InMail response rates for recruiters can vary widely depending on factors like industry, seniority level, and how compelling the message is. According to LinkedIn, the average InMail response rate is around 10-15%, but rates can range from 5% to as high as 35% with optimization.
What is considered a good InMail response rate?
A good InMail response rate is generally considered to be 15% or higher. However, what is viewed as a “good” rate can vary based on factors like:
- Industry – Some industries like tech or finance tend to have higher response rates, while others like manufacturing or construction tend to have lower rates.
- Seniority level – More senior roles tend to have lower response rates, as those candidates are likely already employed and less active.
- Message relevance – Messages that are highly targeted and demonstrate knowledge of the recipient’s background tend to outperform generic messages.
While a 15% baseline is a reasonable goal, an exceptional recruiter could achieve rates of 25% or higher for roles in high demand fields. On the other hand, rates below 10% may indicate a need for message refinement.
What impacts InMail response rates?
There are several key factors that influence InMail response rates:
Message relevance and personalization
Generic messages have very low response rates. Personalized messages that demonstrate an understanding of the recipient’s background and interests tend to perform significantly better. Taking the time to craft customized messages is one of the best ways to boost InMail responses.
Targeting the right candidates
Only messaging candidates who are likely to be open to new roles can improve response rates. Avoid targeting those who are not currently in the job market unless you have a compelling opportunity to share.
Quality and quantity of existing connections
Having existing shared connections improves InMail response rates. The more connections in common, the better. But quality matters too – shared connections who can vouch for you are ideal.
Perceived sender credibility
How credible the recruiter and their organization seems also impacts responses. Factors like the sender’s profile completeness, connections, role, and company reputation matter.
Compensation and job details
Being transparent about compensation and providing job details upfront improves response rates. Vague messages are less compelling.
Timing and persistence
When and how frequently messages are sent affects success. Avoiding busy holiday periods and following up strategically boosts recruiter InMail responses.
What are typical InMail response rates by industry?
InMail response rates can vary significantly across industries. Here are some typical response rate ranges:
| Industry | Typical Response Rates |
|---|---|
| Technology | 15-30% |
| Finance | 15-25% |
| Healthcare | 15-20% |
| Media/Advertising | 10-20% |
| Manufacturing | 10-15% |
| Construction | 5-10% |
As shown, tech and finance tend to see the highest response rates, likely due to high demand and compensation. Industries like manufacturing and construction tend to have lower response rates, potentially due to geographic barriers or less online professional networking.
How do seniority levels impact InMail response rates?
More senior-level professionals tend to have lower InMail response rates compared to mid-level and junior candidates. Some typical ranges by seniority are:
| Seniority | Typical Response Rates |
|---|---|
| C-Level Executives | 5-15% |
| Vice Presidents | 10-20% |
| Directors | 15-25% |
| Managers | 20-30% |
| Entry-level | 25-35% |
Response rates tend to drop at more senior levels for several reasons:
- Executives are likely already employed and not active job seekers.
- Higher earners tend to be more selective about opportunities.
- Top candidates get overwhelmed with messages.
Entry-level roles see the highest response rates, as those candidates are actively networking and eager to advance their careers.
How can recruiters optimize their InMail strategy?
Here are some tips to optimize InMail approaches and boost response rates as a recruiter:
Personalize every message
No generic messages – take the time to customize each InMail by highlighting the recipient’s unique experiences, skills, and background.
Use a warm intro if possible
Having a shared connection introduce you or endorse you in the message can drastically improve responses.
Send targeted follow-ups
If your initial message goes unanswered, follow up by presenting new information or incentives tailored specifically to that person.
A/B test messages
Try different approaches and tweak messages based on what garners the best responses.
Market research your target companies
Understanding what matters to employees at the companies you want to source from helps craft compelling offers.
Highlight opportunity, not just role
Focus your messages on selling candidates on growth potential and career vision, not just outlining job duties.
What tools can help recruiters increase response rates?
Some tools that can aid in boosting InMail responses include:
- Response tracking – Built-in LinkedIn Recruiter tool to monitor if InMails are opened and read.
- Response analytics – Software to analyze response patterns and optimize outreach.
- Engagement scoring – Systems that score prospects based on responsiveness signals.
- CRM integrations – Pipelines to sync LinkedIn data with CRM platforms.
- Email tracking – Services to see if emails are opened after InMail connection.
- Writing enhancement – AI tools to refine word choice, tone, and flow.
The key is picking tools that provide insights to improve targeting, messaging, and sequencing for a complete optimized InMail approach.
What ethical considerations should recruiters keep in mind with InMails?
While boosting InMail success is important, recruiters should maintain ethical practices. Some tips include:
- Only target candidates likely open to new roles now.
- Avoid contacting someone repeatedly in a short time frame.
- Don’t misrepresent opportunities to spark interest.
- Develop messages recruiters would want to receive themselves.
- Remain professional and gracious if rejected.
- Respect a candidate’s previous declination of interest.
- Ensure sufficient value exchange for candidate’s time and attention.
The most successful recruiters maintain high response rates while preserving their integrity through ethical outreach.
Conclusion
InMail response rates are dependent on factors like industry, seniority, messaging, targeting, and tools used. While averages fall around 10-15%, savvy recruiters can achieve 20-30%+ rates through optimization. Personalized and thoughtful outreach, backed by response analytics and seamless CRM integration, is the key to InMail success. However, recruiters must also ensure they are respectful of candidates’ time and maintain ethical standards when leveraging these powerful recruiting capabilities.
