Gabe Mendelsohn’s Post

My superstar Principal Customer Success Manager Anthony Flood is regularly giving advice to our customers and partners on how to drive effective InMail response rates. If there is one thing to take from this article: shorter is better! Interesting to see the industry and functional trends. I work with a number of Retail companies and it is great to see the average InMail response rate is 16% higher in this sector. What works for you? Have you been utilising the Gen AI function to help you craft customised InMails? #DirectSourcing #LinkedInRecruiter

Did you know that SourceWhale has its very own text generation tool, designed especially to assist recruitment professionals? WhaleGPT is a specialised feature that enables users to create personalised, impactful communications for candidate outreach. This technology simplifies the messaging process by generating tailored content for emails or SMS based on specific campaign types and contextual inputs provided by the recruiter. For a detailed step-by-step on how to use WhaleGPT, head over to our partner SourceWhale's website and learn more: https://lnkd.in/dxs_VSYR

You can touch base with 100 of your hiring managers right now. Without annoying them. No calling or emailing. Here’s how… Publish a LinkedIn post. -Educate them -Share a relevant win -Highlight a pain point Here’s the challenge: Make it about them. No hashtags, no rocket emojis, no selfies. No call to action. Text only. Give “value” as they say. Now do that 3x + automate m your ICP connections. You’ve got phase one of the digital outreach system down. P.S. ^ This turns full desk recruiters into time saving, high response rate machines when done right

"Frazer, I've just called you as I noticed you have messaged me consistently for years and for that reason, you're the first Rec2Rec I've called" This is what I heard after answering my phone to an incoming call this afternoon Everyone knows Rec2Rec is a candidate driven market and in this type of market, it pays to be the 3 P's: 1. PERSISTENT - data shows it takes 8 touch points before getting a green light 2. PERSONABLE - 10x the value if they've actually looked at your profile 3. PROBING - you are most valuable when you've taken the time to understand what the candidate wants Here's the stats: Highly Personalised Messages → LinkedIn outreach messages with high levels of personalisation tend to achieve response rates of 20-50% or even higher. Lightly Personalised Messages → typically see response rates of around 10-20%. Generic or Template-Based Messages → Often sees response rates below 10%, sometimes as low as 3-5%. Takeaway: Don't send generic templates and hope to speak to great people!

🌟 Unlocking Talent: The Art of Finding Hidden Gems! 🌟 In today’s competitive landscape, traditional hiring methods often miss out on extraordinary talent. As an email scraper, I specialize in uncovering those hidden gems that others overlook. 🔍 Why settle for the usual candidates when you can discover the exceptional? Here’s what I bring to the table: - Precision Targeting: Leveraging advanced scraping techniques to pinpoint potential candidates who align perfectly with your needs. - Data-Driven Insights: Providing insights beyond names and emails to shape your hiring strategy. - Streamlined Processes: Cutting through the noise to help you connect directly with the talent that truly matters. ✨ Ready to revolutionize your hiring process? Let’s connect and discuss how I can help you build a dream team that propels your business forward. #Hiring #TalentAcquisition #Recruitment #DataDriven #BusinessGrowth

Recruiters, stop manually searching for jobs and customers. Use LinkedIn data and automation instead. How? Start by asking the right questions: 1. Who is your target customer and candidate? 2. What criteria can you use to identify them & when they want to hear from you? 3. What marketing channels can you use to target them? 4. What messaging can you send them? 5. How do you know what they did with it? 6. How do you integrate it with your existing data/systems? 7. How do you know what future messaging to send them? 8. How can you measure performance and optimise? Discuss these questions, and you can craft an effective and efficient strategy. Afterward, turn these insights into action. Watch LinkedIn do the work for you.

