m create effective and consistent letters to
be used throughout your office or company. Here are some tangible tips that you can use to create successful emails.
Tip One: Turn a passive candidate into an active
When you are searching for candidates and find new resumes,
your first instinct is to reach for the telephone. However, chances
are that a candidate will be at work and unavailable to speak to
you when you call them. Instead, try writing them a thorough
email. Chances are they will check their email at some point
during the day. In the email, you can include information such as
a description of your organization, a link to your company’s site,
the job link on the job board you found the candidate and your
contact information, including your availability.
This will give the candidate time to read through the information,
look at the links and find a time that is convenient for both of you.
When they do call you, they will be calling you because they are
interested in the opportunity. By doing this, you’ve turned them
from a passive candidate into an active candidate!
Tip Two: Use letter to get referrals
Networking is always an important part of recruiting. Many
organizations offer a referral fee to anyone that sends them a
viable candidate that is placed in an open job.
Why not create a referral letter in the Monster library containing
your information and the terms of your referral program? You can
then go into the Monster database and search for individuals who
are similar to the types of candidates that you are trying to attract.
Once you find a suitable pool of candidates, you have the option
of sending the referral letter to 20 individuals at a time, if you wish.
Ultimately, the goal is to have these candidates forward your email
to people in their immediate network, who will in turn connect with
you. This is a fantastic way to expand your pipeline of candidates!
Tip Three: Connect with confidential candidates
Some candidates in the Monster database wish to remain
confidential. In these cases, you will not have a telephone
number or the name of the candidate available to you. When this
situation arises, using Monster letters is the perfect tool to
communicate with that confidential candidate.
In essence, these candidates know that the only way to get in
touch with them is through email, so they understand the purpose
of a Monster email arriving in their inbox. In your email, try to get
the attention of the seeker. Instead of sending a generic email,
take the time to craft an individualized email, pointing out why you
feel their skills are a good match for the position. Hopefully, if you
handle it correctly, you will convince a confidential seeker to
reveal themselves to you and engage in a conversation.
Tip Four: Targeting seekers from your competition
Savvy recruiters know which competitors have top performers
working for them. By creating a customized letter that targets your
competition’s employees, you can highlight the key reasons why
other employees from that organization have been successful at
your firm. Letters sent with customized messaging are effective
tools to engage “poised” seekers.
Tip Five: Use Job Teasers – Catchy Titles
A job teaser is the intro text to your email that piques the interest
Here are some suggested job teasers:
- Bring your skills and passion and join a winning team
- Interested in joing a dynamic team that is constantly seeking innovative approaches?
- Be part of a winning team!
- Ready to accept a great new challenge?
- Are you passionate about your career?
- Innovation, Excellence, Intrigrity! We are looking for you.
- Do you have what it takes to succeed and surpass expectations?
- Are your leadership skills being utilized and developed?…
and its set to automate everything to the extent of sucking all the human out of human resources. Any organization where process trumps results and takes the place of human interaction is bound to have no actual talent community/pool from which to source, identify and engage top talent.
Second, these "helpful tips" are obviously more needed an a corporate environment which would do well to adopt a business-minded, proactive approach to recruiting - by creating an executive search level function in the HR environment. There is an interesting article & subsequent discussion posted on ERE on this topic http://www.ere.net/2011/11/09/stranger-in-a-strange-land-agency-skills-in-a-corporate-world/?utm_source=ERE+Media&utm_campaign=f009618260-ERE-Community-Newsletter-November-14-2011&utm_medium=email…
ocal level. These are often that speakers at industry trade shows that your Target Recruits might read, follow, listen to, or somehow associate with.
2. On Twitter, follow the people who are following the Thought Leaders you found above. Chances are these are one of the highest target markets of individual twitter users that are your potential hires in the future.
3. Spend 15-30 minutes each day, or 3 days a week, reading the tweets of the thought leaders and your new "list of Target Recruits". Anytime someone posts a questions or professional insight, or other note, that is worthy of noting, Retweet it!
Several things will happen if you consistently do this over a course of a couple of weeks.. the results are pretty quick.
1. Most people are excited to find out that someone is reading their tweets... and not only listening, but passing it on ("retweeting").
2. When you find someone retweeted your message, most people are curious to find out who you are... so guess what... they review your profile, check out your previous posts, and if all goes well... they probably follow you back...
3. Your on your way to engaging and growing your talent pool on twitter.…