particular role, you have other avenues that might be more effective.