What to Include in Your First LinkedIn Message to a Candidate

Why it matters what you include in your first message to a candidate

Candidates get a lot of messages every day, and most feel generic or too long. That's why people often decide within seconds whether a message is worth reading. What you choose to include, and leave out, in that first LinkedIn message to a candidate directly shapes whether they reply.

Say too little and the message lacks context. Share too much and it feels heavy and already wrapped up, which puts people off replying. A good first LinkedIn message to a candidate shows why you're reaching out, while still leaving room for a conversation. That's the balance every recruiter is looking for.

What to include in your first message to a candidate if you want to spark interest

Always start with a personal reason. Explain why you're reaching out to this person specifically, referencing their experience, sector, or a recent career move. This is the foundation of strong, personal outreach and makes your message instantly credible.

Then give the message some direction. Describe the type of role, the context, and the stage the company is in, but keep it brief. When you're thinking about what to put in an InMail to a candidate, remember they don't want a long explanation, they simply want to understand what it's about, quickly.

Next, add one distinctive element, such as the impact of the role, the level of autonomy, or the company's growth stage. Finish with one concrete question, such as whether they're open to a short introductory call. These are practical tips for approaching a candidate on LinkedIn that deliver real results.

What to include in your first message to a candidate to avoid noise

Many first messages simply contain too much information. Recruiters sometimes paste an entire job advert into the message, or share a lengthy company introduction. Because this takes the candidate a long time to read, it significantly lowers the chance of a reply.

Links also tend to backfire at this early stage. They're distracting and pull focus away from the conversation entirely. A short, direct message feels far more personal, and gets a reply far more often.

Long lists of requirements or terms of employment aren't needed yet either. The best candidate outreach best practices come down to timing. The concrete details can follow later, once someone has actually shown interest.

What to include in your first message to a candidate for confidential searches

When you're working on a confidential search as a recruiter, you obviously can't share everything. Even so, it's important to stay as clear as possible. Describe the sector, the stage the company is in, and the type of challenge, for example. That way the candidate understands the context well, without you giving away sensitive information straight away.

For teams working as a corporate recruiter, this situation is undoubtedly familiar. You're constantly looking for the right balance between transparency and discretion. Being too vague backfires, though, because candidates then see no reason to reply. Giving clear direction remains essential.

What to include in your first message to a candidate on salary and details

The question of whether to mention a salary in the first message comes up often. Transparency certainly helps, but timing is crucial here too. Naming a specific figure can lock the conversation in too early, because the focus then shifts immediately, and exclusively, to money.

Sharing a broad salary range can work well in a competitive market. This gives the candidate something to go on without limiting the rest of the conversation. Keep your main goal in mind throughout: you want to spark interest and start a dialogue. The exact details will follow naturally after that.

Examples of a first LinkedIn message to a candidate: what works and what doesn't

Weak example

Hi, I have an opening for a Senior Business Development Manager in London at a fast-growing SaaS scale-up. Salary is £65k to £80k plus bonus, there's hybrid working, a pension scheme, and various requirements for the role. See the link and let me know when you can hop on a call.

Strong example

Hi, your track record driving commercial growth in B2B tech caught my eye. I'm currently working on a role at a scale-up where you'd have direct influence over the next growth phase. Since I think this could be a great fit, I'd love to hear from you. Would you be open to a short introductory chat?

Why this works better

This example of a first recruiter message is short and to the point. It makes clear straight away why someone is being approached, and gives direction without overwhelming the reader with information. At the same time, there's still plenty of low-pressure room to reply. This is exactly how a personalised LinkedIn message should feel.

In a case study on improved outreach, we also saw that small changes in both content and tone led directly to more replies. The real difference lies in making sharper choices, not in adding more text.

Common mistakes when deciding what to include in your first message to a candidate

One common mistake is opening with an empty compliment. Without a concrete reason behind it, this quickly feels like copy-paste, and loses its effect instantly.

A second frequent slip-up is including too much detail. Long messages packed with information slow the reader down and significantly reduce the odds of a reply.

A third pitfall is an unclear closing question. Offering multiple options tends to create hesitation; one clear call to action works far better in practice.

Finally, a lack of direction is fatal. If the recipient can't immediately tell what the message is fundamentally about, the candidate is almost certain to drop off.

How to find the right balance in your first LinkedIn message to a candidate

Finding the right balance starts with sharp focus. Pick one strong hook and develop it briefly. Always think in terms of relevance, not completeness. This mindset helps you write consistently better messages.

If you want to improve this skill across your team, a consistent approach helps enormously. In our training on building a strong first InMail message, we show exactly how to make these messages consistent and effective every time.

When several recruiters work together, differences in style naturally start to appear. By sharpening your communication with clear templates and instructions, you bring far more consistency, and a higher standard, to your combined outreach.

Ultimately, it all comes down to one crucial question: what does this person actually need to know in order to reply? Everything else can follow later. Want to sharpen this approach together with us? Get in touch and we'll gladly take a look at your current approach.