1. Why InMails Often Go Unanswered

Before we dive into what makes a great InMail, it’s important to understand why many InMails go unread or ignored. Knowing the common pitfalls will help recruiters avoid making these mistakes and increase their chances of getting a response.

The Most Common Mistakes Recruiters Make:

• Generic, impersonal messages: Candidates can easily spot templates and bulk messages that lack relevance to their skills and interests.
• Overly long and complicated texts: InMails that feel like essays tend to get ignored. Most candidates won’t take the time to read a wall of text.
• Immediate pitch without building rapport: Jumping straight to a job offer without building any context or relationship can make candidates feel spammed.
• Misaligned roles: Candidates often ignore InMails when the role isn't a good fit, indicating that the recruiter didn’t do their research.

Why It Matters:

Candidates are more selective than ever. A poorly crafted InMail not only fails to engage but can also harm your employer brand. The key is to focus on quality, not just quantity, when reaching out to talent.

Pro Tip:

Think of InMails like networking conversations—not transactional emails. Candidates respond better when they feel like the message is tailored to them, rather than part of a mass outreach campaign.

2. Personalization: The Key to High Response Rates

Personalization is the foundation of any successful InMail. A personalized message shows the candidate that you’ve taken the time to research their background, making them more inclined to respond. According to LinkedIn, personalized InMails receive a 20-30% higher response rate than generic ones.

How to Personalize Effectively:

• Reference the candidate’s background: Mention a specific project, article, or shared interest from their profile.
• Acknowledge career transitions or accomplishments: Congratulate them on recent achievements, such as promotions or new certifications.
• Connect through shared connections or experiences: Mention mutual contacts or similar industry experiences to establish a sense of familiarity.

Example of a Personalized InMail:

Hi [Candidate's Name],
I came across your profile, and your recent work on [specific project or skill] really stood out to me. At [your company], we’re building a team focused on [related initiative], and I’d love to discuss how your expertise could align with what we’re doing.

This message works because it immediately establishes relevance and shows that the recruiter has invested time in understanding the candidate’s background.

Pro Tip:

Use LinkedIn’s “Open to Work” signal or skills listed on the profile to tailor the InMail even further. Even a small, personalized detail makes a big difference.

3. Keep It Brief and Clear

Candidates are busy professionals, and lengthy InMails are likely to be skimmed—or worse, ignored. A concise, focused message is more likely to capture their attention and keep them engaged. According to LinkedIn data, the sweet spot for an InMail message is 400 characters or fewer.

How to Structure a Clear and Concise InMail:

• Subject Line: Grab the candidate’s attention with a subject that piques curiosity or signals relevance.
• Introduction: Briefly introduce yourself and explain how you came across their profile.
• Value Proposition: Highlight the opportunity and why it’s relevant to the candidate.
• Call to Action (CTA): Ask a simple, non-intrusive question to encourage a response.

Example of a Short and Effective InMail:

Subject: Your experience with [specific skill] caught my eye!
Hi [Candidate's Name], I’m [Your Name], a recruiter at [Company]. I came across your profile, and I think your background in [relevant skill or project] could be a great fit for an exciting role we have. Would you be open to a quick chat this week to explore it further?

This message works because it is short, respectful of the candidate’s time, and provides a clear reason to respond.

Pro Tip:

Avoid overwhelming candidates with too much information upfront. Your goal is to spark interest, not to provide every detail about the role.

4. Timing Matters: When to Send InMails

Timing plays a crucial role in getting responses. LinkedIn reports that candidates are most responsive to InMails sent during certain days and times. Knowing when to send your message can significantly improve your response rate.

Best Times to Send InMails:

• Weekdays, particularly Tuesdays and Thursdays: These are the most active days for candidates on LinkedIn.
• Mornings between 9 AM and 11 AM: Messages sent during these hours tend to perform better, as candidates are more likely to engage with LinkedIn in the morning.
• Avoid Fridays and weekends: Candidates are less likely to engage with professional messages during off-hours.

