A Big Part Of Recruiting Success Is The Messaging & Using Multiple Messaging Vehicles To Reach Potential Candidates

 

Recruiting goes beyond just LinkedIn

Connecting with potential candidates requires emailing, calling and for some texting

The truth is, that sometimes it takes two, three, four or five attempts before a potential candidates responds

 

The war for talent has pushed the need for recruiters to have access to several ways to connect with potential candidates. Many recruiters rely solely on LinkedIn but recruiting must go beyond just an InMail or LinkedIn message. Recruiters should be emailing, calling, texting and using other social media vehicles as additional ways to connect with potential candidates. The recruiting message is important for sure, but so is knowing who you are trying to recruit and the ways in which the recruit prefers to be contacted. According to Career Builder, there are some generational differences in how candidates prefer to be contacted. It was noted that 57% of Millennials prefer to be contacted by email over phone calls. As for Gen Xers, 47% have equal preferences towards email and phone calls. For the Boomers, 58% prefer to be contacted by phone over emails. However, remember these are preferred methods, but I recommend having at least 3 ways to connect with a potential candidate, especially passive ones. The good news about knowing about these preferences helps me as I begin my initial outreach to these professionals. Again, please recognize that recruiting requires going beyond just LinkedIn. Recruiting is a process and there should be no limits as to how to reach out and connect with potential candidates. Lastly, we all know that not everyone is found on LinkedIn or for that matter uses LinkedIn as much as we would like to think. Go beyond this resource but do not ignore it. Messaging matters. Keep the recruiting messages less than 200 words. According to RecruitLoop, optimal recruiting emails should be between 150-200 words. Additionally, according to LinkedIn’s data, recruiters can increase their response rate by 27% by keeping their InMails shorter than 200 words. I myself depending upon the opportunity prefer to keep the messages under 200 words but for some it is not about the number of words but writing a message that will get a response.  Recently we tested a variety of email messages to see which received the best response and below are a few examples that yielded a great response rate.  Overall our messaging is personalized, yet easily customized, provides a bit of information about the role that will prompt a response if there is interest and it includes a closing option that allows the recruit to commit to a conversation or state there is no interest, now.     1.     Personalize the message I reviewed your career history and you are someone I would like to speak with regarding an opportunity I am working on. Upon review of your background, you are someone I would like to connect with regarding an opportunity I am working on. When we last spoke I noted that you wished to stay connected and hear of future opportunities. Do you have time to speak regarding an opportunity I am working on? 2.     Opportunity Details We have been retained to identify a Director of Internal Communications. Ideally we are looking for someone who has experience with both External and Internal communications as well as being passionate about being part of a company undergoing a lot of change to include many merger and acquisition activities. This is an exciting time for our client and if you are interested in being part of this, let’s chat. We have been asked to recruit several sales professionals who exceed sales goals not just meet them. If you are top of the list, love to sell, interested in being part of a growing company in a niche market, we should have a conversation.  As an accomplished consultant in SAP, I am interested in speaking with you. We are looking to recruit technical professionals who are great listeners, communicators and results driven. The reason for my outreach is to get to know you, your career aspirations and to learn how you accomplished what you have done thus far.  I welcome the opportunity to spend 10-15 minutes with you to learn more about you and what you wish to accomplish in the coming years. 3. In Closing Realizing you are very busy, if you are interested in learning more about this opportunity, please provide me with a few dates and times that may work for you so I will be sure to make our call happen. If you are not interested, please let me know as well. Have a great day and I hope to connect soon. Happy Hunting! Sheila Greco    

The war for talent has pushed the need for recruiters to have access to several ways to connect with potential candidates. Many recruiters rely solely on LinkedIn but recruiting must go beyond just an InMail or LinkedIn message. Recruiters should be emailing, calling, texting and using other social media vehicles as additional ways to connect with potential candidates.

The recruiting message is important for sure, but so is knowing who you are trying to recruit and the ways in which the recruit prefers to be contacted. According to Career Builder, there are some generational differences in how candidates prefer to be contacted. It was noted that 57% of Millennials prefer to be contacted by email over phone calls. As for Gen Xers, 47% have equal preferences towards email and phone calls. For the Boomers, 58% prefer to be contacted by phone over emails. However, remember these are preferred methods, but I recommend having at least 3 ways to connect with a potential candidate, especially passive ones. The good news about knowing about these preferences helps me as I begin my initial outreach to these professionals. Again, please recognize that recruiting requires going beyond just LinkedIn. Recruiting is a process and there should be no limits as to how to reach out and connect with potential candidates. Lastly, we all know that not everyone is found on LinkedIn or for that matter uses LinkedIn as much as we would like to think. Go beyond this resource but do not ignore it.

Messaging matters. Keep the recruiting messages less than 200 words. According to RecruitLoop, optimal recruiting emails should be between 150-200 words. Additionally, according to LinkedIn’s data, recruiters can increase their response rate by 27% by keeping their InMails shorter than 200 words. I myself depending upon the opportunity prefer to keep the messages under 200 words but for some it is not about the number of words but writing a message that will get a response. 

Recently we tested a variety of email messages to see which received the best response and below are a few examples that yielded a great response rate.  Overall our messaging is personalized, yet easily customized, provides a bit of information about the role that will prompt a response if there is interest and it includes a closing option that allows the recruit to commit to a conversation or state there is no interest, now.  

 

1.     Personalize the message

I reviewed your career history and you are someone I would like to speak with regarding an opportunity I am working on.

Upon review of your background, you are someone I would like to connect with regarding an opportunity I am working on.

When we last spoke I noted that you wished to stay connected and hear of future opportunities. Do you have time to speak regarding an opportunity I am working on?

2.     Opportunity Details

We have been retained to identify a Director of Internal Communications. Ideally we are looking for someone who has experience with both External and Internal communications as well as being passionate about being part of a company undergoing a lot of change to include many merger and acquisition activities. This is an exciting time for our client and if you are interested in being part of this, let’s chat.

We have been asked to recruit several sales professionals who exceed sales goals not just meet them. If you are top of the list, love to sell, interested in being part of a growing company in a niche market, we should have a conversation. 

As an accomplished consultant in SAP, I am interested in speaking with you. We are looking to recruit technical professionals who are great listeners, communicators and results driven. The reason for my outreach is to get to know you, your career aspirations and to learn how you accomplished what you have done thus far.  I welcome the opportunity to spend 10-15 minutes with you to learn more about you and what you wish to accomplish in the coming years.

3. In Closing

Realizing you are very busy, if you are interested in learning more about this opportunity, please provide me with a few dates and times that may work for you so I will be sure to make our call happen. If you are not interested, please let me know as well. Have a great day and I hope to connect soon.

Happy Hunting!

Sheila Greco