Now is a good time if you happen to be in the market for a job. Unemployment is low, and there’s a lot of opportunities out there. However, for those companies with roles to fill, it can be a bit difficult to tackle this issue. These same top candidates are probably getting tons of offers from companies and recruiters on a daily basis, and the question suddenly becomes: what can I do to try and get things going beyond the inbox? Here are some specific things to consider.
As a start, you need to understand that the wide-net approach doesn’t work in this time like it may have before, especially if you’re trying to fill a position that requires some very specific skills. Taking a targeted approach is the way to go. For example, you want to hone down your legal advertising in the Bay Area now just down to location, but also by skillsets, experience range, and their educational background. You also want to have a tier of priorities ready. In case you can’t find that unicorn candidate who meets everything and will take your price, what requirements and mandatory and what ones are flexible?
The good news for people in this situation is that it’s become easier and easier to try and put their names and experience out there for potential employers to look at. Some of these are basic networking platforms like Linkedin, while others are platforms specifically designed to house resumes for employers to look at. By narrowing your field, it makes it that much easier to create content specifically geared for each potential employee.
Content specifically geared, you may ask? Yes, as difficult it may sound, you’re going to want to try and avoid that template outreach email and go for something a little more custom. When Indeed ran a test of this in 2016, they found that creating hyper-personalized emails to reach out to potential talent gave them a massive response rate compared to the norm.
How to do this? Simply take some time to learn about the candidate and write an original message that incorporates that detail. There’s a bit of a fine line to walk here, as you don’t want to go too deep into their personal lives, but Googling hobbies, their current job, or other publically shared information is a good place to start.
This simple little step, combined with choosing your talent pool wisely, gives you a much greater chance of good ROI when it comes to potential quality candidates coming to work at your company.