Are you a talent recruiter or working in recruitment and searching for candidates?
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In the highly competitive field of recruitment, differentiating yourself when reaching out to candidates can be challenging. They are frequently overwhelmed with messages and might not give proper attention to every job offer they receive.
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Moreover, individually contacting candidates is laborious and time-intensive.
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How can you automate your approach and make your job offers stand out?
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La Growth Machine can assist you - keep reading!

Table of contents:

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Do I need an expensive Recruiter account? Or is Sales Navigator good enough?

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How to source great candidates with Sales Navigator

Best practice for outreaching talents

Integrating with your ATS

A professional LinkedIn Sales Navigator license costs 99€ per month, whereas LinkedIn Recruiter Lite costs 154€ per month.

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This price difference is significant. However, is it worth it?

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The main differences between LinkedIn Sales Navigator and LinkedIn Recruiter Lite are as follows:

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→ Filters:

In LinkedIn Recruiter, there are two filters that you won't find in a Sales Navigator lead search:

With Sales Navigator, there are more filters available than in LinkedIn Recruiter. Here are the ones that are relevant when looking for candidates:

→ Network (3rd-degree connections):

With Sales Navigator, you can find and contact people who are within your 3rd-degree connection circle. This isn't possible with Recruiter Lite, and you might miss out on good candidates that other talent recruiters or recruitment companies can contact first.

Bonus: If you work for a recruitment agency, you likely handle both recruiting and prospecting for new clients. In this case, Sales Navigator is the perfect fit for you. You can use it to find candidates and also identify companies you're interested in working with through an Account-Based Marketing (ABM) strategy.

Ultimately, if you had to choose between LinkedIn Sales Navigator and Recruiter Lite, what would you choose?

At La Growth Machine, we are convinced that Sales Navigator is the best choice you can make in terms of budget and features!

We explained why it is a smart choice to use LinkedIn Sales Navigator to source candidates, I’ll share good practices and best insights to explain how to master Sales Navigator when recruiting.

Sometimes, the perfect fit for the position you're recruiting for can be found within your competitors' teams.

It's a classic recruitment strategy and a surefire approach to seek out talent that is already trained and familiar with market intricacies, for instance.

To begin with, start by identifying companies that share similarities with yours based on the products/services they offer, the industry vertical they operate in, or their company size.

Indeed, for certain positions, you may be searching for candidates who are well-acquainted with working for early-stage startups, while for others, a profile experienced in the operations of large corporations might be more relevant.

Now that you know the basics, let’s apply it to our Recruiting goals!

To accomplish this, navigate to the "Search Accounts" tab on Sales Navigator and conduct your research using filters:

Let's consider the following example: you're searching for a Marketing and Brand Director within the fashion industry, specifically in a sizable marketing department.

I've applied the following filters:

I obtained 27 results in my search! I've only selected the companies that were a good match and compiled them into a list.

Now, onto the second phase of the research: identifying the right candidate.

To do this, let's switch to lead search and employ your list of companies as a filter.`

(Not sure how to proceed? Watch the previous video or read our article that provides a step-by-step guide on how to do this.)

Here are the filters I've employed:

I've identified 24 results!

You can either refine the search and individually select profiles to add them to a leads list or contact all of them if they appear to be relevant for the position.

After working in the same position for 2 years, individuals might have completed their tasks and be seeking a fresh challenge. This is particularly applicable to salespeople. During this phase, they might explore new job opportunities or be open to changing roles if the right opportunity presents itself.

Identifying such individuals and proposing a new role can be a compelling strategy, as they are more likely to respond positively compared to individuals who have deeper roots within the company or those who have recently started a new position.

Identifying them becomes much easier by using Sales Navigator; follow the steps outlined below:

Additionally, include the filter "Years in current role = 1 to 2 years."

Headhunting the right skills on Sales Navigator using boolean parameters can significantly enhance your recruitment efforts by allowing you to identify candidates with precise qualifications.
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Why Use Boolean Parameters for Skill-Based Searches?
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More precise targeting: Boolean parameters enable you to create very precise research. This helps you find candidates who possess the exact skills you're looking for, reducing the time and effort spent on sorting through irrelevant profiles.
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Customized Criteria: Boolean searches give you the flexibility to customize your criteria. You can combine multiple skills, specify the level of expertise, and even exclude certain skills, allowing you to fine-tune your search.
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By using boolean parameters for skill-based searches, you can efficiently identify candidates who meet your specific requirements.
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This approach not only saves time but also increases the likelihood of finding highly qualified candidates who are the right fit for your job openings.
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To learn how to use boolean parameters, you can read the guide we wrote for you!
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Here's another reason why LinkedIn Sales Navigator is more than capable of finding the perfect talent you can search for people based on the schools they attended.

Why build your research around schools candidates attended?

For instance, certain schools are renowned for their strong programs in particular industries. By targeting candidates from these schools, you increase the likelihood of finding individuals with a solid educational foundation in your industry.

