An integral part of a recruiter's job is actively seeking out qualified professionals on behalf of the employer. The Login Casino Work job search website knows how to act in such a case and how to sell a job opening to a candidate during the first call. We are happy to share our knowledge with readers. This article focuses on the most common mistakes recruiters make when communicating with candidates for the first time.
What is a search map and what is it for?
A search map is a table that lists the search methods a recruiter intends to use. The document must be prepared before starting the actual search. It is advisable to use the job description as a starting point for creating such a map. The structure of the map consists of search sources by priority, the budget amount that can be spent on each method, and the texts and images necessary for effective search. A novice recruiter can find different examples of this document on the Internet and use them as a basis to create their own document that is convenient for them to work with.
What is the benefit of this document? It enables the human resources manager to know exactly what to do in different circumstances. For example, if the first option does not work, then the second option should be used as a priority, as determined in the search map.
The first message to a candidate and typical recruiter mistakes
The first message is like the first impression, it determines the subsequent communication with the candidate. At this stage, it is important to grab the candidate's interest, so when writing a message to someone, try to avoid the following mistakes:
- A long introduction. Too many details about the company, the project, and other text may deter potential candidates. Write briefly the most important things, so there will be more chances that the person will read the message to the end.
- Providing all the information about the job vacancy before making sure that it is even interesting to the person. First, the needs should be identified, maybe the person is not even interested in a job search at the moment.
- Showing excessive enthusiasm by using general phrases. For example, "I really like your work, I'm thrilled with how you write/tell/design web pages," etc. If you want to praise the specialist, be specific, say that you have read their articles, seen examples of their work. This way there will be more chances for a productive conversation.
- Praising your company and project. Recruiters often try to get a specialist so much that they make a mistake by praising the employer company, using personal impressions as arguments. For example, "We have such an interesting project," "We have a cool position for you." Perhaps the job offer proposed by the recruiter is not as interesting to the candidate as to the employer representative. Use facts and advantages of the position for argumentation, not your impressions.
- Using expressions like "You will definitely like it." You cannot decide for another adult person what they will like and what they will not. If this is an experienced candidate, your words may evoke a smile at best, irritation at worst.
- Using manipulative phrasing, such as "Thank you in advance for your response," violates ethical norms of business correspondence. It is also a mistake to offer the applicant to send their resume in response to your letter if they are interested in the job. The applicant may decide that your response is not very important. Experts recommend ending the letter with a question to the candidate.
So, your message should be short but informative. Clearly state what exactly interested you in the candidate and what the employer is ready to offer. End the letter with a question.
First call with a candidate
The first phone call with a candidate can be an excellent opportunity to sell the job. To do this, you need to gather information about the candidate that is necessary for a substantive conversation. You can use their resume, social media pages, personal connections, etc. Determine their competencies and compare them with the job requirements to find common ground. Ask about their hobbies and interests. With this information at hand, it will be easier to make arguments and address objections.
Experts divide the phone call into several parts, in which the recruiter should perform certain actions.
- Ask how much time the candidate has for the conversation. Avoid asking "Is now a convenient time for you to talk?" - if the person answers "no," it will be difficult to continue the conversation.
- Clarify the relevance of the job search, ask what type of job the candidate is looking for, what motivates them, what they want to find in their future job, and what they may not like. At the beginning of the needs identification stage, ask open-ended questions that the candidate can answer in detail. Questions that assume a yes/no answer should be asked at the end of this stage.
- Present the job and the company. This is the most suitable time to talk about the job and the employer, taking into account the specialist's identified needs. In the end, ask the candidate for their opinion and ask an appropriate question.
- Address objections. Be prepared for objections and think of possible responses in advance. In addition to open objections, there may be hidden ones, in which case ask the candidate a clarifying question, ask them what information they are missing or what they would like to know more about.
We hope that the information prepared by the experts at Login Casino Work was useful to you and that you will share it with other recruiters. Follow our social media pages, leave comments, and ask questions - we will be happy to answer them! The Login Casino Work website is not only promising jobs in Kyiv for representatives of various professions but also a wealth of useful information about employment and the gambling industry for job seekers and employers.
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