Hiring the best talent in the market lets the organization win over the competitors. In the present job market, it is not going to be a walk in the park to hire the go-getters. More than half of the candidates who apply for a job are either underqualified or not skilled for the positions they are applying for. It is now mandatory for the recruiters to source candidates proactively and engages with the skilled talent to close the current and future workforce demand. Sourcing creates access to the vast swaths of the talent pool, which builds a connection with passive and active candidates to construct the talent pipeline and an excuse to initiate conversations with the talent you want.
However, the probability of getting a response from the people whom you’ve never met is very low also it is the most vital and most onerous task for any recruiter. Some sparse recruiters could crack the silence of the candidates and receive a response. Even the smallest increase in the response rate will make a world difference. So that’s how vital candidate outreach is to a recruiter’s success.
So how to break the candidate’s silence?
- Don’t always approach as a stranger; try to be a known face:
Building a relationship with the candidate is the foremost important thing. A seasoned recruiter would accept relationship building is the investment to attract talent. So, it is necessary to have a positively engaging social profile which aids to develop a relationship. Recruiters should stay in touch with all the candidates they had reached out.
- No Lengthy paragraphs please:
The number of emails that hits a candidate inbox is enormous. They eventually get annoyed reading almost the same kind of emails. We should avoid to overload with information like organization background, or self-introduction rather, the focus should be more on the job description and other relevant information about the job to augment the reader’s interest and curiosity. The short and precise mails success rate is high.
- Write to an Accountant if it’s an opening for Finance and not to an Engineer:
The key to breaking the silence of the candidate is personalization in approach. The email should be tailor-made and not a standard template. Though this approach consumes time and effort, this will be a standalone case. The candidate should be reached out with a relevant job opening based on their skills and professional background. Sending generic emails to the whole talent pool will be a chance to gain hatred.
- Let employees talk; they can win hearts for you:
Every potential candidate would land to your website and other social media pages to know more. Employee testimony, videos and other audio-visual content relating to the life at your organization would turn on their eyes and convince them to give this opportunity a shot. So, it’s ideal for promoting more content on employee engagement activities as it builds a great brand in return.
- Sometimes you’ve got to be the Hutch Dog:
Keep engaging with the candidates, follow-ups in an appropriate interval is accepted. That doesn’t mean you can hit their inbox every day. Candidates build a wall to keep the usual and irrelevant recruitment mails away. However, a little persistence goes a long way. Keep knocking the right door, and you will never know when the doors would open for you.Always think why the candidate should choose the job you are approaching? Moreover, what’re the advantages for the candidate to choose — analysing these questions before even sourcing candidates would lead us in the right direction. Job seekers still resist to job change because of being worried about the searching process. If we could show a little of interest and map it with an exact job opening with their skills, why would they say NO?
Talk to us for talent solutions at email@example.com