{"id":997,"date":"2023-03-02T09:50:00","date_gmt":"2023-03-02T09:50:00","guid":{"rendered":"https:\/\/mo.work\/uncategorized\/10-linkedin-recruitment-outreach-examples-for-sourcing-great-candidates\/"},"modified":"2025-04-11T09:24:06","modified_gmt":"2025-04-11T08:24:06","slug":"10-linkedin-recruitment-outreach-examples","status":"publish","type":"post","link":"https:\/\/mo.work\/insights\/10-linkedin-recruitment-outreach-examples\/","title":{"rendered":"10 LinkedIn Outreach Examples for Sourcing Great Candidates"},"content":{"rendered":"\n

We all know how disheartening it can be to list a great job and get hardly any responses. Even the best adverts occasionally fail to generate interest. Or you might be getting plenty of bites but none that are quite the right fit. Sourcing great candidates is hard.<\/p>\n\n\n\n

That\u2019s when some LinkedIn outreach can pay dividends when sourcing great candidates . We\u2019ve put together ten LinkedIn recruitment outreach examples to help you  with sourcing great candidates.<\/p>\n\n\n\n

Why is recruiter outreach important?<\/h2>\n\n\n\n

Don\u2019t sit back and hope that the right candidate is going to drop into your lap, get out there and find top talent for yourself. The right outreach message can snag the interest of the kind of top talent who rarely sets out to hunt for a new role.<\/p>\n\n\n\n

Accessing these passive candidates offers a real competitive advantage and the opportunity to drastically shorten the amount of time needed to fill empty roles.<\/p>\n\n\n\n

What\u2019s so great about recruiting on LinkedIn?<\/h2>\n\n\n\n

When you\u2019re looking for new and interesting candidates to fill a role, there\u2019s no better place to start than LinkedIn. It\u2019s such a massive and well known professional social networking site, you\u2019re guaranteed of finding all sorts of talent. <\/p>\n\n\n\n

Your first port of call should be the potential hires who\u2019ve marked themselves as actively looking for a job, but there\u2019s no need to limit yourself to them. In fact, LinkedIn says<\/a> that an amazing 90% of global professionals want to hear from a recruiter and are open to chatting about potential opportunities.<\/p>\n\n\n\n

Example: A great LinkedIn recruitment outreach message<\/h2>\n\n\n\n

While it would be wonderful to have the time to craft a unique and personalised message every time, the smart choice is to create a few flexible templates that you can edit for each candidate.<\/p>\n\n\n\n

Here are a few great components for the outreach messages you send on LinkedIn.<\/p>\n\n\n\n

1. A strong subject line<\/h3>\n\n\n\n

When you send a message on LinkedIn, you have the opportunity to include a subject line. If you have any link to the candidate at all, through a previous position or a shared interest, this is the first place to use it. If not, then focus on making it as eye-catching and punchy as possible.<\/p>\n\n\n\n

2. Include the potential hire\u2019s name<\/h3>\n\n\n\n

No one likes to feel as though they\u2019re being targeted blindly, so always be sure to include the name of the person you\u2019re contacting. That extra touch can make a big difference. LinkedIn found that personalised messages performed 15% better<\/a> than bulk ones.<\/p>\n\n\n\n

3. Mention why you chose to target them<\/h3>\n\n\n\n

Do they have an impressive back record? Have they got interesting hobbies listed on their profiles? Have they worked for the company you\u2019re recruiting for before? Boomerang employees can be a valuable addition to a team. Whatever it was that made you think they were worth contacting, be sure to let them know. A little bit of flattery can go a long way, especially if it\u2019s sincere and shows you\u2019ve paid attention to their profile.<\/p>\n\n\n\n

4. Leverage any connections you might have <\/h3>\n\n\n\n

Have you worked with anyone they know? Have you recruited someone they are friends with? If you find any connections in your network, it\u2019s well worth mentioning the people you have in common. This gives a potential hire more reason to pay attention to your message over and above any they get from other recruiters.<\/p>\n\n\n\n

5. Share details of the particular role you\u2019re recruiting for<\/h3>\n\n\n\n

This can be a tempting stage to skip, but including specifics gives your candidate a better idea of whether connecting is worth their time. A 2023 report from LinkedIn found that 90% of respondees<\/a> wanted to see the responsibilities in a job advert and 89% wanted to see salary ranges.<\/p>\n\n\n\n

Even if they don\u2019t like this particular role, leaving them with a good impression can make it more likely that they\u2019ll respond positively to your messages when a role that does suit them shows up.<\/p>\n\n\n\n

6. Give a flavour of the company and its culture <\/h3>\n\n\n\n

A company\u2019s culture<\/a> is very important to the majority of potential employees. If you\u2019re able to communicate the values and atmosphere of an organisation, you\u2019re more likely to attract their attention.<\/p>\n\n\n\n

7. Highlight any particular perks <\/h3>\n\n\n\n

If the role has some great perks, like solid employee reward and recognition programs<\/a>, flexitime, a focus on wellbeing or strong employee development commitments<\/a>, then be sure to shine a spotlight on them.<\/p>\n\n\n\n

8. Add a call-to-action <\/h3>\n\n\n\n

Give the person you\u2019re contacting a clear reason to get back in touch with you. Tell them when you\u2019d like to hear from them by or ask a question \u2013 anything to open a dialogue.<\/p>\n\n\n\n

9. Send a friendly follow up<\/h3>\n\n\n\n

If you don\u2019t hear back, then it\u2019s worth sending a follow-up message. Don\u2019t copy and paste your previous message, send a new one and make sure to keep the tone light and breezy. Reiterate that you think they\u2019d be a great candidate for the role and say that you\u2019d love to hear from them if they have time.<\/p>\n\n\n\n

10. Choose the right time to send your message<\/strong><\/h3>\n\n\n\n

Don\u2019t send recruitment messages out on a Friday afternoon or a Saturday, when candidates are least likely to want to engage. Schedule them for earlier in the week for a better response rate.<\/p>\n\n\n\n

Things to watch out for in your outreach messages<\/strong><\/h2>\n\n\n\n

There are a few things that are worth avoiding when you send messages too. For example:<\/p>\n\n\n\n