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.