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LinkedIn Messaging Secrets: Proven Strategies for Recruiting Success

August 16, 2023

the linkedin logo is displayed on a smartphone

LinkedIn messaging has become a powerful tool for recruiters in their quest to find top talent. With its vast network of professionals and user-friendly interface, LinkedIn provides a unique platform for connecting with potential candidates. In this article, I will share some proven strategies for leveraging LinkedIn messaging to achieve recruiting success.

The Power of LinkedIn Messaging in Recruiting

LinkedIn messaging offers recruiters a direct and personalized way to reach out to potential candidates. Unlike traditional email or phone calls, LinkedIn messaging allows recruiters to establish a connection with candidates in a more informal and casual manner. This can lead to more open and honest conversations, making it easier to gauge a candidate's interest and suitability for a position.

Additionally, LinkedIn messaging provides recruiters with access to a vast talent pool. With over 700 million professionals on the platform, recruiters can easily search for candidates based on specific criteria such as skills, experience, and location. This targeted approach saves recruiters time and effort, allowing them to focus on engaging with candidates who are more likely to be a good fit for the role.

Benefits of Using LinkedIn Messaging for Recruiting

There are numerous benefits to utilizing LinkedIn messaging as part of your recruiting strategy. Firstly, it allows you to establish a personal connection with candidates right from the start. By sending a personalized message, you show that you have taken the time to research the candidate's profile and are genuinely interested in their background and experience.

Secondly, LinkedIn messaging enables recruiters to tap into the power of networking. When reaching out to a candidate, recruiters can see if they have any shared connections or mutual interests. This shared connection can help build trust and credibility, increasing the likelihood of a positive response from the candidate.

Lastly, LinkedIn messaging allows recruiters to showcase their employer brand. By sending messages that highlight the company's culture, values, and unique selling points, recruiters can attract candidates who align with the organization's mission and vision.

Bring Your Conversations to Life with New Updates in LinkedIn Messaging |  Official LinkedIn Blog

LinkedIn Messaging Statistics

To truly understand the impact of LinkedIn messaging in recruiting, let's take a look at some eye-opening statistics:

  • According to LinkedIn, recruiters who use InMail (LinkedIn's messaging feature) are 2.6 times more likely to receive a response from a candidate compared to traditional email.
  • In a survey conducted by Jobvite, 77% of job seekers stated that they prefer to be contacted by recruiters through LinkedIn.
  • LinkedIn messages have an open rate of approximately 85%, indicating that candidates are more likely to read and respond to messages sent through the platform.

These statistics highlight the effectiveness and popularity of LinkedIn messaging as a recruiting tool. By leveraging this powerful feature, recruiters can significantly increase their chances of connecting with potential candidates.

Crafting Effective LinkedIn Messages

When it comes to crafting effective LinkedIn messages, there are a few key strategies to keep in mind. Firstly, it's important to keep your message concise and to the point. Candidates are more likely to read and respond to shorter messages that clearly outline the purpose of your communication.

Secondly, personalize your message by referencing specific details from the candidate's profile. This shows that you have taken the time to review their background and are genuinely interested in their skills and experience.

Lastly, end your message with a clear call-to-action. Whether it's requesting a phone call, scheduling an interview, or simply asking for more information, a clear call-to-action helps guide the candidate's response and encourages further engagement.

Best Practices for Writing LinkedIn Messages People Will Read
The Effective Linkedin Message

Personalizing Your LinkedIn Message Templates

While it's important to personalize each LinkedIn message, it can be time-consuming to craft individual messages from scratch. To streamline the process, consider creating personalized message templates that can be customized for each candidate.

Start by creating a generic template that highlights your company's value proposition and the specific role you are recruiting for. Then, customize each template by incorporating details from the candidate's profile, such as their skills, experience, or shared connections. This approach allows you to maintain a consistent message while still tailoring it to the individual candidate.

Remember, personalization is key to standing out in a sea of messages. By taking the time to personalize your LinkedIn message templates, you can increase your chances of capturing the candidate's attention and receiving a positive response.

