How to Spice Up Your LinkedIn Messages to Candidates

A well-crafted, spicy LinkedIn message is the first step in engaging top talent. Initial communication between you and candidate is the first impression you will make on them. Let‚Äôs make them remember you ‚Äì  just like they remember eating jalape√±os.

Your first message to them sets the stage for more to come. Creating a positive message that will engage and spur a response is what will carry you through the hiring process.

So how do you put a little spice into your outreach?

A catchy subject line

Get creative in your subject line and use information in your candidate’s profile to catch them.

For example, if you are recruiting someone who works for a video company, you could use “What’s your favorite video game?” They will be more inclined to open the message if it peaks their interest.


My number one rule in any initial LinkedIn message is: PERSONALIZATION. This is the key to success. If you personalize your messages with information such as name, background and things you have in common, the candidate is less likely to click ‘read’ and ‘delete’ and move on. Adding personalization establishes a real connection with the person you’re reaching out to.

Isn’t a major part of recruiting building relationships with people?

Here are the different spices you can add in your messaging.

Mention any Shared connections or groups.

For example: I am a fellow member of the __ group and I saw your comments about ____. I’d love to stay in touch so we can talk more about it.

Remind the candidate if you have met before.

 For example: Hi __ we met before at ___. I wanted to catch up and see how you are doing. I might have something you would be interested in. Let me know when you are available to catch up!

 Mention the candidates name and background.  

 The worst thing you can do as a recruiter is send them a generic message  that has no personal information about the candidate and that same message could be sent out to 20+ different candidates. Make sure to address the candidate by name and how their current experience could fit into a new and better role.

 Don‚Äôt talk about yourself ‚Äì talk about them.  

For example, don’t do the typical “My name Is __ and I work for __.” Make your initial message about them and how they fit into the role. Talk about yourself later.

Make it short and sweet.

Get to the point and don’t make them read an essay.

Only reach out to qualified candidates.

There is nothing less satisfying than opening a LinkedIn message from a recruiter saying they are looking for a candidate with 10 years’ experience and you only have 5 years. Quality over quantity, people!

Put a call to action.

At the end of each message you should include a call to action which could be a simple “please reply” or “let’s set up a follow up call, an in person meeting or a formal interview.”

LinkedIn messages are a powerful recruitment tool. If they’re used thoughtfully, they can be enormously effective as a way to connect with candidates.


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