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Boosting Recruiter Productivity: Unleashing the Power of LinkedIn InMail Templates

August 16, 2023

InMail Tips From Social Selling Experts|SalesWings

LinkedIn has become an indispensable tool for recruiters worldwide, and one of its most powerful features is LinkedIn InMail. InMail allows recruiters to directly reach out to potential candidates, even if they aren't connected on the platform. To maximize the efficiency and effectiveness of this outreach, LinkedIn InMail templates can be a game-changer for recruiters.

The benefits of using LinkedIn InMail for recruiters

LinkedIn InMail offers a range of benefits for recruiters. Firstly, it provides a direct line of communication with potential candidates who may not be actively looking for new opportunities. InMail messages have a higher chance of being read and responded to compared to traditional email or other forms of outreach.

Secondly, InMail allows recruiters to target specific candidates based on their profiles, skills, and experience. This targeted approach ensures that recruiters are connecting with candidates who are a good fit for the roles they are trying to fill. This saves time and increases the likelihood of finding the right candidates.

Lastly, LinkedIn InMail provides valuable insights into candidate engagement. Recruiters can track metrics such as open rates and response rates, allowing them to refine their outreach strategies and optimize their messaging.

Best LinkedIn Outreach Messages Strategy (+10 Templates)

LinkedIn InMail statistics and success stories

The power of LinkedIn InMail templates can be seen in the success stories and statistics shared by recruiters. According to LinkedIn, InMail response rates are significantly higher compared to traditional email, with an average response rate of around 20%. This shows that candidates are more likely to engage with InMail messages.

Recruiters have reported impressive results using InMail templates. By personalizing their messages and tailoring them to the specific needs of the candidate, recruiters have seen a higher response rate and an increase in quality candidates. With the right strategies and templates in place, recruiters can achieve remarkable success in their candidate outreach efforts.

Developing an effective LinkedIn InMail strategy

To unleash the power of LinkedIn InMail templates, recruiters must develop an effective strategy. This involves understanding the target audience, defining clear objectives, and tailoring the messaging to resonate with potential candidates.

Recruiters should start by identifying the key characteristics of their ideal candidates. This includes their skills, experience, and industry background. By understanding these attributes, recruiters can craft personalized messages that speak directly to the candidate's interests and aspirations.

Next, recruiters should define their objectives for each InMail campaign. Whether it's to schedule an interview, gather additional information, or simply introduce the company and its opportunities, having clear objectives will guide the messaging and ensure a focused approach.

Finally, recruiters must create a library of LinkedIn InMail templates that can be customized for each candidate. These templates should be concise, compelling, and tailored to the specific role and candidate being targeted. By having a library of templates at their disposal, recruiters can save time and maintain consistency in their outreach efforts.

Creating personalized LinkedIn InMail templates

Personalization is key when it comes to LinkedIn InMail templates. Recruiters must make each candidate feel valued and show that they have taken the time to understand their background and aspirations.

Start by addressing the candidate by name and mentioning any specific achievements or experiences that caught your attention. This shows that you have done your research and are genuinely interested in their profile.

Smart LinkedIn Outreach Personalization - Icereach

Next, highlight the value proposition of the opportunity you are presenting. Explain why this role is a great fit for the candidate and how it aligns with their career goals. This personalized approach will grab their attention and make them more likely to respond.

Finally, include a clear call-to-action (CTA) in your InMail template. Whether it's asking for a phone call, scheduling an interview, or requesting additional information, make it clear what the next steps are. By providing a clear CTA, you make it easier for the candidate to respond and engage with your message.

Best practices for LinkedIn InMail outreach

To maximize the effectiveness of your LinkedIn InMail outreach, it's important to follow some best practices:

  1. Keep the message concise and to the point. Candidates are more likely to read and respond to shorter messages.
  2. Use a professional and friendly tone. Avoid jargon and unnecessary technical language.
  3. Personalize each message. Mention specific details from the candidate's profile to show that you have done your research.
  4. Test different subject lines to increase open rates. A catchy and relevant subject line can make all the difference in getting your message noticed.
  5. Follow up with candidates who have shown interest or engaged with your initial InMail. Persistence can pay off in finding the right candidates.
  6. Monitor and analyze your metrics. Pay attention to open rates, response rates, and conversion rates to refine your outreach strategy.
LinkedIn InMail Best Practices: 10 Ways to Grab Candidates' Attention

