Alex Elliott’s Post

Recruiters – A simple 5 stage framework to supercharge your email response rates: 1. Subject line The two things that determine your open rates are the subject line and the preview text of the introduction. For your subject line, the key principle is that the more it sounds like an internal, rather than external email, the more likely is to be opened. Therefore keep it a) 1-3 words max, and b) no use of adjectives or “salesy” language. 2. Introduction The preview text is where the prospect will see the introduction and because you have such limited space it’s essential you’re super direct (no fluff or filler words.) Your objective is to grab the prospect’s attention so they decide to continue reading past the preview text / intro. Three good ways to do so: a) warm intros b) strong personalisation c) compelling social proof. 3. Hook Research + implication + reason for the approach = the hook. A great hook should: a) show that you have knowledge of the prospect: the specific reason you’ve approached them b) identify what the implication of this research is: why it’s relevant to them c) explain how this is linked to the value you offer: the reason for the approach. 4. Call to Action The CTA should be the only question you ask; data suggests that as soon as you start asking 2+ questions, response rates tank. It should also be low friction, which you can do by asking for interest, rather than time. Simple examples could include: a) does it make sense to discuss? b) can I share with you? c) please advise? 5. Length. And finally - the shorter the better. Research suggests 100 word maximum works best, though less is always more.

There is a policy on LinkedIn Recruiter & Recruiter Lite that you all need to be aware of On May 1st, LinkedIn published information about a policy that most recruiters in my client base weren't aware of LinkedIn is tracking your Inmails every 14 days and you MUST keep your response rates above their minimum standard If you don't you will be restricted I think that this is GOOD news! It's to fight the overuse of bulk messaging and automation The same issue as automated emails Which I have been SHOUTING about recently Spammy, interruptive and low response rates Now, to help you and your agency INCREASE your reply rates on LinkedIn I am running a FREE Webinar TOMORROW 15th May at 11am UK Time This 30-minute session will cover: - Details of the policy - How it can affect you - A proven process to improve response rates If you'd like to attend the session, comment 'invite me' below and we will reply with your link to the session Even if you can't make the live session, sign up and we will send the video recording and free resources afterwards See you there PS. Tag a colleague or industry peer who uses Recruiter or Recruiter Lite and needs to know this! Together, we are stronger! :)

Recruiters, your Linkedin is a database. Why send out cold emails? Why send cold inmails? Why spend money on cold automation tools to get low response rates? Most of you already have 5k connections on Linkedin. That’s 5000 people who are (hopefully) relevant that are ready to speak to you. You have an opportunity to speak to 5000 people at scale. 1. Create content that is relevant. 2. Maximize the engagement. 3. Follow up with candidates/clients who show interest. If you have any questions about how to do any steps send me a message 🙂 Good luck today :)

Intrigued to know if any of my recruiter contacts have been affected by the new InMail restrictions?.. Some useful pointers in the post below to stop you from being impacted by this change 👇

99% of the job seekers send cold emails to recruiters and not even 1% of them are even opened. Reason? Weak Email subject line! So let’s check the best email subject for jobseekers 👇🏻 [1] Subject: Why I’m Worth Contacting for the [Title] Position This is my favorite subject line because it shows clarity, is based on a Value Proposition, and has a direct call to action! In Email content for this - Start with a “strong interest” - Add “Relevant Experience/Education” and focus more on “track record [ key accomplishments, such as increasing sales, improving processes, or launching successful campaigns] using specific Skills” Subject: 3 Reasons Why I should be hired for the [Title] Position This subject piques the recipient's curiosity and promises to be Structured and Concise unlike most email tends to be. In Email content for this- Add your 3 biggest selling points.  [A] Key skills or areas of expertise uniquely position You to contribute to [Company] [B] Relevant project, initiative, or goal matching the Job description [C] Experience/Background in the relevant industry with highlighting specific achievements. Subject: Can I contribute to team [Company Name] It’s an interesting question and subject line, it’s Company-Centric based on Value Proposition with a thought-provoking question. In Email content for this-  Express interest in contributing skills and expertise to the work being done at [Company Name]. Add Experience or background that has equipped you with an understanding of [mention relevant industry trends, challenges, or technologies], which I believe would complement [Company]'s mission. These are some of my favorite Email subject lines for job seekers. Let me know which one you liked the most [1], [2], or [3] in the comments!

Cold calling for new business in November? Here’s why that’s holding you back. Let me be clear—I’m not saying cold calling doesn’t have a place in recruitment. It does. But let’s be real… most recruiters would rather do anything else! Here’s the crazy part: the recruitment industry is packed with niche recruiters who have HUGE LinkedIn followings. It’s almost criminal they’re not using it properly. Think about it: - You’ve got hundreds, maybe thousands, of 1st-degree connections. - These people chose to connect with you. - But instead of using that, you’re spending your time focused on the people in the market who don't know you? It’s like ignoring a CRM full of known contacts and heading for the yellow pages! 😂 Here’s what I’d recommend instead: 👍 Don’t let cold calling be your only strategy. 👍 Start engaging with the connections who already know you. 👍 Offer real value, build relationships, and watch them come to you. Remember, your existing network is your net worth. It’s time to actually start treating it that way. P.S. Want to learn how to turn your LinkedIn connections into a lead-generating machine? Comment "FREE," and I'll give you access to my free training.

