LinkedIn has become an invaluable tool for networking and making professional connections. With over 660 million members worldwide, LinkedIn is the largest professional networking platform on the internet. For job seekers, one of the biggest benefits of LinkedIn is the ability to connect directly with recruiters and hiring managers at companies they are interested in. However, there is some debate around whether it is appropriate to send unsolicited messages to recruiters on LinkedIn. Here is a comprehensive look at the pros and cons of messaging recruiters on LinkedIn and best practices to follow.
The Case for Messaging Recruiters
There are several good reasons why messaging recruiters on LinkedIn can be an effective job search strategy:
- Direct access to decision makers – On LinkedIn you can find the exact person who is responsible for hiring for a given role. This allows you to get your resume directly into the hands of the right person.
- Response rates – Various studies have shown that messages sent directly to recruiters on LinkedIn have higher response rates compared to applying to job postings online. One study found that nearly 95% of recruiters are open to being contacted by candidates on LinkedIn.
- Stand out from the crowd – Messaging recruiters allows you to customize your application and pitch yourself, rather than just being another resume in the pile. You can highlight your unique skills and experience that make you a good fit.
- Start a relationship – By messaging a recruiter, you can introduce yourself and start building a relationship. If they don’t have a suitable opening now, they will likely keep you in mind for future opportunities.
- Get insider info – Recruiters can provide valuable insights about the hiring process and requirements for a particular role. You can learn details that aren’t in the job posting.
- Express interest in a company – Messaging recruiters is a way to express genuine interest and enthusiasm about wanting to work for a particular company.
The ability to make direct contact with recruiters through LinkedIn messaging gives candidates an opportunity to cut through the noise and present themselves in the best possible light. Sending thoughtful messages tailored to the recruiter and their open positions can be an effective way to get your foot in the door.
Potential Drawbacks of Messaging Recruiters
However, there are also some potential cons to consider when deciding if messaging recruiters is the right strategy:
- Burning bridges – Generic or overly aggressive outreach can damage your reputation with recruiters. A hard sell or messaging recruiters irrelevant to your background can backfire.
- Volume of messages – Senior recruiters may receive hundreds of messages per week. Yours may simply get lost in the shuffle or flagged as spam.
- Wasting time – With no prior relationship, there is a high likelihood your message may be ignored. You may spend significant time messaging recruiters with little reward.
- Off-target contact – Messaging recruiters who aren’t actually responsible for your area of interest or expertise is unlikely to get results.
- Appear presumptuous – Some recruiters may perceive unsolicited messages as presumptuous, especially if you ask about private company information.
- Gatekeeper mentality – Many recruiters see themselves as gatekeepers and prefer candidates to follow formal application procedures.
- Hard sell tactics – Aggressive pitching and resume pushing can damage your brand and be off-putting to recruiters.
While making contact with recruiters has its benefits, candidates should be cautious not to come across as desperate, clueless or robotic. Haphazard outreach can have negative consequences.
Best Practices for Messaging Recruiters
If done thoughtfully, messaging recruiters can be worthwhile. Here are some tips for effectively contacting recruiters on LinkedIn:
- Target recruiters and openings carefully – Make sure the recruiter works in your industry and geographic area. Only message about openings highly relevant to your background.
- Personalize each message – Reference specific projects, experience, or recruiter activity that sparked your interest. Generic messages are easily ignored.
- Be transparent – Explain up front that you do not have an existing relationship but are interested in connecting. State if you applied already online.
- Highlight your fit – Summarize your background and capabilities that make you a great match for the role in 2-3 sentences.
- Ask for guidance, not a job – Rather than asking directly for a job, inquire about fit, ideal experience, or application steps.
- Keep messages concise – A couple short paragraphs are enough to introduce yourself and spark interest. Avoid lengthy notes.
- Use a professional tone – Be polite and formal. Avoid using overly casual language or emojis.
- Follow up once – One follow up is acceptable if you don’t receive a response. But don’t harass recruiters who don’t reply.
- Respect their time – Recruiters are busy professionals. Thank them for taking the time to consider your background.
- Check for openings first – Make sure the company has public job postings that align with your background before reaching out.
With the right strategy, messaging recruiters on LinkedIn can help open doors and make critical connections. Just be cautious not to overdo it or come across as unprofessional.
What Do Recruiters Say?
