What's your strategy for unresponsive candidates?

Sometimes with the typical recruitment ways, people feel that it's "Too much" but they continue to bombard them. This is not the way to recruit, you should always work out from the start what type of person they are and adapt your recruitment style to fit them. You never know if someone struggles with mental health or are Neurodistinc, so you need to show empathy and genuine approach to people.

Candidates tend to be unresponsive to recruiters when they perceive the opportunity as unworthy and the message lacks personalization. To engage them effectively, it's crucial to convey what makes them special and why they should be considered.

Well I personally believe, dealing with unresponsive candidates in hiring involves patient, personalized communication through various channels. If unresponsiveness persists, escalate gradually, assess their interest, and, if necessary, move on while maintaining professionalism for a positive company image.

**Lack of Interest**: They might not be interested in the position or company and have chosen not to pursue it further **Negative Reputation**: A poor company reputation or negative reviews from current or former employees could discourage candidates from responding *Change of Mind**: Sometimes, candidates change their mind about a job after initially expressing interest To improve candidate response rates, recruiters and employers should ensure clear and timely communication, competitive compensation packages, and a positive company reputation. Additionally, following up with candidates and providing a positive candidate experience can encourage better response rates

Sure, it could be a thousand things. But simply understand that nowadays they (candidates) have options is the best way to start. From that point on you only have to be honest with yourself and rid yourself of the cookie cutter approaches to (re-) engage. Ask yourself this: what reason did I give them to re-engage/respond? But a lot of it can be avoided - Inspiring proces (sell the job! Note: that’s not one call, one msg or a boring job page) - personal approach (dear {{firstName}} is not personal) - swift actions (how long does your process take?) - build relationships (Focus on relationships instead of a direct close/placement - things will get different)

I go the simple but effective route. 1 text, 1 call and 1 email. Your messages have to be tailored. Talk about the role they applied for. I recruit in the technical skilled trades so texting is very effective for me and works. The text message has to be specific and not generic. Look up the candidate in the ATS first to see if they've applied in the past, you may be missing a phone number or the candidates other email address.

Developing a successful strategy for unresponsive candidates requires persistence and understanding. Candidates are not always available and have their own commitments. To increase the likelihood of connecting with them, inform them about your attempts to reach out through various methods. Utilize alternative methods like sending an SMS or email, and leverage professional platforms like Linkedin or Glassdoor. Regular monthly email blasts can help maintain contact with archived candidates. By using a persistent and diverse approach, employers can effectively engage unresponsive candidates.

Make sure you are posting job ads that target the right people. If you are posting vague job ads you will attract generic candidate applications which can lead to unresponsive candidates. Make sure the application process is simple. Long hiring processes have a higher rate of candidates dropping out. Keep them informed and follow up to see if they’re still interested in pursuing the role at each stage. Respond to emails as soon as possible and get in touch when you say you will. Let them know that you’re not one of those recruiters that ‘ghost’ candidates. And even if they’re not right for this particular role, let them know. That way, they are more likely to reapply if a more suitable role comes up.

I mainly recruit for finance positions and as they have very hectic days, it is important to keep communication short and crisp. Getting to the point with messaging/emails and on phone calls is key.

To elicit a response, your outreach must be engaging, personalized, and purposeful. Craft a compelling subject line, emphasizing role benefits. Tailor your message to showcase how their skills align with the position. Include a clear call to action and response deadline. Avoid generic or impersonal communication. Lastly, use the candidate's preferred channel. This approach respects their individuality and boosts the chances of a meaningful response.

Recruiting is all about timing. Someone I had connected with on LinkedIn in January, I ended up placing in September. Recruiting is a long game. If someone isn't being responsive, it may not be the right time for them. I continue to engage with them through sending helpful resources via email and LinkedIn and inviting them to follow our company LinkedIn page. I also keep up my own posting and focus on my personal brand. Having a brand is key as a recruiter. Often I get messages from candidates I haven't talked to recently saying they saw a post of mine in their newsfeed and it prompted them to reach out. Stay positive, helpful, and keep going!