Cold Email Templates? Here's the truth: 𝐆𝐞𝐧𝐞𝐫𝐢𝐜 = 𝐅𝐨𝐫𝐠𝐞𝐭𝐭𝐚𝐛𝐥𝐞 Recruiters can spot a template from a mile away. So, how can you stand out? 𝟏. 𝐒𝐢𝐳𝐞 𝐃𝐨𝐞𝐬𝐧'𝐭 𝐅𝐢𝐭 𝐀𝐥𝐥: ❌ Tailor your message to each company. Research is key. 𝟐. 𝐒𝐤𝐢𝐩 𝐓𝐨 𝐓𝐡𝐞 𝐏𝐨𝐢𝐧𝐭: No one has time for a novel. Keep it short and sweet. 𝟑. 𝐏𝐞𝐫𝐬𝐨𝐧𝐚𝐥𝐢𝐳𝐞, 𝐏𝐞𝐫𝐬𝐨𝐧𝐚𝐥𝐢𝐳𝐞, 𝐏𝐞𝐫𝐬𝐨𝐧𝐚𝐥𝐢𝐳𝐞: Make it unique to the recipient. Show you care. 𝐇𝐨𝐰 𝐭𝐨 𝐰𝐫𝐢𝐭𝐞 𝐚 𝐜𝐨𝐥𝐝 𝐞𝐦𝐚𝐢𝐥 𝐭𝐡𝐚𝐭 𝐚𝐜𝐭𝐮𝐚𝐥𝐥𝐲 𝐰𝐨𝐫𝐤𝐬? 1️⃣ Subject Line: Grab their attention. Be different. 2️⃣ Simple Language: No need for fancy words. Be clear. 3️⃣ Purpose: State your ask upfront. Be direct. 4️⃣ Research: Tailor your email to the recipient. It makes a difference. Effective cold emailing takes effort, but it's worth it. Follow these tips to up your chances of getting a response. What's your experience with cold emailing? Share your wins (and fails) in the comments! #coldemail #resume #coldemailtemplate

So here LI goes again with the whole "cold calling is dead" nonsense. (I swear people just recycle content that they posted 6 months ago to get the same pod members supporting the same post, with maybe one word changed). Is cold calling dead? No, no it's not. Are some people better than others and as a result have higher success rates. Yes, yes they are. Is it a skill you can learn, develop and refine in order to become better at it? Yes, yes it is. Are there other outreach methods that you can use? Yes, there is. Are any particularly better than others? Well, you could argue the telephone is the best since its existed for decades. However, I'd say it depends on the skill you've learned. Some people are great at emails, some people are great at sending packages, some people are great at LinkedIn, some people are great at cold calling. So, can we stop all this "cold calling is dead" nonsense now and stop pushing your false agenda and just admit that different outreach methods work better than others for different people? Good. Thanks, Literally the whole world. #rec2rec #recruitment #coldcalling

⚠️ Recruiters are being hit with new account restrictions on LinkedIn FYI. From now on, LinkedIn will be assessing the response rates recruiters get on their InMails... ... and if your response rate falls below 13%, then your ability to send bulk InMail on LinkedIn Recruiter will be restricted. LinkedIn's help page says: "If you send 100 or more InMail messages over a 14-day assessment period and have a response rate less than 13%, you'll see a banner at the top of your Recruiter homepage... ... If your response rate does not improve and exceed 13% at the end of the grace period, you will be placed in an InMail Improvement Period, and your bulk InMail service will be disabled for 2 weeks." You can find more on this here: https://lnkd.in/eR_PUE5r 💡 What can you do to stop your team from being impacted? Some possible steps to consider: ✔️ Send shorter InMails - LinkedIn advises that shorter messages are more likely to receive a response. ✔️ Keep your InMails conversational - the more people feel like they are being sold to, the less likely they are to respond. ✔️ Switch to permission-based marketing. Instead of trying to pitch candidates on a role in your InMail, instead say you've got an opportunity you'd like to share with them and ask if you may send through further details. ✔️ Dial back your reliance on sending bulk InMails and instead send fewer InMails that are individually customised to the recipient. Your response rate will increase - and you'll then have bulk sending available to use at those points you really need it. Is this impacting your team already? Any other suggestions of how to address this situation? Would love to read any thoughts in the comments. #TalentAcquisition #LinkedInRecruiter #StaffingIndustry

How many messages does it take a Recruiter to get 15 candidates setup on the calendar? Cold Email: Average Cold email response rate: 1%-5.0%+ ➡ Cold Emails needed: 300-1500+ but if only half of the replies are interested, you will need to double these numbers to get 30 candidates interested in a discussion about the role. LinkedIn Inmail: Average Inmail response rate: 25%-30% ➡ Inmail Credits Needed: 50-60+ Indeed Messages: Average Indeed response Rate: 30-40%+ ➡ Indeed Credits Needed: 37-50+ Indeed and LinkedIn give you the ability to get a higher response rate because they essentially give you an opted in audience. Receiving messages about opportunities on these two platforms rather than receiving it over a cold email, makes a difference. If you represent a cool and exciting brand that people recognize, you may get a better response rate no matter the channel or way you reach out. Agency recruiters may need to keep a company name confidential in the message which takes the reply rates down, so it is important to note, all these are based on averages. Agency Recruiters usually will be more open to cold calling everyone who does not reply, which increases thier odds of getting candidates.