LinkedIn has become an indispensable tool for recruiters and job seekers alike. With over 722 million users worldwide, LinkedIn is the largest professional networking platform on the internet. For recruiters, LinkedIn provides access to a massive pool of potential candidates. And for job seekers, it’s a great way to get noticed by recruiters and hiring managers. But there’s an ongoing debate around whether recruiters actually like being contacted by candidates on LinkedIn. In this comprehensive guide, we’ll explore both sides of the argument and provide tips for contacting recruiters effectively.
The case for contacting recruiters on LinkedIn
There are several compelling reasons why contacting recruiters on LinkedIn can be an effective job search strategy:
- LinkedIn messaging allows you to directly reach recruiters who are hiring for relevant roles. Going straight to the source cuts out the middleman.
- Many recruiters say they prefer being contacted on LinkedIn versus other methods like cold emailing. LinkedIn messages don’t get lost in an overflowing inbox.
- You can showcase your full profile and credentials on LinkedIn versus just a resume. Recruiters get a better sense of who you are.
- Following and engaging with recruiters on LinkedIn enables you to build relationships over time. You become more than just a random applicant.
In one survey of over 400 recruiters, 79% said they prefer being approached by job seekers on LinkedIn compared to other platforms.
Why some recruiters dislike LinkedIn outreach
On the other hand, many recruiters complain about being inundated with low-quality LinkedIn messages from candidates. Here are some of their biggest gripes:
- Generic spam messages from candidates who clearly didn’t look at the recruiter’s profile.
- “Copy-paste” messages sent en masse without personalization.
- Contacting recruiters about roles/skills that don’t match the candidate’s background.
- Messaging without having the required qualifications listed on the job description.
- Aggressive solicitations for referrals, introductions, or meetings.
These types of “spray-and-pray” tactics lead many recruiters to ignore most LinkedIn outreach. In one survey, 68% of recruiters said they immediately delete LinkedIn messages from random candidates.
Best practices for contacting recruiters
The key is taking a targeted, personalized approach – quality over quantity. Here are some best practices for effectively contacting recruiters on LinkedIn:
- Research the recruiter – Review their profile/work history and look for common ground you can reference.
- Target recruiters hiring for relevant roles – Focus on new jobs posted that closely match your skills.
- Customize each message – Mention specifics about why you’re a good fit for that role/company.
- Be concise – Get to the point instead of long copy-paste messages. A few paragraphs max.
- Highlight relevant experience – Draw connections between your background and the job description.
- Use a warm, but professional tone – Overly formal or overly casual comes across poorly.
- Ask for advice, not demands – “Would you have time for a quick phone call?” vs. “You need to hire me.”
Here’s an example of a good way to reach out to a recruiter on LinkedIn:
Hi [Recruiter’s Name],
I noticed [Company Name] recently posted an opening for a [Role Name]. As a [your current title] with 5+ years experience in [relevant skill], this role really appealed to me.
I’d love to schedule a quick call to discuss the position and my qualifications. I’m confident my background in [highlight key selling point] would make me a strong addition to your team.
Please let me know if you have any time next week for a 20-30 minute introductory call. Thank you!
[Your Name]
Following up tactfully
If you don’t receive a response within a week, it’s reasonable to follow up. But tread carefully – you don’t want to come across as overly pushy or aggressive. Some tips for effective follow up:
- Be polite and gracious in your tone – no passive aggressive remarks.
- Acknowledge they’re likely very busy, don’t take it personally if they haven’t responded.
- Offer to provide any additional information needed to better assess your fit.
- Ask if they’d prefer you apply directly through their company’s website instead.
- If you follow up more than once, space out contacts by 1-2 weeks.
Here’s a template for a good recruiter follow up message:
Hi [Recruiter’s Name],
I wanted to touch base regarding the [Role] position we discussed last week. I understand you’re likely very busy, so please don’t feel obligated to respond.
When you have a chance, I’d appreciate learning more about where things stand. I’m happy to provide any other details about my background that could be helpful. Or if you prefer I apply directly through your website instead, just let me know.
