InMail is LinkedIn’s internal messaging system that allows you to directly contact anyone on LinkedIn, regardless of whether you are connected. As a job seeker, InMail can be a useful tool to get your resume and message directly to recruiters and hiring managers at companies you want to work for. But do recruiters actually open and read InMail messages, or do they get ignored?
This is an important question for job seekers to understand. Sending InMail can take time and effort, especially if you are customizing each message. If your messages are just getting deleted without being read, then it’s not an effective use of your time.
On the other hand, if recruiters are actively reading and responding to InMail, it could be a good way to get your resume and qualifications directly in front of the right people during your job search. Understanding recruiter behavior on LinkedIn can help inform your networking and outreach strategy.
Key Factors That Impact InMail Open Rates
There are several key factors that likely impact whether a recruiter will open an InMail message or not:
– InMail Credits: Recruiters get a limited number of InMail credits per month with their LinkedIn Recruiter account. They may be more selective in opening InMails from people they don’t know to conserve credits.
– Message Relevance: A message that clearly conveys why you are a good fit for an open role they have is more likely to get opened than a generic message. Customization is key.
– Sender Relevance: InMail from people with experience in their industry or function is likely seen as more relevant than random messages. Your background matters.
– Current Hiring Needs: If the hiring manager currently has open roles they are urgently hiring for, they may be more inclined to open InMail about those roles. Timing and need impacts open rates.
– Relationship Strength: InMail from people in their network or with shared connections may be perceived as more credible and worth reading. Who you know makes a difference.
– Subject Line: Using an informative subject line that conveys the purpose of the message can help get it opened. Avoid generic lines like “Job Opportunity” that are easy to ignore.
Understanding these factors can help you craft more effective InMail to recruiters that will get opened and read during your job search process.
InMail Open Rates for Recruiters
While LinkedIn does not share hard data on InMail open rates, some third-party studies and surveys can provide estimates on what percentage of InMail messages recruiters actually open.
Some key data points:
– One study by Nexxt found the average InMail open rate by recruiters is 36.7%. So about 1 in 3 InMail sent get opened.
– For in-house corporate recruiters, open rates were slightly higher at 41.2%. External agency recruiters had lower open rates around 33.5%.
– Response rates were significantly lower – only 4.8% of InMail sent received a response from the recruiter.
– Recruiters reported they were three times more likely to open InMail from people they had existing connections with.
This data suggests recruiters are opening about one-third of the InMail they receive through LinkedIn. This highlights the need to be selective in who you contact and craft customized messages.
Tips to Improve Your InMail Open Rates
Based on the factors that impact open rates, here are some tips to improve your results when using InMail to contact recruiters:
– **Leverage existing connections.** InMail is more likely to be opened if you are connected to the recruiter or share common connections. Ask coworkers, classmates, or alumni if they can provide an introduction.
– **Target recruiters posting jobs.** Prioritize InMail to recruiters who have posted jobs you match. Use their job postings to customize your message and convey fit.
– **Optimize your profile.** Highlight relevant skills, experience, and background that shows your fit. Recruiters review profiles of InMail senders.
– **Customize your message.** Personalize each InMail with specifics on their company, role, and your background. Avoid any generic messages.
– **Highlight urgency or timeliness.** If you have a reason why it is timely for them to open – an upcoming interview or deadline – note that to spark interest.
– **Use an informative subject line.** Subjects like “Accounting Manager – Your Recent Posting” provide clarity on the InMail purpose upfront.
– **Follow-up judiciously.** One follow-up InMail can be acceptable if you haven’t heard back. But avoid spamming a recruiter’s inbox.
– **Monitor your response rate.** If your InMail response rate is under 5-10%, re-evaluate your targeting approach. Prioritize quality over quantity.
Example of a Customized InMail Message
Subject: Data Analyst InMail – Blue Chips Analytics Posting
Hi Jane,
Hope you are having a great week! I saw Blue Chips Analytics posted an opening for a Data Analyst last week that looks like a great fit based on my background in SQL, Python, and Tableau for financial services firms.
I have attached my resume for your reference which highlights my relevant experience – 3 years at Acme Consulting helping clients with data modeling, visualization, and predictive analytics using Python and big data tools. I also collaborate closely with our Account Executives and Client Services teams on deliverables and presentations.
Please let me know if it would be helpful to connect briefly to discuss the role and whether I may be a potential fit. I can make myself available at your convenience. Looking forward to your insights!
Best,
[Your name]
Should You Use InMail in Your Job Search?
Based on the data, using InMail selectively can be an effective way to get your information directly to recruiters during your job search process. However, it should be one of many options you use for outreach and relationship building. Other recommendations include:
– Applying directly through company job portals when possible
– Tapping into your existing network for referrals and introductions
– Engaging with recruiters through content sharing and liking/commenting on posts
– Participating in industry groups and meetups
– Following up after meeting recruiters at events, interviews, conferences
InMail is one avenue to supplement these efforts as part of a comprehensive networking strategy. With a segmented, targeted approach, it can deliver results and get the right recruiters reviewing your background for roles. But it requires research and customization for each message to stand out.
Conclusion
InMail through LinkedIn can be an asset for job seekers looking to proactively get their information in front of the right recruiters and hiring managers during their search. With open rates around 30-40% when used strategically, it is worth the time investment required to create customized messages and target the right people.
By leveraging your existing connections, optimizing your profile, personalizing your InMail, monitoring response rates, and combining it with other outreach channels, you can use InMail effectively at key points in your job transition. Just be sure to take the time to craft quality messages – LinkedIn InMail is not a spray and pray numbers game, but rather one option in a diverse networking toolkit.
InMail Open Rate | InMail Response Rate |
---|---|
36.7% average | 4.8% average |
41.2% for corporate recruiters | 3X higher response if connected |
33.5% for agency recruiters | 5-10% benchmark for quality approach |