Top examples of successful LinkedIn InMail messages

To inspire your own LinkedIn InMail templates, here are some examples of successful messages:

  1. "Congratulations on your recent promotion! I came across your profile and wanted to discuss an exciting opportunity at our company that aligns perfectly with your skills and experience."
  2. "Your work on [specific project] caught my attention. We are currently seeking someone with your expertise to join our team. Let's schedule a call to discuss further."
  3. "I noticed you have a strong background in [industry]. We have an opening for a [role] that I believe you would excel in. Can we set up a time to chat?"

These examples demonstrate the power of personalization and highlighting the candidate's achievements or experiences. By customizing your InMail messages and making them relevant to the candidate, you increase the chances of a positive response.

Crafting compelling LinkedIn InMail subject lines

The subject line of your LinkedIn InMail message is crucial in capturing the candidate's attention and increasing the open rate. Here are some tips for crafting compelling subject lines:

  1. Keep it short and snappy. Aim for no more than 6-8 words to ensure it doesn't get cut off in the recipient's inbox.
  2. Make it relevant and personalized. Mention something specific from the candidate's profile or refer to a recent accomplishment.
  3. Create a sense of urgency or curiosity. Use words like "exclusive opportunity" or "limited time offer" to pique the candidate's interest.
  4. Avoid generic subject lines. Stand out from the crowd by being specific and intriguing.

Remember, the subject line is the first impression the candidate will have of your message. Make it count by being concise, personalized, and attention-grabbing.

Making a strong LinkedIn InMail introduction

The introduction of your LinkedIn InMail message sets the tone for the rest of the conversation. Here are some tips for making a strong introduction:

  1. Address the candidate by name. This immediately grabs their attention and shows that the message is personalized.
  2. Mention something specific from the candidate's profile or background. This demonstrates that you have taken the time to research and understand their qualifications.
  3. Highlight the value proposition of the opportunity. Explain why this role is a great fit for the candidate and how it can benefit their career.

By starting off on the right foot, you create a positive impression and increase the chances of the candidate engaging with your message.

Following up with LinkedIn InMail recipients

Following up with candidates who have shown interest or engaged with your initial InMail is crucial in maintaining momentum and building a relationship. Here are some tips for effective follow-up:

  1. Reference your previous message. Remind the candidate of your initial outreach and why you believe they would be a great fit for the opportunity.
  2. Provide additional information. Share relevant details about the role, the company, or any recent developments that might be of interest to the candidate.
  3. Reinforce the value proposition. Remind the candidate of the benefits and opportunities associated with the role.

The key is to stay persistent without being pushy. Follow-up messages should be spaced out appropriately and provide value to the candidate.

Engaging candidates through LinkedIn InMail

LinkedIn InMail provides a unique opportunity to engage candidates and build a relationship from the first interaction. Here are some strategies for engaging candidates effectively:

  1. Ask questions. Show genuine interest in the candidate's background, aspirations, and goals by asking thoughtful questions.
  2. Provide relevant insights or resources. Share industry news, articles, or resources that might be valuable to the candidate.
  3. Offer assistance or guidance. If the candidate has questions or concerns, be responsive and offer your expertise to help them navigate the process.

By engaging candidates in meaningful conversations, you establish yourself as a valuable resource and increase the likelihood of a positive response.

Sourcing and screening candidates with LinkedIn InMail

LinkedIn InMail is not only a powerful tool for candidate outreach but also for sourcing and screening potential candidates. Here are some tips for leveraging InMail for candidate sourcing and screening:

  1. Utilize advanced search filters. Narrow down your search based on specific criteria such as location, skills, experience, and industry.
  2. Craft targeted InMail messages. Tailor your messages to the specific skills and qualifications you are looking for in a candidate.
  3. Monitor response rates and engagement. Pay attention to how candidates respond to your InMail messages. This can provide insights into their interest and suitability for the role.

By using InMail for sourcing and screening, recruiters can streamline their candidate search and identify the most qualified individuals for their roles.

