Why Hiring Managers Ignore Your LinkedIn Messages (And How to Fix That)

While the tools for connecting with recruiters and hiring managers have multiplied, meaningful professional connections seem more complicated to build than ever. Your carefully crafted messages sit unanswered. Your connection requests are ignored. And that ideal role at your target company? It still feels frustratingly out of reach.

A client recently shared with me, “One of the most difficult parts has been trying to connect with people within an organization for potential leads. When I reach out, I often don’t hear back, likely because we’re strangers, and I’m unsure of how to break through that barrier.”

If you’re experiencing a similar situation when you try to reach out, you’re not alone. The good news is that the data tells an interesting story: 70% of professionals still land roles through their networks. The disconnect isn’t in the importance of relationships—it’s in how we build them.

Why Your LinkedIn Messages to Hiring Managers Aren’t Getting Responses

Before we dive into solutions, let’s understand the core challenges. According to LinkedIn’s data, there are several key factors working against you:

Volume: With two new people joining LinkedIn every second, recruiters and hiring managers are overwhelmed with messages. This increasing competition for attention means your message needs to work harder to stand out.

Relevance: Here’s something most job seekers miss – recruiters are prioritizing active opportunities with their clients right now. If your skills don’t align with what they’re currently hiring for, they likely won’t respond. It’s not personal; it’s practical. They’re focused on filling immediate needs.

Message Quality: The data here is crystal clear:

• Personalized messages get 15-20% better response rates than generic ones
• Shorter messages (under 400 characters) get 22% higher response rates
• Messages without a clear “ask” often get ignored completely

Timing: Surprisingly, when you send your message matters. LinkedIn data shows that messages sent on Saturdays get 8% fewer responses than average, while Friday messages see a 4% drop in responses compared to other workdays. Weekday messages sent between 6-8 am have higher response rates, too. 

Candidate Status: This one might surprise you – candidates who mark themselves as “Open to Work” are 40% more likely to get messages from recruiters. And if you have a complete profile and professional headshot you’re 21X more likely to get a message from a recruiter. The presentation of your profile (your digital handshake matters).  These little profile tweaks can make a big difference in your response rates.

Struggling to get noticed by recruiters? Get my free LinkedIn training to learn 5 profile optimization strategies that increased visibility by 8500% and attracted interviews within 24 hours.

The Problem with Most LinkedIn Messages to Hiring Managers

There are two different types of outreach: warm and cold, and if your messages aren’t getting responses, you’re likely doing cold outreach.

Warm outreach is leveraging existing connections—talking to people who already know, like, and trust you. They’re more likely to respond because they already know you.

Cold outreach is when you reach out to strangers online. It’s when you send that hiring manager or recruiter a connection message out of the blue with no prior contact. Cold outreach is not as effective.

With cold outreach, you’re more likely to be ignored if you:

1. Don’t make any attempts to warm up the connection/introduction first
2. Don’t take the time to mention any common points of connection
3. Jump straight to asking for something without building rapport

A Better Way to Send LinkedIn Messages to Hiring Managers: Start with Your Power Circle

Your power circle is where networking starts. I’ve found that most job seekers underestimate their existing network and who their network knows. Your power circle consists of the people who already know, like and trust you. We start here because:

• There’s already a relationship
• They WANT to help you
• It’s faster to strengthen existing relationships than it is to start from scratch

Here’s how to leverage your power circle effectively:

1. Start by reaching out to reconnect with your existing contacts
2. Share your target company list to see if they know anyone inside those companies
3. Ask for introductions to turn cold connections into warm ones

Steve Dalton, the author of The 2-Hour Job Search, and Career Director at Duke University’s Fuqua School of Business states that only about 20-40% of your messages will receive responses. In 2024, the average InMail response rate ranged from 18-25%, compared to a 3% response rate for cold emails. This is normal. The key is focusing on warm connections and approaching them the right way.

Want recruiters to notice your profile? Watch my free LinkedIn training to discover 5 proven strategies that turn profile views into interview invites and job offers in just 12 days.

How to Get Better LinkedIn Message Response Rates

Given LinkedIn’s data on what actually works, here are proven strategies to improve your response rates:

When you’re ready to reach out to hiring managers, here are proven strategies that work:

Focus on Active LinkedIn Members 

When searching for connections, visit their LinkedIn pages and look for:

• Regular posting activity
• Engagement with others’ posts
• Recent comments and interactions.

Active LinkedIn members are more likely to respond to your outreach. Here’s an article from HBR on How to Pitch Yourself to Employers if you’re looking for additional guidance.

Craft Short, Personalized Connection Requests 

LinkedIn’s data shows that brevity is key – messages under 400 characters get 22% better response rates. Instead of using LinkedIn’s AI-generated templates:

• Keep your message concise and focused
• Mention specific things you have in common
• Mention who referred you or your mutual connection
• Reference their recent content or work
• Explain why you want to connect
• Include a clear call to action

Pro tip: Only 10% of all LinkedIn messages are under 400 characters, which means shorter messages naturally stand out from 90% of other messages people receive.

Build Rapport Before Asking

Avoid messaging cold connections/strangers. Before making any requests:

• Follow their content
• Engage thoughtfully with their posts
• Share valuable insights
• Join existing conversations

Leverage Your Power Circle for Introductions 

When reaching out to someone through a mutual connection, you can say:

“Hi [Name],

I noticed you’re connected with [Mutual Connection] at [Company]. [Mutual Connection] and I worked together at [Previous Company] and [brief personal note about your relationship]. I saw the [Role] opening at [Company] and would love to learn more about the team and culture there. Would you be open to a brief conversation?”

Timing Matters More Than You Think

LinkedIn’s data reveals some surprising insights about when to send your messages:

• Monday through Thursday show consistently strong response rates.
• Friday messages see a 4% drop in responses.
• Saturday messages perform worst, with an 8% drop in response rates.
• 65% of responses come within 24 hours.
• 90% of responses arrive within one week.
• Sending a follow-up message doubles your response rate.
• Messages sent between 6-8 am get a higher response rate.

If you’re about to send that message on a Friday afternoon, consider scheduling it for Monday morning instead. The data shows you’ll likely get better results.

By starting with your power circle, focusing on warm introductions, and following these data-driven best practices, you’ll see a dramatic improvement in your response rates and, ultimately, your job search success.

Now that you know how to write LinkedIn messages that get more responses, want to learn 5 profile optimization strategies that attract recruiters first? Get my free LinkedIn training to see how I helped generate an 8500% increase in profile views and land interviews within 24 hours.

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