to job-seekers. Unemployed people may be easy to find but it doesnt mean they dont need a personalised response. They may be the brother, cousin, friend or neighbor of the hard to find talent that many of us are desperately looking for. Where I do somewhat agree with you is when somebody blanket bombs agencies with an application for every job or cc's you and 100 other people with a generic application. If an applicant can't take the time to think about to whom and why they are applying, then they can't expect a personalised, thoughtful response but if a job seeker has carefully selected your position to apply for, then they deserve a reply. Lack of time is just lack of process, there are cheap or free solutions to this kind of thing. It's a tough one though as agency recruiters dont get paid for making unemployable people happy but it's a small world out there, especially with social media etc!…
perience they have that is relevant, etc; after all we do have a full LinkedIn profile from which to use. In Europe, I find that the candidates are more cynical about comments such as "Poised for Greatness" but everyone is different. For subject, I experimented with lots of different phrases and finally settled on something that neither tried to sell my job nor would put them off. Either their job title or preferably their employer name has worked best for me. It's meaningless yet personal. I'm not trying to close them in my subject alone!
The WIIFM comments is bang on, totally agree with you there Bill. Too many recruiters focus on why they are contacting the candidate ("your profile is perfect for a role we have" etc) whereas the candidate only cares about their needs. If you have read their profile and know your own role, you should be able to make a guess at why this candidate may want to work for you in this position. Sell this from the start.
I'm also big into time specific call to actions; something like "Are you free to take a call at 5pm tomorrow?". Being direct and asking a closed question with a hint of time pressure usually elicits a better response.
One thing is for sure, the template feature of LinkedIn Recruiter is a bad idea!!! Do not let recruiters use this. It's much better to force them to personalise each mail or call. If the person is worth contacting, they're worth spending some time on!…
e individual the autonomy to make their own decisions about their personal needs, ie care if dissabled, mental health issues, learning dissabilities and just general social skills.
So as an organisation we provide specialist social care to these individuals via gov contracts, this is changing.
So imagin the situaltion.
David has a Minor Mental Health issue and wants assistance with social skills, ie taking him to watch his local football team each week, too the pub or just shopping.
At the moment our Support Worker provide this service and therefore we recruit, undertake security checks and provide employment contracts and HR.
Going forward David becomes the Employer. So I could just stick in here" discuss "but thought i would narrow this down.
The plan is as the individual only need services 2-4 hours at a time, that we as an organisation recruit vast amounts of casual workers, we screen, and then David pays us but, as and when he needs. We then have hundreds of people like David and thus build up a whole new style of workforce.
I would appreciart any help or discussion from a recruitment point of view from any one who has done something similar before.
appreciation for believing in her and securing for her a job that she desired. I haven't seen such personalised cards, better still being handwritten, in years since the advent of emails and social media. I felt so pleased and proud - it really made my day and wiped away my earlier frustrations. I was so proud that I showed it to my colleagues - just to share my little joy... :D…
No matter - feedback or no feedback - for the love of all that is sacred, HR/Recruiters need to stop pressing the easy button and ditch the regret (reject) letter/email templates. Templates are awful in this situation - poor taste, speaks volumes about the brand and company etc. A note/email with a personalised line or two specific to the candidate goes a long way and is the right thing to do.
You are right - building and maintaining the candidate/recruiter relationship is crucial to success.…
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ject a while ago and the results were rather interesting.
Sandra contributed to the debate then also, as did a few others on here and in other forums.
I won't bore you with the detail but if anyone is interested in a slightly different take feel free to check my post out here: http://www.trecknowledgy.com/cv-cover-letter/are-cover-letters-necessary-or-a-complete-waste-of-time-the-results
In brief - cover letters I.e. long winded irrelevant blabber = no.
A cover email I.e. short, punchy, personalised to the employer and role you're applying to = Yes…