To do this, utilize the School filter and refine your search by the curriculum and expertise you are seeking in your candidates.

Let's say you've tailored the search to meet all the criteria required for discovering the ideal talent for your job opportunity! But, luck hasn't been on your side so far: you've reached out to every individual, and no one seems interested in the role you're recruiting for.

Don't give up just yet—continue leveraging the fantastic search you've set up. Save it using the "Saved Search" button, and whenever a new profile aligns with the filters you've applied, it will be saved in this search.

You’ll get an email weekly with all the new results!
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2. Name your search

3. Check out the fresh profiles added to the search every week!

4. Get in touch with those new talents!

So, now that you've used Sales Navigator to find the perfect talents, it's time to get in touch with them!

But reaching out to each one individually? That's going to take ages. And let's be honest, chasing them up when they don't reply is a hassle, and you might even miss a few.

No worries though, La Growth Machine is here to help you set up the perfect workflow to contact and follow up with your candidates in a super personalized way!

Curious to know more? Check out the second part of our guide!

La Growth Machine allows you to reach out to people on LinkedIn and via email as well. How do you decide which channel you should start with?

In the case of recruitment, there's no need to overthink it: always start on LinkedIn first for the simple reason that you don't have any email addresses to contact your potential candidates at the beginning of the sequence.

Indeed, La Growth Machine will provide you with very interesting data to contact your talents: their personal email addresses.

How? By default, people on LinkedIn often share the email addresses they signed up with to their 1st-degree connection network. The email address is usually their personal email address.

(To learn more, please read the linked article.)

When this data is shared, La Growth Machine will scrape it and add it to your leads' data in your audience, so you can reach out on that channel.

This explains why you should start with LinkedIn first: send an invitation, and if it's accepted, you can switch to an email if an email address has been retrieved (with an average enrichment rate of 60% for personal emails).

Here's an example of a workflow you can build when reaching out to talents:

Now, let's take a closer look at each step!

As we've highlighted earlier, LinkedIn is the #1 channel when it comes to finding your candidates. If you're not in their accepted network, you won't have access to their personal email, so engaging with your candidate won’t be so easy.
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Missing out on engaging with talent that's a perfect fit for your job description would be quite a setback, right?
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That's where adding a note to your connection request comes into play. Imagine having a clear, honest message that directly asks if your potential candidates are interested in the job opportunity you're recruiting for.
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This way, you can ensure you're not leaving anyone out, and you'll be firing up the interest of 100% of your audience's candidates.
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What to write in your note? As always, transparent, short, easy to understand and reply:

Voice notes are often the most overlooked feature on LinkedIn. Many people are unaware that sending voice notes is possible, let alone considering that a tool like La Growth Machine could automate them!

The most challenging aspect of engaging with candidates on LinkedIn or via email is capturing their attention. They frequently find themselves inundated with solicitations.

So, how can you effectively engage and ensure your messages and offers stand out?

By building genuine relationships that resemble one person conversing with another. The more human and less robotic you sound, the more likely you are to grab the candidates' attention. When discussing personal life and career matters, nobody wants to interact with a robot.

In your approach and copywriting, avoid generic content and personalize your communication. The most effective way to achieve this is by sending voice messages!

Firstly, because people don't anticipate receiving voice notes on LinkedIn, there's a high likelihood that they'll listen to what you have to say.

Secondly, they won't even consider that it's generated by an automation tool. They'll assume it's a human approach; you record yourself on your phone to address them. They'll be flattered that you took the time to record a voice message, making your message stand out.

The effort you put into recording the message implies you have something intriguing to offer, right?

Lastly, they'll instinctively connect with you. If your voice sounds dynamic, friendly, and carries a cheerful tone, they'll perceive you as a fellow human being.

After putting in such a concerted effort, they'll likely take the time to respond, even if it's just to express disinterest.

But the primary aim of the sequence will be achieved: qualifying your candidate's interest!

💡Tips for recording a voice note:

When doing automation, it’s tempting to be sending long messages with all the information about the job, hoping that it will drive interest from the candidate. But this is wrong for two reasons :

And the stats do back this up. LinkedIn has shared very interesting data on the performance of recruiting messages depending on multiple factors. Most notably, when it comes to recruiting, the shorter the message, the better to get a conversation started :

Some other interesting facts :

As you likely read a few moments ago in this guide, La Growth Machine can provide you with both personal and professional email addresses. Here's an article that explains how it enhances the professional email aspect.

Why do we strongly recommend using personal email instead of professional email?

For one simple reason: you wouldn't want to offer a new job to someone using their professional email address.

Doing so could harm your initial approach: the talent might hold you responsible for putting their job security at risk if someone discovers they're receiving job offers.

By using their professional email, you run the risk of them not responding at all. Receiving job offers in their work inbox might not be appropriate.

Now, imagine if someone from their company discovers they've replied and engaged with a recruiter.

