If you want to know how to reach out to recruiters on LinkedIn and actually get a response,
then keep watching. In my marketing agency, we reach out to over 500,000 decision-makers,
leaders, and executives a month. And these are the exact strategies that we use to get a response on
LinkedIn. If you are ready to see what that strategy is, to get recruiters responding
to your messages, click that like button, make sure that you are subscribed to my channel for
more job-seeker tips. Let's get straight to it. I'm a recruiter, myself, finding candidates for
my company. I've spoken to other recruiters in our space, and I've also done tons of research.
And I always see a common theme regardless of the type of message that you use or specific strategy
that you use to reach out to recruiters. You have to understand that every recruiter is different.
So what might work for one person, maybe they have a preference on the type of message they
want to receive may not work for another person, but the strategies and the tips
that I'm gonna share in this video are sure to help you out. If you leverage these strategies,
they can help you stand out, but also get a response from a recruiter. Before
we dive into how to reach out to recruiters on LinkedIn, it's important that you understand
the role of a recruiter. The role of a recruiter is to fill open roles on behalf of their company
or a client. And it's not their job to help a job-seeker land an opportunity, but just keep
in mind that the person paying the recruiter is the company that they work for or that they
work with. So their ultimate goal is to find the best candidates to fill the open position.
Now that you understand the role of a recruiter, let's dive into the three things that you need
to know when doing cold outreach on LinkedIn and cold outreach is simply reaching out to
somebody that you may not know, or that you're not connected with. Number one, you want to be
authentic coming across as inauthentic is not the way to go. When doing cold outreach on LinkedIn,
maybe make a personal connection with that person if you have one. Make a mention to one of the
recent posts that they did, or if you saw them in a recent article, this is a great way to show
your authenticity and to build a human connection. Number two, keep it brief, recruiters often have
hundreds of job seekers reaching out to them in their inbox. And the sure way to
stand out is simply by keeping it short and sweet, do not go on and on in their inboxes
with these really long messages, it is not going to get a response. So keep it short and sweet.
Keep it brief. And number three is to lead with value. Always make sure that you are offering
value to the person that you are reaching out to. How can you build a win-win situation?
These three steps are key when you are sending a recruiter a message on LinkedIn, be authentic,
make sure that you keep it short and sweet and lead with value with those
three super important things in mind, let's get into how to find and reach out to recruiters on
LinkedIn. The first step is to find the recruiter on LinkedIn. So you're gonna
use the LinkedIn search feature to search for a recruiter based on their company, their industry,
or the location. If you are interested in a specific role at a company, make sure that you
have done your research on who could potentially be the recruiter that's recruiting for that role.
Once you find the main person, whether it's a recruiter or the hiring manager,
you now want to connect with them on LinkedIn first, before you send them a message.
So I'm gonna go over that person's profile. I'm gonna click connect and I'm going to add
a note. In this note, I wanna remember the three things we spoke about to be authentic,
to keep it brief and to lead with value. Once they've connected, then I can go in with the
longer message to pitch myself to the recruiter. The connection message might look like this.
Hi, Jeremy. I resonated with your recent post on marketing trends and I am particularly interested
in your role at HubSpot. I would love to connect. So here I was enthusiastic, I was short and sweet.
I gave them a compliment on a recent post and I ended with a call to action to connect.
Now, once the recruiter has actually accepted my connection request,
now I want to send them that longer message. Always remember the three things we spoke about:
be authentic, keep it brief and lead with value. Let's have a look at an example,
glad to be connected, Jeremy, your time is valuable. So I'll be brief. I've heard great
things about ABC marketing and I'm particularly drawn to their mission to be the world's number
one agency, I just applied to the open role of senior copywriter job 123, and I believe my seven
years of experience in the industry, coupled with my success of bringing over 2 million in revenue
through my sales copy can help ABC accelerate its mission. I'd love the opportunity to see if
they may be a fit here. I understand you're probably swamped with sourcing candidates,
but could I ask what would be the best next step to assess potential synergies?
I appreciate your response. So let's analyze this message just a bit. So in starting off,
I kept it really brief, glad to be connected, and started with enthusiasm. Your time is valuable
so I'll be brief. We're recognizing that you probably have tons of things on your plate. So
just glad that you're reading my message and I'm gonna make this short and sweet. We then went in
to talk about this one thing that resonated or connected me with the company and why I
was actually interested in their open role, then went into say the role that we've applied to even
mentioned the job posting number so that if the recruiter has several jobs they recruiting for,
this can make them easy to identify where I fit in. And then I mentioned one to two value
add, so ways that I could add value to the company based on my past experience
and notice didn't write a huge or very, very long paragraph on this.
We just mentioned seven years of experience. And then we mentioned accomplishment, which was
bringing over 2 million dollars in revenue in their past roles. We then went into saying,
I'd love the opportunity to see if there would be a fit here. This shows value
because I'm not just saying, Hey, I'm the best candidate for the role. Hire me now, you know,
disregard every other candidate I'm actually going to say, we may or may not be a fit,
but I genuinely want to see if this role would be a good fit for me. This actually shows that
you are also putting the recruiter's best interest at heart because as a recruiter, they need to find
the best candidates for their role for their company or for their clients. We then ended with
a clear call-to action, which is what would be the best next step to assess potential synergies.
So again, we're not saying that you are the best person for the role,
but you're saying you wanna see if we could potentially be a good fit that
shows you are leading with value and putting the recruiter's interests at hand as well.
Okay. So we covered a lot, whether you're reaching out to a recruiter before you apply for a role,
because you know that they are the recruiter that is head over getting candidates for that role,
or you reach out after applying for an open position and you mention the job post, always
remember these three things be authentic. Remember that they are human on the other side, build a
connection with them if you can. But if you don't, don't have a common point of interest or mutual
connection or something that you can bring to the forefront in terms of adding value. That's okay.
Just be direct and be authentic and genuine with the reason why you're reaching out. Number two,
keep it short and sweet, be as brief as possible. Nobody wants to sit and read paragraphs and
paragraphs of why you think you're a great candidate for the role. Always keep it very short
and sweet lead with one to two areas that you feel that you would be a good fit for the role and how
you can add value. And that brings me to my third point, which is to lead with value. Always think
about how you can make the recruiter's life a lot easier and what value you can bring to the table
for the company, because the recruiter wins when they find the best candidates for the
role. And if you can keep that in mind, you can create a win-win synergy and strategy with the
recruiter. I hope that you found these tips useful. If you did, please give this video a
like. Don't forget to subscribe to my channel for more job-seeker tips just like these and as usual,
because you stayed right until the end, I have a free download for you. So click the link right
below this video to download my free resource. And I will see you very soon. Bye for now.