Use Case:

A recruiter looking to connect with a software engineer might time their InMail to hit the inbox early Tuesday morning, increasing the chances that it gets seen and opened before the candidate’s day gets too busy.

Pro Tip:

Experiment with timing and track response rates to identify patterns that work best for your industry or target talent pool.

5. Adding Value Before Asking for a Conversation

Candidates are more likely to respond when they see value in the interaction. Instead of jumping straight into pitching a role, focus on offering something of value—whether it’s insights about the market, career advice, or exclusive job opportunities.

How to Offer Value in Your InMail:

• Share industry insights or trends: Provide candidates with useful information relevant to their role or industry.
• Offer career development resources: Mention webinars, industry events, or mentorship programs they might be interested in.
• Highlight unique aspects of your company or role: Showcase opportunities for growth or innovation that make the position compelling.

Example of a Value-Driven InMail:

Hi [Candidate's Name],
I noticed your experience in [specific field] and thought you might find this upcoming [webinar/event] at [Company] interesting. We’re also hiring for a similar role, and I’d love to connect if you're open to exploring opportunities. Let me know if you’d like more details!

This approach adds value right from the start, demonstrating that the recruiter is interested in more than just filling a position.

Pro Tip:

Sharing relevant industry resources shows candidates that you care about their growth and career development, not just your hiring needs.

6. Following Up Without Being Pushy

Not every candidate will respond to your first message—and that’s okay. A thoughtful follow-up can significantly increase the chances of getting a reply. The key is to follow up in a non-intrusive, respectful way.

How to Craft an Effective Follow-Up Message:

• Keep it light and friendly: Acknowledge that they may have been busy and offer a gentle nudge.
• Provide additional context: If new information about the role or company has emerged, mention it in your follow-up.
• Space out follow-ups: Wait 5-7 days before following up to avoid appearing too persistent.

Example of a Friendly Follow-Up:

Hi [Candidate's Name], I just wanted to follow up on my previous message. I understand things can get busy, but I’d love to connect when you have a moment to chat about [specific opportunity]. Let me know if this sounds interesting, and I can work around your schedule.

Pro Tip:

Limit yourself to 1-2 follow-ups. If the candidate doesn’t respond after that, respect their decision and move on.

7. Measuring Success and Optimizing InMail Strategies

The final step in writing effective InMails is measuring their success and continuously optimizing your approach. Track key metrics to see what’s working and adjust your messaging based on performance.

Key Metrics to Monitor:

• Open Rate: Measures how many recipients opened your InMail.
• Response Rate: Tracks the percentage of candidates who responded to your message.
• Conversion Rate: Measures how many responses led to further engagement, such as interviews or phone calls.

How to Optimize Based on Data:

• A/B Test Subject Lines: Experiment with different subject lines to see which ones generate more opens.
• Analyze Response Patterns: Identify trends in timing, message length, and personalization that yield higher engagement.
• Refine Messaging Based on Feedback: Use insights from candidate responses (or lack thereof) to improve future outreach efforts.

Pro Tip:

Make incremental changes to your InMail strategy and measure the impact of each adjustment. Continuous improvement ensures you stay ahead in a competitive talent market.

Conclusion

Writing LinkedIn InMails that candidates actually reply to requires more than a simple copy-paste approach. It demands thoughtful personalization, concise messaging, perfect timing, and a genuine focus on adding value. In today’s competitive landscape, candidates have more options than ever, and your outreach needs to stand out from the noise.

By following the strategies outlined in this guide—personalizing your outreach, keeping messages brief, offering value, and tracking success—you’ll be well on your way to building meaningful relationships with top talent. InMails aren’t just a way to offer jobs; they’re an opportunity to connect, engage, and grow your talent network.

With the right approach, your InMails will no longer be ignored—they’ll spark conversations that lead to great hires.