To get the recruiter’s perspective, here are some thoughts from recruiters themselves on receiving LinkedIn messages:
| Recruiter | Thoughts on Receiving LinkedIn Messages |
|---|---|
| Amy Odza, Amazon | I’m open to being contacted by candidates looking for advice or with targeted questions about our roles and hiring process. But generic messages asking if I have open jobs don’t really help. Show me you have the skills Amazon needs and focus on quality over quantity of applications. |
| James Lee, Google | If we have already posted a job that’s a fit for you, apply through our website first, then feel free to message me. Messages work best when you have a customized question versus just attaching your resume and asking for an interview. |
| Lauren Kim, Netflix | I’ll selectively respond to thoughtful messages that show the candidate has the experience we need and passion for our culture. But I mostly ignore messages that are just fishing expeditions from candidates with no relevant background. |
| Mark Jenkins, Deloitte | Contacting me out of the blue asking about job openings doesn’t help your case. Do your research on our posted jobs first. I’m happy to answer questions about the team, role requirements, and interview process though. |
The consensus seems to be that recruiters are receptive to certain types of outreach, but candidates need to be strategic. Personalized messages that indicate you have the skills for an open position tend to stand out. But mass messages that seem lazy or demonstrate little knowledge of the recruiter or company can backfire.
Alternatives to Messaging Recruiters
If directly messaging recruiters does not fit your style, here are a few other options to consider:
- Applying to posted jobs – Focus your efforts only on applying to open positions listed on the company website.
- Getting referrals – Tap into your existing network to get employee referrals who can introduce you to recruiters.
- Attending events – Look for career fairs, industry conferences, and company events to connect with recruiters face-to-face.
- Following companies – Follow company pages on LinkedIn to stay aware of new job postings that fit your background.
- Contacting alumni – Reaching out to alumni from your school who work at target companies can help provide connections.
- Engaging with content – Commenting on recruiters’ posts is a way to get on their radar without directly messaging them.
Leveraging your existing network, engaging with recruiters’ content, and applying to posted roles are just a few ways to get noticed without directly messaging hiring managers.
The Verdict
Messaging recruiters on LinkedIn can be worth trying in your job search with the right strategy. But it should be one tactic in a multifaceted approach. Key takeaways include:
- Personalized messages aligned to open roles tend to work best.
- Avoid spamming recruiters with generic inquiries.
- Focus on custom questions versus resume pushing.
- Quality of outreach matters more than quantity.
- Consider alternatives like referrals, events, and engaging with content.
- Messaging recruiters is one option, not the only option.
Like any outreach, messaging recruiters should be done thoughtfully. Candidates need to carefully walk the line between assertive and aggressive. With a targeted, professional approach, LinkedIn messages can help create job search momentum. But done carelessly, they can leave a negative impression. The key is being selective, personalized and showing value to the recruiter upfront.
Frequently Asked Questions
Should I message recruiters about jobs at their company that aren’t posted publicly?
No, it’s best not to message about unposted roles. Recruiters prefer candidates apply to open positions officially listed on the company’s website or job boards. Messaging speculatively about non-public roles comes across as presumptuous.
How should I handle if a recruiter doesn’t respond to my LinkedIn message?
One follow up is acceptable if you don’t receive an initial response after about two weeks. But beyond that, it’s best not to harass recruiters who don’t reply to your messages. Persistent messaging will likely backfire.
Is it better to message recruiters on LinkedIn versus emailing them?
LinkedIn messaging tends to be more effective than cold emailing recruiters. With LinkedIn, they can easily view your full profile and credentials. Sending unsolicited emails can sometimes come across as too aggressive.
Should I send the same message to multiple recruiters at one company?
No, you should avoid mass messaging recruiters at the same company identical messages. Personalize each note and focus on only contacting recruiters where you’re a strong match for open opportunities in their department.
How soon after applying online is it acceptable to message the recruiter?
You generally want to allow 10-14 days after applying online before messaging a recruiter as follow up. This gives them time to review your application first before being contacted.
Conclusion
Making direct contact with recruiters on LinkedIn can be a valuable job search move with the right approach. But candidates should be cautious to avoid coming across as uninformed, desperate or pushy. Do your homework, personalize your outreach, and focus on quality over quantity of messages. With a strategic approach, linking up with recruiters on LinkedIn may help propel your job search success. But reckless messaging can easily backfire and damage your employer brand. Ultimately, contacting recruiters should be part of a comprehensive strategy versus the only tactic. Finding the right balance leads to recruiting success on LinkedIn.