For matters of a personal nature, opt for the personal email address. This way, things won't get mixed up, and they'll be more receptive to hearing what you have to say.

How to use personal emails with La Growth Machine?

2. When using a pre-built template, change the condition Has professional email with has personal email. If you’re building a campaign from scratch, choose the condition has personal email before switching via email.

Now that you've read all those professional tips, you know how to create cross-channel campaigns that will perform and generate lots of replies!

But imagine having to handle all the replies in your email inbox and on LinkedIn all day long. You'll be switching from one platform to another all day, and you’ll risk missing an important reply from the perfect candidate.

We understand that in recruiting, you need to be fast. The market is competitive, and qualified candidates are sought after by many recruiters, receiving various job opportunities daily.

That's why we've created the inbox so you won't miss any messages and can handle them as soon as possible.

How to ensure you master the inbox?

One single tip: Aim for the inbox zero at the end of the day

When you finish your workday and are about to go home, there should be no messages left in your inbox. This way, you ensure you've covered all the replies from the day.

Here is a quick video overview of the inbox :

Now you or your team have no excuse if they miss the perfect candidate!

If you don't have an ATS (Applicant Tracking System) yet, keep reading because we have a feature that will interest you for tracking your candidates' interactions and history within LGM: lead qualification.

You've launched a campaign and have already received several replies from your candidates; this is great news!

Unfortunately, we all know that a reply doesn't guarantee that the deal is done.

Some candidates will let you know they aren't interested in the opportunity you're offering or that they're not looking for a new position at all.

Others may say they'll be available for a new opportunity in a few months.

Without an ATS, how can you know the stage of all your candidates so you know who to contact and when?

Our lead qualification feature can help you manage your pipeline in a simple but efficient way!

When and Where to Qualify Candidates:

Select "Lead Tag" as a filter and then choose the tag "to qualify.”

How to manage candidate based on their status?

From the audience section, you can easily filter your candidates per status!

Select the audience and the statuses you want to work on.

For instance, in this audience, I was looking for candidates qualified with a "Wrong Timing" tag so I could reach out again and offer them a new job opportunity!

To activate them in a new campaign, select them and add them to a new audience!

When reaching out to potential candidates on LinkedIn and via email, you'll likely engage with them in conversations. After these interactions, you'll get a sense of whether they're interested in the job opportunities you're recruiting for or if the timing isn't quite right. Regardless, you'll want to seamlessly integrate all these valuable contacts into your Google Sheets or Airtable.

Who knows, they might not be available right now, but in a few months, another job opportunity could align perfectly with their career goals!

You have two primary options for synchronizing your candidate data with a Google Sheet or Airtable:

Let's begin with a straightforward and speedy synchronization using CSVs!
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Step 1: Navigate to your campaign dashboard, select all your leads, and export your audience data to a CSV file.

Step 2: Import this file into Airtable, Google Sheets, or any ATS you prefer to use, and map all the relevant fields. You'll have access to crucial information for assessing your candidates from this CSV:

A more automated method for integrating La Growth Machine with Google Sheets and/or Airtable: Zapier!

For instance, suppose you want to keep tabs on candidates who have responded, mentioning that the timing isn't right for them. You've engaged with them and believe that another job opportunity soon might align better with their schedule.

Let’s say you are using Google Sheets to keep track of your candidates, Here's a Zap you can set up :

The trigger event is "Lead Status Changed in Campaign." In the step details, select the campaigns to which you want the Zap to apply (for this example, we've chosen all campaigns) and the tag "Wrong Timing."

The action event is "Create Spreadsheet Row in Google Sheets." In the step details, select the Google Sheet and worksheet you've created for syncing candidates.

And there you have it! Your integration is complete.
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Now that you understand the logic, Zapier offers endless possibilities:

Suppose you're using Teamtailor as an ATS. It makes perfect sense that you want to track and sync everything that happens in La Growth Machine (LGM) with your ATS.

Here's an example of a Zap you can create:

Automatically Synchronize a Candidate's Reply in Teamtailor from La Growth Machine

Candidates will reply during the campaign. Keeping their profiles updated in Teamtailor and preserving the history of exchanged messages from day one is vital. This ensures you know what they're up to, when to reactivate them, and facilitates better team collaboration and information sharing.

Here's the template for this Zap:

The trigger event can be "LinkedIn Message Replied" or "Email Replied" In the step details, select the campaigns to which you want the Zap to apply (for this example, we've chosen all campaigns).

Before synchronizing the reply, you need to identify the right candidate to synchronize the reply with.

Select the right action and then map the fields below with La Growth Machine data, such as the candidate's personal email or LinkedIn URL.

This way, the candidate can be found if there's a match between LGM and Teamtailor, and if no match is found, a new candidate will be created in Teamtailor.

You'll be able to share information in the note section. To have a better understanding of the conversation, I suggest you sync the last message sent (Sent Message Body) and, of course, the reply (Received Message Body).