With the evolution of the sourcing role, candidate engagement is no longer left to recruiters. In fact, a recent SourceCon survey discovered that 79% of respondents who have the word “sourcer” in their title are expected to present qualified, interested, and available candidates.
This means that now, more than ever, effective candidate engagement efforts will separate the good from the bad.
Below are 5 tips to make the engagement process more efficient.
- Use Google Voice to create a local number for the area code you are recruiting in. If I get a call from an area code I don’t know during the day I typically let it go to voicemail. However, if I see a local number I am more likely to answer. Why? Because I think it’s a family member, the elementary school my child attends, or a friend wanting to meet for coffee. These are things I don’t want to miss.
- Write compelling emails. Candidates today are inundated with messages from recruiters. Differentiate your message and make sure they understand that you actually read their resume or social profiles. Be sure to track response rates and experiment with different subject lines so you know what is working. Read the 10 things not to do when emailing candidates for more ideas.
- Leverage text messaging. If you have a candidates mobile number, send a polite text to see if they are open to chatting. I typically do this after I have left voicemail messages and sent an email with no reply. It’s even better if you use a local number to send the text.
- Use video to increase response rates. Creating a video landing page for a candidate with a tool like Inside Connector is a great way to personalize a message. Using a candidates name in the video and personalizing other aspects of the landing page are great ways to show that you’ve done your homework, and that you are serious about speaking with them.
- Utilize a scheduling tool to coordinate meeting times. Back-and-forth emails to find a mutually convenient time to chat can waste hours of your week. Use a tool like ScheduleOnce or TimeBridge to outsource your calendar scheduling. These tools integrate with your calendar so candidates can see when you are available. With just a few clicks an appointment can be scheduled.
What have you done to improve your candidate engagement efforts?