IT pro’s indicate that they prefer to be approached via e-mail or InMail and not directly by phone or on their personal Facebook. However IT pro’s responding less and less to e-mails.
Why do they do this and what can you do about it?
Recruiters and especially blacklisted agency recruiters are often under pressure from targets, bonuses and other incentives. The first reaction is sending more mail and getting bolder and this has a counterproductive effect.
These are the issues and read how you can solve them:
Talents often have no idea who you are. Your response will probably be higher if you approach an IT professional as a corporate recruiter from Google, Facebook, or Uber.
If you are recruiting for a smaller company, then assume that your digital online footprint is nil. This is also the reason why Employer Branding is so very important, the first impression of a website, a video, photos and unique authentic stories of your employees. Make sure you exude professionalism and make sure you appeal to the target group. I can not insist on that often enough.
Open with an interesting subject
For example, refer to a blog post or a project he or she worked on, make sure you get into the skin of this talent. You often take care that they read on and then it comes to the content of the email. I will continue to deal with this. Make sure you also alternate and perform A / B tests with your subjects. Look at what works, it is the intention that they read on and do not immediately link to “another company that wants to persuade me to work for them”.
These talents receive weekly e-mails with topics such as contact, looking for a new challenge or vacancy.
Your message is generic, impersonal, and inaccurate
Spray and pray ensures that the talent sends your message directly to the trash. Take the time to personalise the message and check the portfolio and interests of the person.
Break the mail into three pieces:
Provide an authentic opening and tell him why you think he is valuable to get to know your company. If you have common contacts, name them;
A brief introduction to your company:
Do not mention a specific vacancy (s), but tell why your company is so cool to get acquainted. Emphasise your mission and culture;
Conclude with a call-to-action. Always close with a question. For example, shall we make a call next week and of course this is also possible after office hours? Or are you interested to have a cup of coffee or tea with me?
Your message is too pushy
You see, I’m only talking about getting acquainted, not applying for jobs. No vacancies, no new challenge or other itch words. Recruiters often send a job offer directly in the mail, the entire job profile and even a suggested date and time for a first interview.
I always compare it with dating. You’re not going to randomly going around in a bar and asking a girl if she wants to hit the sack with you? Maybe you are lucky, but I bet you get a lot of slaps in your face.
Quietly, just get acquainted, slowly slowly catch the monkey.
You must first make contact. If they don’t respond, send a kind reminder (this really works). Try to make a call. Give the talent the time to decide if he or she is interested and if there is an interest, follow-up.