It's important to have some kind of outreach sequence that hits on different aspects of the job and company because you don't know what any individual candidate may respond to. I often have emails that follow a pattern such as: 1. Overall info on product, role or interesting thing to know and why I thought it might be a fit along with link to job and salary info 2. Shorter follow up that focuses on 1 area, perhaps a new product or a recent case study that I can link to 3. Shorter email about some clients or recent success story and a promise to leave them alone if they still aren't interested. It's important to try a few things to see if any of them may be what interested the candidate rather than just sending a "just following up" email

Following up with a candidate requires finesse. It's a chance to show persistence and continued interest. Consider a polite reminder, using a different channel if needed. Providing additional value, like a testimonial, can pique their interest. Ask open-ended questions for feedback. Above all, maintain enthusiasm without being intrusive. Always respect the candidate's time and space. This approach showcases professionalism and genuine interest.

Tracking and engaging with prospects on their public posts or common forum activities, is another way to remind or lure them towards your pending follow up messages in (*the heaps of their) DMs.

I make sure that the candidate remembers me/my message. This can be done by looking at the candidates profiles and check if there are common interests, interesting places the candidate lived etc. I use this information to make sure we bond. Doing so I give the candidate the feeling that I want to connect on a personal level without being too pushy.

To maintain contact with candidates who have been archived due to unresponsiveness, regular monthly email blasts can serve as a quick check to determine their availability. By employing a persistent and diverse approach, employers can increase their chances of engaging unresponsive candidates effectively.

This is where recruiting in the long game matters, you have candidates that applied and interviewed for roles with your company, they didn't end up being chosen to move forward. It could've been the level of the role if they interviewed well or maybe they had someone internal. Stay in constant communication with those candidates when new roles open up. Always ask for feedback on the candidate experience so you know where you and your company can improve moving forward.

Re-engaging candidates requires a strategic approach. Keeping them updated on the hiring process and next steps is crucial. Sharing relevant news or insights shows continued interest. Inviting them to events or webinars fosters a sense of community. Personalized video or audio messages add a personal touch. Seeking their opinions demonstrates respect. Reinforce the value of the role and its urgency. These steps show genuine commitment to their potential contribution.

Its important to leave a hook for them to continue the conversation or follow up easily. Also finding a common reference of connection/ platform while engaging with them is crucial so next time its easier to re channel connection terms and build trust on the go.

I've learned a practical method when dealing with unresponsive candidates. Following numerous outreach attempts via email, phone, and SMS, I initiate the 'closing email' approach. This respectful message acknowledges their silence and gives them until a set time – say, tomorrow noon – to respond; otherwise, I assume they've moved on. This strategy empowers me by addressing their lack of communication and prevents unnecessary anticipation. When interest is lacking, everyone's time, including the candidate's, hiring manager's, and mine, is better utilized elsewhere.

Rejection is redirection in the right direction. Rejection is also part of recruiting. I always respond with a little blurb in the bottom of emails that says "if this role isn't a fit, let's connect on linkedin for other future opportunities" If they are looking to transition or have targeted roles, I take a look and see what we have available and i send them the careers page also. If candidates are unresponsive all together, I send them a "closing out" email thanking them for applying, you will not be moving forward in the process.

Handling rejection with grace is a mark of professionalism. Express gratitude for the candidate's time and interest. Seek permission for future contact, demonstrating respect for their journey. Request feedback for continuous improvement. Embrace rejection as a learning opportunity to refine recruiting strategies. Maintain a positive outlook and focus on other potential hires. While unresponsive candidates pose a challenge, these strategies enhance response rates and streamline the hiring process. This ensures efforts are directed towards the best-fit candidates, ultimately improving recruiting outcomes.

Make space to appreciate them on public posts and conversation. So even if they don't seem to positively revert to proposed opportunity, atleast they shall care to respond their status of interest in future.