Maximizing recruiter productivity with LinkedIn InMail templates

LinkedIn InMail templates are a powerful tool for boosting recruiter productivity. By leveraging the benefits of InMail, personalizing messages, and following best practices, recruiters can maximize their chances of finding and engaging top talent.

With a well-defined InMail strategy and a library of templates at their disposal, recruiters can save time, increase response rates, and ultimately find the right candidates for their roles. So, start leveraging the power of LinkedIn InMail templates and unlock new opportunities for recruiting success.

Amidst today’s noisy digital world, brands find it challenging to create meaningful connections with their customer base and target audience. Getting the target consumer’s attention and persuading them to buy from you gets even trickier. Hence, content marketing has become more crucial than ever for brands to attract, educate, and retain customers.

Content creation is a top priority for 80% of marketers, and there is no reason it shouldn’t be. Consistent, high-quality, and engaging content impacts your audience’s decisions through education and persuasion.

Depending on your business goals and requirements, the role of Content Marketers you hire will vary. The primary responsibilities revolve around forming consistent brand messaging and deciding upon a unique and identifiable voice, style, and pitch across various distribution channels.

From raising brand awareness to attracting a relevant audience to your website, boosting social media presence and engagement, generating leads, and building brand loyalty – content marketing drives all the growth efforts for your brand. When done effectively, it can help you:

  • Build positive brand awareness
  • Make your audience stick around for longer
  • Get better traction on social media
  • Gain more trust of your audience than ever
  • Generate qualified leads
  • Improve conversion rates
  • Boost business visibility with SEO
  • Position your brand as an authority
  • Cultivate loyal brand fans

While content marketing is a broad role with numerous areas of expertise involved, it’s vital to thoroughly understand your company’s current marketing goals and the related requirements. In this blog, we will dive deep into the step-by-step approach to hiring a Content Marketer.

What is The Role of a Content Marketer?

A Content Marketer must be deeply passionate about telling your brand’s story to the world. The objective is to educate and nurture the target audience to establish brand authority using thought-leadership and drive more people to buy from you.

As a candidate is expected to be a mediator between the brand and the target audience, they are primarily responsible for planning, creating, and sharing valuable content to grow their company’s awareness and engagement to bring more business.

To be more specific, the role of a Content Marketer requires a perfect blend of creativity and attention to detail in an individual. It’s a balancing role, as they need to ensure creating content that resonates and strengthens business relationships, using strategies that position your business as authentic and problem-solving.

Take a look at the core responsibilities of a Content Marketer that most businesses expect them to take over:

  • Research and Competitor Analysis: The first and foremost step to creating a content marketing strategy is effective initial research. It not only helps a Content Marketer understand the nuances of the industry through competitor analysis but also study and understand the target audience thoroughly.
  • Building Content Marketing Plans: Once the competitor research and target audience analysis is done, a Content Marketer needs to work on the different plans for all the business objectives, targeted channels, segments of the audience, and the bigger marketing strategy. A content marketing plan typically consists of:
  • Specific goals along with a pre-decided timeline
  • Various channels to be targeted for content distribution
  • Types of content to be created
  • Budget for the entire staff, outsourced services, and paid promotion (Collabs and Ads)
  • Creating Editorial Calendar: Creating, managing, and maintaining a content calendar is one of the most crucial responsibilities of a Content Marketer. It is a centralized visual document that enables effective collaboration among the marketing team and helps Content Marketers ensure on-time production and delivery.
  • Content Creation: Once the strategy and calendar have been approved by relevant stakeholders, Content Marketers need to do the on-ground work. This task usually depends on the scale of your company and content marketing strategy. Suppose an organization already has a set of writers, then the Content Marketer doesn’t need to create content by themselves.
  • Search Engine Optimization (SEO): Producing quality content that educates your target audience and resonates with them, isn’t enough. You need to optimize your content creation to make it search engine-friendly. While most companies need a dedicated SEO specialist for keyword research and planning, Content Marketers need to closely collaborate with them and should be well-versed in the basics of SEO.

While the practices discussed above are primary responsibilities of a Content Marketer, they also need to be proactive with

  • Content editing and ensuring adherence to a certain style guide    
  • Continous publishing and distributing content
  • Measuring and analyzing performance

How to Hire a Content Marketer: Step-By-Step?

