Keeping the Ball in Your Court

Think of how many times you have been ghosted by a candidate or client. We’re even willing to bet most of you are experiencing it right now. Sometimes Hiring Managers or candidates are genuinely not interested and might ignore you to save your feelings, but are there things you can do to prevent this happening as much as it does? Course there is! 

There’s one thing recruiters should never do is play hard to get. Instead of sitting around thinking “I’ve messaged them [x] number of times, they just don’t come back”, ponder how this happened in the first place. Is there anything you could have done differently?

How did you reach out?

To candidates and clients you’ve never spoken to before, for all they know you’re just like any other recruiter. How often do you think messages pour into their inbox offering “a great opportunity” or “a great fit”? Personalisation is key, and you need to offer something they don’t see often. We’ve had lots of success stories sent to us by customers who have had responses saying “wow, thank you so much for the effort”, when all they did was spend a minute recording a video message.  

Cold outreach is always a risk. If you’re seeking a passive candidate, 75% of them won’t answer the phone. And if you’re sending them a message, you better make sure it’s one they want to see. If you’re cold calling a potential client, the success rate is no more than 2%. 

Calum Lyle, Founder at Add Some Zest had some great advice for recruiters who might not have had luck hearing back from prospects. “Don’t assume others have the same preference as you. It’s easy to assume that people will prefer an email/voicenote/LinkedIn message over a phone call for example, but if you don’t know this person, you don’t know their preferences! So always mix up your outreach approach, include a variety of calls, messages, videos, voicenotes etc”.

Why did you reach out?

To keep the ball in your court, you need to have a worthwhile reason to ask to meet. You have to provide value to them, but it works both ways. Is this someone you want to work with? Why? 

Once you’ve identified your target, you need to propose a compelling reason for them to agree to chat. Once you’re in, you take the lead in your discovery and don’t be shy to ask questions. Calum says “Forget profiling the job and what they're looking for - this is secondary. What you should want to know: what are they looking to get out of a recruitment partner? How have they previously recruited salespeople? Any frustrations they've experienced on that journey? Have they ever made any hires that didn't stick? Why is this?“ 

How do you follow up?

This is where the most common mistakes happen and there is such a simple trick to fix it. If you have ever said “let me know a time that works for you”, this is where you went wrong. It’s nice to be nice, but you also need to be assertive and maintain control  🙌

Instead, say “I’ll give you a call tomorrow at 2pm, if that doesn’t work for you just let me know. Otherwise, I’ll speak to you tomorrow.”

Then call them. If they don’t answer, leave a voicemail and say “I’ll try again on Thursday at 4ish. If you’d rather another time, my number is…”

Another common issue is when you don’t have a direct phone number to follow up, so try sending the initial message, and then send them a calendar invite for the time you said you’d follow up titled “as per my video message/email/inMail”.

These tips are so simple but effective. If you’re struggling to stand out in inboxes and want to increase your response rates, follow these tips and get in touch to see how video messaging can help you!

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