Use the multiple identity strategy:

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When it comes to sales, a third, riskier route worth considering is the possibility of using another account to interact with them, one that is higher up in the hierarchy – while maintaining credibility, of course.

It's about leveraging your team leader's profile instead of recruiting as a “talent recruiter.”

This approach fosters deeper connections – potentially, the candidate is interacting directly with their future bosses.

This interaction facilitates discussions about professional challenges and creates a more accessible atmosphere, in contrast to the generic approach often associated with talent recruiters.

This is an oversimplification of true multi-identity strategy , but you get the gist. If you want to learn more, follow the link!

Vary channels to achieve effective dissemination:
In addition, a dynamic strategy involves changing channels to adapt to the active presence of potential candidates.

This approach aims to surprise and engage effectively. Initiating communication via direct vp financial email list messages (DM), using voice messages or even reaching out via personal emails have all proven to be successful.

Disclaimer

For a more discreet approach, it is crucial to send messages to personal email addresses rather than professional ones. This method allows for better management of conversations and more control over the exchange.

Above all, it is so that the person does not have problems with their company for flirting with other job opportunities, even if they have not asked for anything.

And eventually, if you are very short on time and have identified some really good profiles, why not make a phone call, it is also possible.

Use human-centered communication:
We have said it many times throughout this article, embracing the human-to-human connection is paramount.

Communication should never resemble the impersonal nature of prospecting:

You must reflect an exchange between two equals.
Adopt a respectful and friendly tone.
Avoid common mistakes like asking prematurely: “Are you available to talk?”
Rather:

Give it a try, there's no obligation, you don't have to commit right away.

Not really. If the person doesn't respond, it's because they're not interested, so don't force it.

The ultimate goal of any multi-channel sequence is not to sell the position at any price, because if the candidate is not interested, you are not going to convince them.

It's more about qualifying the candidate, trying to get a response first and finding out if they are open to the market or not.

Try something like this:

Well, I've seen your profile, it's very interesting, nice logo, you've been in some good companies.

I imagine you must have done a lot of things in that experience, because you seem to have been a bit of a jack of all trades.

You must have developed your skills and so on. We are currently recruiting so I was wondering if you are looking for opportunities or looking for work?

Do you see? Something very cold in the approach, without trying to force things. Above all, do not put in the first message: