Think you're a rockstar recruiter? Think again! - part 2

Dearest gentle reader,

I'm no Lady Whistledown (Bridgerton series/Netflix series) so, I'm not coming with gossip in part two. I come up with other things that recruiters should have in their arsenal.

And I promise you that this round will be - the short and simple method.

Let's not keep the suspense. Where were we? Ah, point 4.

4. We start with the messages we write to candidates

Here's what I've come up with to make it better for everyone:

·      We know the internet is full of suggestions, access to ChatGPT/Gemini greatly increases creative laziness but it is important to remain relevant and authentic

·      Craft your messages in your own style - and how that represents your personality

Are you a more direct person?Are you a more direct person? Write a simple and to the point message

Are you more of a flower power person? Then make a creative message - but with interesting information

·      Don't come with bullshit and fairy tales - trust me, candidates hate it - and it inflates the response rate (whether positive or negative)

·      Come up with information that matters - JD, office/hybrid/remote, other details (team, benefits, recruitment process steps), salary part (if you have access and can disclose it), collaboration mode (employment contract/B2B) - and whatever you consider relevant and is confirmed information

If you don't take my word for it - I'll leave you here a little piece of what a candidate of mine from the Software Industry thinks:

“One thing that's super annoying about junior recruiters is that they write a long message with unimportant details in language that tries to sound friendly, like: “how are you, how was your day?" It's very unnecessary and annoying. You can't force that on someone. I want to expect a short, to-the-point message with job info. There's a better chance we'll get to know each other organically.

This is why I like working with more senior recruiters. Because they approach you that way:

Good evening, we have a position on x, company y. Budget between X and Y RON per month NET in hand. That's it. No more useless words. Without further ado, I hope I found you in a good mood, I'm looking forward to introducing you to a super opportunity etc... NO, STOP WITH THIS PLEASE”

5. And to somehow tie into point 4, the next message is - "be a good seller"

Don't panic, it's not in a bad way and I'm not going to teach recruiters to fool around.

How's it coming? Easy.

·      Get as much information as possible from the client/manager

·      Don't try to lie to candidates (transparency) - I know it's important to close your role fast - but it's not a deal if the candidate leaves after 1-2 months

·      Dig after the candidates' needs

·      Don't make up information you don't have

6. And in conclusion, be bold but don't be crap

A message to all recruiters?

Be what you want to be. Working with people is difficult.

But it’s our duty to be better every day, to constantly learn and adapt.