Advice

How to win at email

Skills assessments have been in vogue for a long time – but cognitive and personality assessments are rapidly catching on...

October 6, 2021
5
minutes
read

Tom Ellison

Head of Marketing
,
Stryve

Tips 1

Getting off on the right foot

Whether you’re talking to a cold prospect or an active candidate its crucial you start the conversation well. Remember as a recruiter you’re essentially the shop face for your company, whether you know it or not the candidate will be building a picture of what its like to join your business, based on every interaction, no matter how small.

Depending on your industry and seniority of the role you’ll need to adopt different personas to help resonate with the person you’re trying to recruit. Approaching every candidate and role with the same opening gambit simply wont wash. So think about personalisation, giving that extra bit of thought into your introduction will help you stand out from the competition.

Tips 2

Put the human back into hiring

Our mantra at Stryve is exactly that. Remember you’re dealing with people after all and people want to feel loved and wanted. Robotic recruitment pitches 99% of the time will fall flat or slide straight into ‘trash’.

When you’re talking to candidates don’t be afraid to show a bit of personality. Ask how their day is going, see what they have planned for the rest of the week, know they’re into climbing? Ask how they got into it. Again, remember you’re up against it, it’s a candidates market so establishing that relationship early on will help you keep their interest in what you have to say.

Tips 3

Automation is everything

If you’re dealing with hundreds of applications it’s near on impossible to get back to every candidate in a timely manner.

Crucially 69% of candidates say employers don’t communicate adequately whilst 72% of candidates who have a negative experience will tell others about it.

The only true way to tackle email is via a slick automation program. A sophisticated automated email program will keep your candidates engaged and informed on their progress whilst saving you a serious amount of admin time.

Think about the type of content you would like to receive as a candidate, confirmation emails, progression updates, offer emails, welcome packs, the list goes on. That’s a lot of work – if done manually.

Using an applicant tracking system with a built in hiring flow and triggered email automations takes care of all of this for you. So if you don’t yet have an ATS now is the time to start looking at one.

Tips 4

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