Content marketing has become the key to driving growth for businesses. Unlike a few years ago, it’s not possible now to get away with a one-person team for content marketing. You need deeply trained individuals for specialist roles.

Let’s now dive into the step-by-step approach of hiring a Content Marketer. But before you even source your first candidate, you should have a clear expectation of the skillset and experience to look out for top content marketing candidates.

Top Must-Have Skills in a Content Marketer

Apart from having relevant industry experience, a good Content Marketer must possess the following skills.

  1. Excellent Writing Skills

A Content Marketer’s prior skillset should be writing excellent attention-grabbing content. From long-form blog posts to website copy, ad copies, social media content, video scripts, emails, newsletters, e-books, whitepapers, and more – a Content Marketer should be able to adapt to the business’s specific requirements and create quality content.

  1. Audience Research

Identifying user behavior is vital for framing the story in the right direction. So a Content Marketer must know how to identify and analyze the needs and pain points to develop a buyer persona. User research can be performed through social listening, relevant communities, in-person calls with customers, analyzing sales call recordings, and more.

  1. Keyword Research

Creating valuable thought-leadership content isn’t enough. Researching the right set of keywords is an essential skill to further educate your target audience on the Whys, Hows and Whats of your business, and have your website rank on Google.

  1. Data-oriented Content

Content that’s not backed by relevant data points does not build enough trust. Experienced content marketing professionals would always prefer data over hollow claims. No doubt that only data doesn’t help a content piece succeed, but it’s essential..

  1. Project Management, Planning, and Publishing –

A Content Marketer is also expected to break down and analyze the pain points to turn keyword research into content ideas. So a professional must be able to identify and solve content gaps.

Further, they must know how to create a content calendar, decide the different types of content, and choose relevant platforms to publish and schedule marketing campaigns.

  1. Content Promotion

Creating a valuable content piece, for example - an ebook, isn’t enough. Your content marketing team needs to promote it proactively for bringing enough attention and engagement.

  1. Performance Analysis

Setting up goals and plans is one thing, but continuously executing, measuring, and analyzing content performance is another. A Content Marketer should always be monitoring key performance parameters to figure out the upcoming plans with the necessary updates required.

Not to forget - stakeholders and marketing heads need the performance reports regularly. So Content Marketers must be able to collect and comprehend all the data to make it worth presenting.

Step 1: Create a Candidate Persona

Let’s sort out the priorities first, and decide the type of content marketing candidates you want to recruit. From exceptional research skills to storytelling, communication skills, relationship building, audience engagement, and more capabilities must be comprehensively considered. Identify and break down the skill requirements for Content Marketers:

  • What are the educational qualification criteria for the role?
  • How many years and what type of work experience do you want in candidates?
  • What are the specific skill sets you’re looking for?
  • Which industry experience would you primarily prefer?
  • Are there any tools your candidates should be hands-on with?
  • What are some personality traits that will fit your company?
  • Where do they look for a new job?
  • What are their career and life goals?

Forming a candidate persona by answering all these questions would ensure you are not shooting in the dark while sourcing candidates. Further, it helps you determine the traits of the ideal candidate, and plan your sourcing and recruitment strategy further.

Step 2: Document the Role Requirements and Decide on Your Recruiting Process

Next step is determining your role requirements suiting primarily to organizational needs and business goals. A content marketing professional is expected to own the entire content strategy, creation, and distribution. But what about your business’s unique requirements?

You might need someone comfortable with frequently creating long-form content pieces like blogs, ebooks, or whitepapers, or creating engaging video content based on your industry trends.

Talk to various relevant stakeholders for seeking the complete detailed company requirements for the role.

Before you enter the recruitment funnel, outline your talent acquisition process. Identify various strategies, channels, and other informational insights you would need – and maintain a collaborative document.

As you update the tactics and tweak your recruitment process for meeting hiring requirements optimally – keep your document up to date.

Step 3: Prepare a Content Marketing Job Description

Once you have finalized the role requirements with respect to your current content marketing goals and team, you can start sourcing candidates. Preparing the job description is the first task you’ll need to do.