Week 1 hiring recap / update for Director of Marketing / VP of Marketing: Insane amounts of talent in our funnel and the competition is real. I could hire any one of 10 candidates today (only 4 full days in) and Misen will do great. While our main focus is finding the best candidate for the role in the next 5 business days, I’m especially pleased with the positive responses (98%!) from my rejection emails. 348 applicants since 6/10 39 new 89 (25% of total) still in consideration  26  (22% of consideration) invited for 15 min chat 25 (96% of invited) completed 15 min interview 194 rejected For candidates: If you haven't heard from me yet, you will today or tomorrow, which is yes, Saturday. Many HR folks have told me over the years to schedule those replies for 9AM Monday. As a candidate, do you want to wait until the next business day or hear feedback as soon as it’s ready? Yep, me too. My team doesn’t get weekend emails from me, but candidates sure will. Next Steps: 1) Complete review of consideration candidates and invite those that pass to 15 min chats. 2) Review 15 min chats (I owe you all responses!) and move top candidates to a 30 min nerd-out session Monday - Wednesday. I’m traveling for work Tuesday - Thursday so this can only be when I’m at a desk. I believe interviewing anyone when not seated and focused is disrespectful. What we’ve done right: Review every application myself and respond personally to every applicant. There’s 2 wins here: 1) By reading every application myself, I’m confident we’re getting our selection process right. I know many applicants won’t agree with me - us marketers are a confident bunch - but our funnel is so packed with talent and it’s tough competition. 2) Out of 194 rejection emails I have sent, 113 replied back thanking me for the feedback and/or the quick response. 2 responses were negative but I never expect this to be 0. This is why we put in the time during hiring weeks. It’s what I would want as a candidate, it’s the right thing to do, and even though they didn’t get the job, we have 100+ more Misen fans now. What we could have done better: 1) Get back to candidates quicker. Hiring is unfortunately not the only critical thing on my plate this week, and these would look far better if that was the case.  ~25 got an answer in 24 hours ~50 got an answer in 48 hours 100% will get an answer in 6 days 2) I missed an interview! Not sure what happend but it never made it to my calendar. Not blaming you Ashby :) If you have feedback, let me have it! 😶

A genuine question to my recruitment friends... Have you experienced any of the following sequences on LI? 1️⃣ Well known recruiter: reaches out with cryptic, loaded question > you answer > days go by > they repeat in a slightly different way > you answer > repeat > days go by > you get a bit annoyed and ask what they want politely (ish) > they offer a call > you say OK > they ghost > repeat from top {note: Not AI generated - a genuine exchange, which I've simplified. But all leading questions and weird answers to my Qs} 2️⃣ Random recruiter: "I've got an exciting job for you" (that sounds made up) "let's grab a call" > curious, you answer, "sure, send a link" > Ghost > days goes by > the same spiel with a different job > repeat {note: possibly AI} 3️⃣ Director in your network from X company (that has 3 staff) views your profile - repeat, every single day. I sometimes get my wings clipped for veering too close to the 'recruitment bashing' electric fence. I'm not. But what's with the creepy heeby geeby vibes? If you want a catch up, I don't bite. SPELL IT OUT or jog on. And lurkers? Come on, don't be shy.😘 Edit: To put a bit of a positive spin on things, the folk below know how to do proper outreach: Hoxo Helpful case studies, (effective use of automation with personal messages at the right touch points) and speaking to Amar Chohan was a genuine pleasure. Sharon Newey The exact same. Brilliantly helpful email marketing and InMail's and a pleasure to speak to. I claim no expertise in the perfect outreach strategy, but authenticity and solid insight is a great start. These folk have got it right. RecruiterWEB Such a genuine approach, I messaged Darren myself. He's a zero pressure, no BS type. 🤢 What a suck up. *I just want a bit less spam and a bit more substance. 2024 has been a spam sandwich dipped in jargon sauce, with the words 'synergy', 'delve' and 'optimise' sprinkled in for good measure. #MakeMyInboxGreatAgain

Easiest hack for getting leads in your specific vertical? Industry-specific directories. Do some Googling. Every industry has some sort of database that has thousands of companies listed, along with useful data you can use to filter things down. Take digital marketing as an example. On Clutch.co alone, there are 95k+ firms listed — and within these, you can find 1-3 decision makers that you can be reaching out to. Get a chrome extension like Instant Data Scraper. Go nuts. If you’re just getting started and need an inexpensive way to scrape data, this is the way to do it.

Stop blasting generic emails to people based only on their job title and company size. That spray 'n pray approach is so 2018 - nobody's falling for it anymore. Instead, you gotta get strategic and sniff out the real pains your prospects are dealing with. Then you can slide into their inbox with a hyper-relevant message that actually provides value. Here are some clever tactics for doing this "pain sniffing," like: - Monitoring when companies' software subscriptions are expiring so you can pitch them at the perfect time - Tracking when past customers change jobs and reaching out to help them at their new gig - Scanning job postings for keywords that signal pains you can solve So quit wasting time with lame persona spam. Start sniffing out those real pains and you'll see your reply rates skyrocket too. What's your pain-sniffing method? If you want to automate your outbound flow, hit me up🫡