What to do when a candidate who is perfect, not responding and ignoring your emails and calls they do not want? What to do when trying to get an answer to the letter of offer becomes real challenges? Now we will look together. For a start, we have gathered for you some of the figures (LinkedIn Stats) that will help explain why you do not answer what you really think of the candidates.
Surprisingly, studies show that 46% of candidates with enthusiasm and great interest listen to the suggestions of recruiters who work for companies, less interest; about 40% will be pleased for such a discussion with employees of recruitment agencies. About 30% in each of the categories will be ready to listen to you. Anyway, about 70% of the candidates will really consider your offer. Pretty much. Agree.
The fewer emails you send and the message is, the greater the response. That is the simple logic. When sending 400 emails at the same time. The percentage of discoveries will be about 15%. But if letters will be 50, then the rating of the discoveries will be 30%.
10% of developers are actively looking for work (LinkedIn Talent Trend Survey, 2015).
59% are open to new proposals.
69% are willing to accept the proposal to move to another company. Usually those who you actually meet these 10%.
But in fact 70% of developers will be happy to hear from you, your suggestions about changing the place and even talk. This means that the market is small, and your message is ineffective.
Anyway, by the way, 65% of developers prefer to communicate through letters. And they still will not answer. So the problem is still in you, sorry.
We will understand why. Blame the relationship. To the recruiters? Of course, the relationship between candidates and recruiters to call simple difficult though, because they are always based on evaluation. The subjective and objective. For your shoulders, the responsibility for company and development of a person and a professional within it, and behind the candidate’s desire to grow, gain experience, earn a good salary (and that is important to you that too). But we don’t want to talk about the obvious.
Not always a puzzle going at once, not always possible to make a good impression on each other and sometimes people break up just because were not able to understand each other. In General, the recruiters often are biased. You just imagine yourself in this situation:
- Sometimes in the eyes of the candidate, the recruiter really looks like. You should imagine this picture every time you write the letter.
- Imagine, say, that is a cool developer and it really drops a lot of emails recruiters.
So sometimes, applicants and those who they are really have reasons to hate recruiters. Especially when they suddenly appeared, suggested something, and then disappeared without explanation. Or when not seen in the person of enthusiasm, experience, willingness to work and learn. Still, we think, the reason they often do not meet, lies elsewhere. Still will cling to a great opportunity, if it appears, even if you communicate with a recruiter is not very desirable. You need to be. Prepared for the fact that you will be. Treated with suspicion, but the letter is a way to earn that trust.It is in the feed.
Most likely. Then you need to pay attention to several factors: You inhuman. Your letters resemble written in the robot message. This does occur often, because you use similar words. Try to earn trust by talking to a candidate in one language, show that you can engage in dialogue and you really want to give him something that would be a good / interesting / important.
You do not use targeting. That is, your message generally the same for marketers, executives and developers. You do not think about personalization, do not study before you can address the letter to a specific person, so he had the impression that it was an accident and do not answer sense another “divorce”. If at least one row will reveal your personal interest, then the probability of response will increase dramatically.
In the subject line, you have something obscure. No call-to-action or attention-grabbing headline — your letter will go unnoticed among hundreds of similar. You should try to stand out, for example, in the subject to raise the question. Interesting that I want to respond to — attract attention.
The candidate does not know what to respond to your letter. So, the question you put in front of him, is not specific enough. And the answer is “Yes/no” is not possible. Or he just didn’t understand, in a hurry flipping through the mail, what do you want from him — to send the resume, do homework or just say that you are interested in the offer? Let your letter the main message will be. Repeated twice. Rephrase, and narrow.
Your letter is unreadable from mobile devices. For example, you have some big or small font size, and maybe your letter is encoded has suddenly appeared. Check how it is. Displayed on the smartphone.
You tried only once. Actually, statistically, people are more likely to respond if they receive a second email from this sender is kind of like a hint that the answer is really important. So do not be afraid then to send another email asking you to indicate whether the first or clarification.
You do not follow Analytics. For example, you sent a letter (the letter), and to see the reaction and track the relationship between time, text, message, and response of steel — to the next time step on the same rake, you need to learn to understand your audience. You are not using images. And for good reason. So, found among these errors. Your own? You can start working on a fix! Cheers.
If not, you can continue to think about why your mails to candidates describing the really cool facts remain unanswered. Communication with the candidate’s work and building relationships. Start immediately with “hi, there is vacancy!” is not very great, because neither the trust, nor loyalty to your candidate is absolutely not soaked, you do not know, you to him just suddenly dropped in the mail, and you can ignore your message. So we need a strategy.
We just found a very amusing Association, which immediately struck us as really illustrating the situation. Building relationships with the candidate seems to talk in the bar where you are a bartender. And you need to offer everyone the cocktail of a specific set of drinks by guessing and seeing his every needs, hearing and concentrating them all in the sale of this cocktail. How can it help you? Nobody immediately tells the customer: “we only have the Margarita; it is delicious and well drunk”. That is why you need to start with questions about health, about the present position on how people see their prospects in the profession. These are the same questions “how was your day?”, ‘how are you feeling today?’ who can ask the bartender. And they certainly need to ask to build a dialogue.
Talk about what can make a cocktail candidate — the first thing that is interesting is, of course, responsibilities. This will mix in different proportions, where the challenge is going in the first place. Next is an interesting and inspiring on feats, specific description of why the candidate is suitable for the position (why the cocktail it). Add some emotion, because they always work. That is why the recruiter must have a high level of emotional intelligence — he must be an empath, feeling what the right candidate and how job to sell. As the bartender, by the way! This profession is different — here you can be honest and open soul, you know. So you have to become a candidate for such a person.
To discuss even the most difficult things must be. Accompanied by jokes, at least in order to defuse the situation. And to allow the man to relax a little in your presence, telling him “I”.
Here is an example of a letter, which said 50 per cent of the candidates: “Good day, you have quite a long to respond to my letter, and it says that:
- You have accepted the offer. Of another company and just forgot to tell to you more pestering
- You are very busy and have not been able to answer me all this time
- You have fallen and cannot get up — let me know and I will dial 911
- Please tell which option was correct, and then I start to worry. Thanks in advance, waiting to hear from you again.
Do not write in the subject the job title. The bartender will never tell you about the amount before you finish the cocktail. Leave the mystery, allow the person to realize the need to intrigue. Tell a story, if possible. It sure would make a good bartender — and you can too. Let this be a story about how the future of the candidate, if he succeeds, maybe it will be the history of your practice. Storytelling always works. The conclusion is that you will need patience. And a bit of patience. Look for his tactics of communication with the candidates encourage confidence and then you will get answers to all of them!