Either way, I appreciate you taking the time to consider me. I’m very interested in this role at [Company] and think it could be a great mutual fit.
Best,
[Your Name]
When to connect with recruiters
Is there an ideal time to reach out to recruiters? Here are some tips on timing:
- Connect shortly after a new role is posted – being an early applicant increases visibility.
- Avoid busy holiday seasons when response times are slower (November-January).
- Mid-week tends to be better than Mondays/Fridays when workload is higher.
- Morning and afternoon are better than lunch hours.
- Customize timing based on the recruiter’s profile – don’t message late at night.
While timing does matter, focusing more on personalization and fit will outweigh when exactly you message. But you may see quicker responses by avoiding busy holiday rushes or midday on a Monday.
Leveraging LinkedIn features
Here are some ways to use LinkedIn’s features to enhance your outreach and relationship building with recruiters:
- Follow companies and turn on job alerts – Get notified when relevant new roles are posted.
- Join industry or alumni Groups – Interact in the same communities as recruiters.
- Engage with content – Like/share/comment on recruiter’s posts to gain visibility.
- View recruiters’ LinkedIn activity feed – See who they’re connecting with and what content they engage with.
- Follow up a message by sending an InMail – More likely to get opened than another message.
Leveraging all of LinkedIn’s capabilities for networking, company research, and relationship building can enhance your recruiter outreach strategy.
Alternatives to direct outreach
What if a recruiter doesn’t respond after thoughtful, well-targeted messages and follow ups? At a certain point, further contacts likely won’t help. Here are some alternative approaches to try instead:
- Apply directly through company website – You may have success getting interviewed by going through their internal application system.
- Network into the company – Reach out to employees at the company for referrals or advice.
- Connect with other recruiters at the company – Don’t pin hopes on one recruiter alone.
- Focus on other companies and roles – Persistence pays off, but also cast a wide net.
If a particular recruiter isn’t responsive, all hope isn’t lost. Shift focus to other potential contacts and opportunities while continuing your search.
Should you avoid contacting recruiters?
Is it better not to contact recruiters at all? In most cases, no. Thoughtful LinkedIn outreach as part of an overall job search strategy can yield results. Just avoid stereotypical recruiter spam behavior. Here are the main cases when you may want to hold off on recruiter contacts:
- At the very start of your search before your LinkedIn presence is optimized – build your profile first.
- If you lack the required qualifications or experience for the roles you want – develop your skills instead.
- When you’re targeting extremely competitive employers like FAANG companies – focus on their formal application processes.
- If you’re unwilling to put in the work customizing messages – blanket spam hurts your brand.
With the right approach, most job seekers can benefit from selectively reaching out to recruiters on LinkedIn. Just avoid treating it as a spray-and-pray numbers game.
Tips for standing out
Here are some final tips for getting recruiters to take notice of you on LinkedIn:
- Have a complete, optimized LinkedIn profile showcasing value.
- Join LinkedIn Groups to build connections in your industry.
- Publish thoughtful content – articles, posts, or LinkedIn newsletters.
- Ask connections for recommendations to build social proof.
- Follow company pages to see new job posts and insider news.
- Thank recruiters for their time even if they send a rejection.
- Stay up-to-date on LinkedIn features and best practices.
By consistently demonstrating your professional expertise and relationship building on LinkedIn, recruiters will take notice.
Conclusion
Contacting recruiters on LinkedIn can be polarizing. Some swear by it as a job search tactic, while others dismiss it as spammy and ineffective. The truth lies somewhere in the middle. With a personalized, value-focused approach, many candidates can successfully get on recruiters’ radars.
Do your homework, customize your outreach, and nurture relationships over time. Understand why recruiters dislike blanket spam, and pivot your strategy accordingly. Use LinkedIn’s features strategically, but also invest time in building an impressive profile and connections. With persistence and care in your approach, contacting recruiters on LinkedIn can provide a valuable boost to a well-rounded job search.