Here are the necessary components you must have in your job description:

  • Job Title: The position you’re looking to fill. For example - Content Marketing Specialist or Content Marketing Manager.
  • Roles & Responsibilities: An outline of the candidate’s day-to-day activities. From ideation to implementation and the impact on the organization, everything should be covered.  
  • Skill Requirements: Skills and abilities a candidate must have to perform the job successfully.
  • Perks and Benefits: The compensation details, perks of the job, and any other benefits.
  • About the Company: Why should a candidate consider working with your company?

Content Marketer Job Description Template


The job of a Content Marketer is to perform competitor research, create user persona, and write plagiarism-free content for blog articles, social media, and the company website. They need to stay updated on the latest SEO techniques.


  • Develop, write and deliver persuasive copy for the website, email marketing campaigns, sales collateral, videos, and blogs
  • Build and manage an editorial calendar; coordinate with other content crafters to ensure standards
  • Measure impact and perform analysis to improve KPIs
  • Include and optimize all content for SEO
  • Contribute to the localization of processes and content to ensure consistency across regions
  • Review and implement process changes to drive operational excellence


  • Proven content marketing, copywriting, or SEO experience
  • Working knowledge of content management systems like WordPress
  • A well-maintained portfolio of published articles, blogs, copy, etc
  • Proven experience of working under pressure to deliver high quality output in a short span of time
  • Proficiency in all Microsoft Office applications, Google Suite
  • Fluency in English or any other required language

Soft Skills

  • Excellent verbal and written communication skills
  • Excellent writing and editing skills
  • The ability to work in a fast-paced environment
  • The ability to handle multiple projects concurrently
  • Strong attention to detail and the ability to multi-task projects and deliverables

Step 4: Source Candidates

Once you have the tailored job description in hand, it’s now time to do the groundwork and source candidates. Create an attractive job post to promote your job across job boards and social channels.

  • Begin with what to expect from the role at your company?
  • Why should candidates apply for the position?
  • Highlight the growth opportunities
  • State the company vision and mission
  • Briefly describe the recruitment process

Prepare an impactful job post and also execute paid job ad campaigns if required. The next step would be promoting your jobs on various job boards and hiring platforms. You can leverage the following platforms for hiring Content Marketers:

  • LinkedIn
  • Indeed
  • Instahyre
  • ZipRecruiter
  • Monster
  • GlassDoor
  • CareerBuilder

Not to forget - almost 3/4th of the workforce includes passive candidates, so you cannot miss out on passive talent sourcing as well. Reach out to qualified candidates on communities, LinkedIn, Twitter, and even Facebook to offer them suitable opportunities.

Step 5: Evaluate Candidates and Interview Shortlisted Ones

Once you have filtered candidates based on their experience and skills listed on their profile, it’s time to evaluate them deeply. Ask them to create a content strategy for your website, along with a value-adding content piece like a small blog. The topic of the article must fall within the scope of the strategy.

Interview the candidates whose profiles got shortlisted. Keep in mind the parameters covering skills, relevant experience, and personality traits of candidates.

Step 5: Make the Hire

Reach out to selected Content Marketers and communicate about the compensation.

Further, extend your offer letter to all the candidates who have been selected. In the case of passive sourcing, extend to only those who were aligned with you on the compensation and are willing to move forward.

Ensure having a deadline for the joining date and mention the necessary documents required by your recruiting team.

  • Get the required documents and set up the offer agreements with candidates
  • Organize an orientation session for the onboarded candidates
  • Introduce them to the entire team and the marketing teams they will be working with
  • Guide the new candidates about your company management tools and communication channels
  • Provide candidates with forms for benefits and perks like Health Insurance.

Supercharge Your Hiring for Content Marketer with Nurturebox

Inbound candidate sourcing doesn’t work effectively anymore. Do you also find challenges in closing quality candidates through job posts even after spending on ads?

Don’t worry, passive candidate sourcing can be an optimal solution for hiring top content marketing candidates.

Nurturebox is a one-stop talent sourcing and engagement platform which is powered by automation. Here’s how you can source product managers from LinkedIn using Nurturebox:

  • Install the Nurturebox Chrome plugin and sign up.
  • On your LinkedIn profile, start sourcing Content Marketers with boolean searches stating the required experience from targeted locations and including other criteria
  • Add the qualified candidates to your sourcing campaign pipeline with just a click
  • Automate the candidate engagement through email, Whatsapp and LinkedIn direct messages for reaching out and nurturing candidates at scale.

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