Recruiter Checklist for Successful Candidate Outreach

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Candidate outreach… Do you know anyone who doesn’t do it?

Unless you’re in the unique position of not needing to contact individuals who might be a great fit for your open roles (because you’re inundated with quality talent—all of whom perfectly fit the positions you’re trying to fill), candidate outreach is likely part of your day-to-day as a recruiter. Unfortunately, it’s one of those things that’s often done poorly. The good news is it doesn’t have to be.

Candidate outreach is a hefty and time-consuming task, so there’s often a rush to get it done. That’s where errors can creep in and ruin what is often a candidate’s first touchpoint with your company, or the organisation you’re recruiting for. The messaging you use and your outreach approach can determine whether a candidate considers your role, or dismisses it and keeps looking.

To make your job a little easier (and your outreach more successful), we’ve devised a handy checklist of dos and don’ts to help you land your next great hire.

Candidate outreach don'ts

Don’t: send generic bulk emails, send lengthy emails, leave out key details about the position, Include salary information, forget to mention who you are and where you work, use unprofessional language, forget to proofread your email and check for typos

Candidate outreach Dos

Do: take the time to personalize outreach messages to candidates, keep emails precise – aim for 120 words , say “good morning” before jumping into your message, include enough information about the role and why it might appeal to them, share enticing aspects of the role such as perks and career opportunities, research the candidate’s background, experience interests in order to tailor your messaging accordingly, this is likely your first impression on a candidate, so make it a positive one, keep email subject lines short, sweet, and to the point

Once you’re happy with the message you’ve written, it’s a good idea to pass it by a colleague to see what they think before hitting the send button. A second pair of eyes can help to catch any errors or glaring omissions.

Proactively reaching out to gauge people’s interest in your open roles can be an effective way to find great talent. By improving your candidate outreach messages, you can increase your hit rate of hearing back, and hopefully fill those positions a little faster.

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