Whether you’ve worked as a Recruiter or you’ve been recruited, at some point in your career you will experience this uber popular HR tactic that has taken over the world of corporate operations. With the help of the guys in the office, I have compiled a few guidelines that will help generate a response.
Use an enticing subject line
“Highly successful candidates are getting inundated with requests and you have to be able to catch their attention with a powerful title in order to get them to read your message.”- Jacob Saul, Valor Partners Executive Recruiter
Make it personal
We are all human, we don’t operate like robots, so why sound like one? Step away from the generic taglines that make it sound like a computer software sent that same email out to 25 other candidates.
“I sent an in mail to a potential candidate that graduated from the University of Minnesota and is now living in Florida. In the title I said something to the effect of “it must be warm for a gopher in Florida.” By doing this it indicated that I actually took the time to research his education and location. He responded and was pleasant to deal with.” – Brandon Thompson, Valor Partners Senior Consultant
Provide sufficient information
In the initial email you need to give them enough information to get them interested i.e., what the company is doing, what makes it exciting, what the challenges and rewards of the opportunity are. However, you need to be able to do this without giving too much information away. By doing it this way their interest is peaked but they still have to engage you in a conversation to find out the details. Let me not forget to mention that they will be less likely to decline or disregard your note based simply on the information that you have given them.
“Recently I had a candidate tell me that I established his trust with my warmth and communication, which he found to be very engaging and courteous. This is usually established once the conversation is progressing; however, it is within the first message that trust needs to be demonstrated in order to grab the candidate’s attention.” Mary Katherine Hayth, Valor Partners Office Coordinator
Go ahead, click accept
According to Salesforce.com “77% of consumers prefer to receive permission-based marketing communications through email because quality communication with your prospects and customers can get you closer to that nirvana of people actually looking forward to your message.” By sending an email first, it allows the potential candidate or client to make the decision on their own if they want to engage in a conversation with you. Depending on your cold-calling skills, the surprise phone call can damage the relationship within 3 minutes of getting started.
I hope this article makes you want to respond to the next Recruiter that reaches out to you or give them a pointer on why you would not be inclined to respond to their send-out. This digital, information or computer age, whatever you want to call it, has changed the game of best practices in HR. Recruiting and headhunting is an art, one that takes a long time to master, but made much quicker with technology.