{"id":6882,"date":"2016-11-01T09:00:40","date_gmt":"2016-11-01T16:00:40","guid":{"rendered":"http:\/\/recruitloop.wpengine.com\/?p=6882"},"modified":"2023-05-12T11:05:21","modified_gmt":"2023-05-12T18:05:21","slug":"6-tips-reaching-out-to-candidates-rockstar","status":"publish","type":"post","link":"https:\/\/www.zippia.com\/employer\/6-tips-reaching-out-to-candidates-rockstar\/","title":{"rendered":"6 Tips On Reaching Out to Candidates Like a Rockstar"},"content":{"rendered":"

Recently, we put together a list of tech recommendations for independent and lean internal recruiters called, \u201cThe Agile Technology Guide for Modern Recruiters<\/a>.\u201d<\/p>\n

While technology has certainly changed the recruitment industry\u00a0in many ways, the magic of recruiting still happens in relationships<\/a>. The ability to facilitate meaningful interactions with both candidates and employers will make or break any recruiter.<\/p>\n

The tips we expand on below are included in the e-book as well as 40 technology recommendations to get you started on building a tech toolbox that will support your efforts if you want to jump ahead and get all of the recommendations at once.<\/p>\n

The strategies here are based on one fact we know about successful recruiters: Rockstar recruiters conduct outreach like marketers<\/a>. Let\u2019s jump in.<\/p>\n

Technology Guide for Modern Recruiters:<\/strong> Inside this 60-page e-book, you'll find technology recommendations for each stage of the recruiting process. Download Now!<\/a><\/div><\/div>\n

1.\u00a0Utilize multiple touchpoints<\/strong><\/h2>\n

If you want to make sure you\u2019re getting in front of someone, be sure to have several options to reach out to them \u2014 email, phone number, SMS, paid advertising, and social media profiles are common. You can get more insight on how to reach out through multiple media channels in our recent blog post<\/a>\u00a0showing independent recruiters how to get contact information at scale.<\/p>\n

2.\u00a0Be human<\/strong><\/h2>\n

This should go without saying, but remember your candidates are busy people with career aspirations to either move beyond their current role or to find satisfying work. Remember candidates are people too so\u00a0focus on building a relationship<\/a> with them \u2014 if they\u2019re not a good fit for a particular role you have available at the time, you never know what may change in the future.<\/p>\n

3.\u00a0Target and personalize your messages<\/strong><\/h2>\n

Remember Bart Simpson\u2019s famous chalkboard punishment? Make one of your own in your mind that says, \u201cI will not copy\/paste.\u201d It\u2019s that important. While you can templatize details of the role or your own introduction, be sure to personalize each message to speak to that candidate. It may take a bit more time, but ultimately, a standardized message will take more time if it doesn\u2019t resonate with any of the recipients enough to respond.<\/p>\n

We\u2019re experts in contacting candidates. We\u2019ve designed our own powerful engine for sending hundreds of email sequences that deliver results: candidates who actually want to talk to you.<\/p>\n

We\u2019ll pick up the phone and find out if a candidate is interested in your job. We\u2019ll even ask a few screening questions if you want us to.<\/p>\n

50 verified candidate profiles for just $299, overnight: <\/b>That\u2019s our\u00a0promise.<\/strong><\/p>\n

If you’re looking to fill your recruitment funnel with more quality candidates faster, you can get started with Candidate.Express\u00a0any time.<\/p>\n

4.\u00a0Create an impressive email signature<\/strong><\/h2>\n

One tip from our recruiter community came from Danny Powell \u2014 be sure your email address and signature look professional. It may seem logical, but you would be surprised. If you don\u2019t have your own domain, that\u2019s okay, just don\u2019t use AOL or MSN for your email address as those senders have an association of being out of date. Instead, use Gmail (or sign up on RecruitLoop<\/a> to get your own personalized email address).<\/p>\n

5.\u00a0Run small experiments and test often<\/strong><\/h2>\n

Not sure if you have the formula right for outreach yet? Start small and reach out to a few people using what you have today and course correct as you go. If you\u2019re seeing a low response rate or you don\u2019t seem to be getting through to candidates, adjust and test again with a small group.<\/p>\n

6.\u00a0Leverage automation where possible<\/strong><\/h2>\n

So much of modern recruiting is in finding hacks<\/a> and tools that increase efficiency so you can focus on what you do best. Wherever possible, use automation hacks to simplify your workflow \u2014 just be sure automation doesn\u2019t interfere with personal relationships. There are many hacks online about creating your own email auto-responders based on a selection of criteria, using filters to keep your inbox organized, and more.<\/p>\n

Get the E-book<\/strong><\/h3>\n

Next, we\u2019ll be covering the tools you can use to support your candidate outreach efforts, but if you want to jump ahead, download \u201cThe Agile Technology Guide for Modern Recruiters<\/a>\u201d today and see how modern tech can change the way you work.<\/p>\n

In this 60-page e-book, you\u2019ll find:<\/p>\n