Cold Messaging On LinkedIn (Outreach Strategy & Templates)
Linkedin Message- A personal touch

Best Practices for LinkedIn Messaging in Recruiting

To maximize your success with LinkedIn messaging, here are some best practices to consider:

  • Be professional yet approachable: Maintain a friendly and conversational tone in your messages while still projecting professionalism.
  • Keep it short and sweet: Keep your messages concise and focused on the main points. Candidates are more likely to respond to shorter messages.
  • Send personalized connection requests: Before sending a message, consider sending a personalized connection request to establish a connection with the candidate.
  • Follow up strategically: If you don't receive a response to your initial message, follow up after a reasonable period. Be persistent, but not pushy.
  • Use LinkedIn's search filters: Take advantage of LinkedIn's search filters to narrow down your candidate search and target individuals who meet your specific requirements.
The Hidden LinkedIn Feature You Need to Know About | Inc.com
Linkedin Filters

By following these best practices, you can enhance your LinkedIn messaging strategy and increase your chances of successfully engaging with potential candidates.

Leveraging LinkedIn Messaging for Staffing Agencies

LinkedIn messaging is particularly valuable for staffing agencies looking to connect with both active and passive candidates. The platform allows staffing agencies to showcase their expertise and build relationships within their target industries.

To effectively leverage LinkedIn messaging, staffing agencies should focus on creating personalized messages that highlight the unique benefits of working with their agency. By showcasing the agency's industry knowledge, network, and track record of successful placements, recruiters can attract top talent who are seeking opportunities within their specialization.

Additionally, staffing agencies should make use of LinkedIn's advanced search filters to identify candidates with specific skills, experience, and job preferences. By tailoring messages to the individual candidate and addressing their unique needs and aspirations, staffing agencies can position themselves as the go-to resource for career advancement.

Tips for Recruiters Using LinkedIn Messaging

Recruiters can enhance their LinkedIn messaging strategy by implementing the following tips:

11 Tips for LinkedIn Recruiting to Stand Out from the Crowd | Sprout Social
Finding the right candidate

  • Research the candidate thoroughly: Before sending a message, take the time to review the candidate's profile and gather relevant information that can be used to personalize your message.
  • Showcase your company's culture and values: Highlight your company's unique culture and values in your messages to attract candidates who align with your organization's mission.
  • Be responsive and timely: Respond promptly to messages from candidates to demonstrate your commitment and professionalism.
  • Leverage LinkedIn's multimedia features: Use LinkedIn's multimedia features, such as attaching articles or videos, to provide additional information about the role or your company.
  • Monitor your analytics: Keep track of your LinkedIn messaging analytics to measure the effectiveness of your messages and make adjustments as needed.

By implementing these tips, recruiters can optimize their LinkedIn messaging strategy and increase their chances of connecting with top talent.

LinkedIn Messaging for Hiring Managers

LinkedIn messaging is not only beneficial for recruiters but also for hiring managers who are involved in the candidate selection process. Hiring managers can use LinkedIn messaging to directly engage with candidates, providing insights into the company culture and specific job requirements.

When reaching out to candidates, hiring managers should focus on conveying the unique benefits of working for their organization. By highlighting the company's mission, values, and growth opportunities, hiring managers can attract candidates who are aligned with the company's vision.

In addition, hiring managers can use LinkedIn messaging to quickly and efficiently schedule interviews and follow-up communications. By leveraging LinkedIn's messaging features, such as calendar integration, hiring managers can streamline the interview process and ensure a seamless candidate experience.


LinkedIn messaging is a powerful tool for recruiters and hiring managers alike. By utilizing personalized messages, leveraging the platform's search filters, and showcasing your company's unique value proposition, you can significantly enhance your recruiting efforts. Remember to keep your messages concise, personalized, and professional, and always follow up strategically. Incorporate these proven strategies into your LinkedIn messaging approach, and you'll be well on your way to recruiting success.

Ready to take your recruiting efforts to the next level? Start leveraging the power of LinkedIn messaging today and connect with top talent in your industry. Don't miss out on the opportunity to engage with candidates in a personalized and direct manner.

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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