Using Video Messages For Candidate Outreach - Loom and BombBomb Tactics That Actually Work
Your LinkedIn InMail response rate is 8%. Your email outreach gets 4% responses. You're sending the same message to 50 candidates hoping 2-3 respond.
There's a better way: video messages.
Candidates get hundreds of generic text messages from recruiters. A personalized video stands out. It shows effort. It feels human instead of automated.
User reviews report video outreach gets 2-3x higher response rates than text-only messages. When done right, it's the most effective sourcing tactic that doesn't cost money.
Here's how to actually do it without looking like an amateur or wasting time.
The Tools: Loom vs BombBomb vs Native Options
Loom: Free for basic use, $12.50/month for Business plan. Records your screen + webcam or just webcam. Integrates with Gmail, LinkedIn, and Slack. Best for screen sharing + face combo.
BombBomb: $33-$49/month. Built specifically for sales and recruiting video messages. Tracks who watches your videos and for how long. Chrome extension makes sending quick. Best for recruiters doing high-volume video outreach.
Native LinkedIn video: LinkedIn now lets you record and attach videos directly to messages. Free, no extra tool needed. Limited to 1 minute and LinkedIn messages only. Best for quick intro videos to LinkedIn connections.
Verdict: Start with Loom free tier or LinkedIn native video. If you're doing video outreach at scale (50+ per week) and want analytics, BombBomb is worth the investment.
What To Actually Say (And Show)
Most recruiters think video outreach means recording yourself reading your InMail script. That's boring and defeats the purpose.
Video works because it's visual, personal, and specific. Use the video format to show, not just tell.
The 30-Second Intro Video (For Cold Outreach)
Script template:
"Hey [Name], I'm [Your Name], recruiter at [Company]. I found your profile because [specific reason - recent project, article they wrote, company they worked at].
[Show their LinkedIn profile on screen] I was particularly interested in your experience with [specific skill or project].
I'm working on a [role title] position that involves [1-2 specific interesting aspects of the job, not generic stuff]. Based on your background with [their relevant experience], I think this could be a great fit.
I sent you a LinkedIn message with details. Would love to chat if you're interested—even if timing isn't right now, I'd like to connect."
Key elements:
Keep it 30-45 seconds max. Longer videos don't get watched.
Show their LinkedIn profile while talking. Proves you actually looked at their background and aren't mass-blasting.
Mention something specific about their background. Generic videos get ignored just like generic emails.
Refer to a follow-up LinkedIn message or email with details. Don't try to explain the entire job in video—video gets them interested, written message provides details.
The Job Overview Video (For Warm Leads)
Once a candidate responds and wants to learn more, send a 60-90 second video showing the actual job details:
Screen-share the job description while walking through key points. Show the team page on company website. Display product screenshots if relevant.
Why this works: Text job descriptions are boring and generic. Seeing you walk through the role, show the team, and explain what's interesting makes the opportunity feel real and personal.
One recruiter reported this approach reduced "I need to think about it" candidate dropoff by 40%. Candidates who watch a job overview video are way more likely to follow through with interviews.
The Team Introduction Video (After Interview Scheduling)
Before the interview, send a quick video introducing the people they'll meet:
"Hey [Name], really excited for your interview on Thursday. You'll be meeting with [Name] who leads [team/function] and [Name] who's [role]. [Show headshots or team page while talking]. They're both great and really want to hear about your experience with [relevant topic]. Let me know if you have any questions before Thursday!"
This reduces candidate anxiety. Interviews are less intimidating when you recognize the people walking into the room. User reviews report this simple tactic reduces interview no-shows by 15-20%.
The Technical Setup (Don't Overthink It)
Lighting: Face a window during daytime or use a desk lamp pointed at the ceiling behind your monitor. You don't need fancy lights. Just don't be backlit (window behind you) or in darkness.
Audio: Use headphones with a built-in mic or your laptop's built-in mic. Audio quality matters more than video quality. Quiet room, no background noise, clear voice.
Background: Plain wall, organized bookshelf, or blurred background. Nothing distracting or messy. Don't use fake virtual backgrounds unless they're subtle—candidates can tell and it looks cheap.
Framing: Position yourself in the center with a little space above your head. Not too close (we don't need to see your pores), not too far (we should see your face clearly).
The goal is "professional enough" not "production quality". Over-produced videos feel less authentic. Candidates want to see the real you, not a corporate commercial.
When To Use Video vs Text
Use video for:
- First outreach to passive candidates who don't know you
- Explaining complex or unique roles
- Standing out in competitive recruiting situations
- Re-engaging candidates who went silent
Stick with text for:
- Quick logistical updates (interview time changes, etc.)
- Following up after you've already sent video
- Sending detailed information that candidates need to reference later
- Reaching candidates who explicitly prefer text communication
Video is a tool, not a replacement for all communication. Use it strategically for maximum impact.
The Mistakes To Avoid
Recording 5-minute videos: Nobody watches 5-minute recruiting videos. Keep it under 60 seconds for outreach, under 90 seconds for explanations.
Reading from a script: You'll sound robotic. Know your key points, but speak naturally. A few "ums" and pauses are fine—it's more authentic than sounding like a telemarketer.
Sending the same generic video to 100 people: The whole point of video is personalization. If you're not mentioning something specific about the candidate, just send text. Generic video is worse than no video.
Over-explaining the role in the first video: The first video's job is to get them interested enough to respond. Save details for follow-up conversation or second video. Don't try to communicate everything in 45 seconds.
Forgetting to follow up: Video outreach still requires follow-up. If someone watches your video but doesn't respond in 3-4 days, send a text follow-up referencing the video. "Hey, I sent a video last week about the [role] position. Just wanted to make sure you saw it. Happy to chat if you're interested!"
The ROI
Recording a personalized 45-second video takes about 3-4 minutes including setup. Writing a personalized text outreach message takes about 2 minutes.
The video takes slightly longer but gets 2-3x better response rates. That means you can reach fewer candidates with video and get the same or better results than high-volume text outreach.
One recruiter shared: "I used to send 50 InMails per role and get 4-6 responses. Now I send 20 video messages and get 8-10 responses. Way better candidates too, because I'm only reaching people I'm actually excited about."
Video forces you to be selective and personalized. You can't mass-blast 100 generic videos. That constraint makes your outreach better.
Start Small
Don't try to video-ify your entire sourcing process tomorrow.
Pick your next 5 most promising candidates. Send them personalized videos instead of text messages. Track response rates compared to your normal text outreach.
If it works, expand. If it doesn't, you only wasted 20 minutes finding out.
Sources:
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