Social media has certainly changed the staffing and recruiting industry. After all, never before have recruiters been able to contact professionals in a wide range of industries by simply searching for various keywords used in social media profiles. All of the information found online about a worker is accessible in a profile found in staffing software and recruiting software.
The issue with generic introductions
However, it’s not uncommon for a recruiter to try and make contact with dozens, if not hundreds of workers during the course of an average week. This may mean that a staffing professional finds himself or herself using a template for making initial contact with an individual about a particular position. Using the same introduction, or one that rarely changes, may seem like a good idea in the beginning. But, just like potential employers can identify stock cover letters and resumes, a worker will know if a staffing professional used little effort to make contact.
Depending on whether the individual is an active job seeker or passively looking for a new position if it offers the right benefits and features, a generic introduction on LinkedIn, Twitter or any other means could come off as insincere. As a result, it’s likely that the worker will forgo responding back to a staffing professional’s initial emails or message.
Online recruiting starts with a strong introduction
Finding the ideal potential candidate for a client depends on impressing both sides. The bond between an employer and worker is a co-dependent relationship, which means that both sides have to feel comfortable with a staffing professional’s ability to bring everyone together. A generic introduction letter is hardly going to instill confidence in anyone.
The benefits that come with online recruiting are dependent on a strong introductory message from you while you are in the office. Make that initial contact something to remember by mentioning specific points in a worker’s online professional profile or presence. This requires slightly more effort than a boilerplate template, but it could drastically increase the chance that a recruiter receives a positive message back in response to the initial contact.
When a recruiter is building an online network and a comprehensive staffing and recruiting software database, he or she needs to make sure that the people who are included have a positive opinion. Not only should the introduction email make a comment about something included in an individual’s profile, but if a staffing professional has a particular position in mind, talking about the company or the role could be a great way to entice a response.
Use the golden rule
The phrase “treat others as you would like to be treated” is famous for a reason. Regardless of whether this lesson is applied to kindness in a grocery store or protocol about a job offer, it’s important to take it to heart. As a recruiter, it’s hard to imagine feeling positive about receiving a generic message on social media or an email that demonstrates just how little effort was taken with the missive. Therefore, it’s important for a recruiter to acknowledge how the golden rule applies in this situation as well.
A recruiting and staffing team can easily increase the number of positive responses it receives from potential job candidates if the generic messages used to make initial contact for a lead are updated and personalized. Just a few extra minutes can have dramatically better results and improve a staffing firm’s figures for the year.
The Bond Team has deep industry experience that makes it uniquely capable and responsive to your needs. No staffing or recruiting software firm knows the business better, and that know-how is focused on helping you do what you do better and more profitably.
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