How do you communicate with different candidates?

I always say your WHO determines your WHAT. There is one thing about addressing them by name, it shows connection and works like magic. Hello Gloria, trust you're well? is different from Hello, trust you're well? ??

Knowing your audience is huge when giving feedback, but that comes from being a solid recruiter who takes the time to truly get to know their candidates. I take the time to get to know them on a personal level as best as I can so a quick text message with a smiley face is acceptable or if I need to be incredibly formal via email only. Feedback and communication are different for everyone. Remember - there is NO one size fits all!

In regards to knowing your audience, I tend to be direct by asking the candidate up front what communication method they prefer. Is it email, phone call, text, DM? Everyone has their preference so I try to adhere to whatever each individual candidate prefers. To me it shows a sign of respect when you ask and listen to what people want.

So important to be sniper like with your outreach. Get to know the type of people and skillsets you are reaching out to. The spray and pray method is not as effective as knowing your audience and reaching out with a personalized approach.

Understand the candidate, his expectations and what he is looking for and communicate accordingly. This way you will be able to do gap analysis.

One very useful way that has always worked for me when communicating with candidates is the 1-1-1 formula. This is call, email, and call. I reach out to the candidates first to confirm their interest in a role, then we talk a little about the role. This will help me determine if the candidate has some pertinent skills to deal. If they are, I ask them their preferred mode of communication and interviewing. Lastly, I arrange the interview time and date, send to their emails. I finish up by calling them up to inform them of my message needing their feedback. It's best to be on the same page with candidates. It not only makes the flow and communication easy, it helps the candidates feel confident and clear about certain expectations.

Ask the candidate how to best communicate with them, AND don't forget to tell them what works for you. I like to remind candidates that I am on the phone all day so quickest way to get me if something is urgent is through email.

When you are connected with the candidate, ask them what method they prefer. Some people prefer LinkedIn, others email. Some want a direct call. No candidate is exactly the same and getting to know their preferences is key.

When choosing the right channel for communication with candidates, understanding their comfort zone is key. While traditional methods like email are generally accepted, don't overlook the power of personalized touchpoints. If you're communicating an offer, a phone call may add a human connection that emails often lack. Conversely, for quick updates or check-ins, a text might be appreciated for its immediacy. Always ensure clarity and professionalism, regardless of the channel. In a world of myriad communication tools, a candidate's preference can be a reflection of their working style. Embrace it.

I think asking and listening do the magic. I also ask candidates how I can reach them faster. I learnt this because there are times I felt sending emails was professional but spent days waiting for replies, only to message via Linkedin and get the conversation going in seconds.

Share feedback. Be courteous. If you can’t give out the hard information you have no business being in recruiting. It's just 101 recruiting. And don't ghost! You are ruining your reputation and the companies you recruit for.

Regularly update candidates on their application status. Constructive feedback, even if it's a rejection, demonstrates respect for their time and effort. Transparent communication builds trust and maintains a positive candidate experience. And here's the golden rule: If there's a delay in updates, always send a "no update update".

Do not wait or delay feedback to candidates. The common mistake I see with a lot of Junior recruiters is that they are afraid of giving feedback to candidates but the best practice is to not delay feedback and provide feedback as soon as you receive it. Not only will the candidate appreciate the candor and rapid response but will also help you stay focused in your pipeline.

The best communication channel for reaching out to candidates is via email or LinkedIn, or both especially when you're initially contacting them. After that, you can schedule a phone call with the candidate at a time that is convenient for both of you. If there is an urgent matter that needs to be addressed (after the first call) or if you want to quickly check in or follow up on something, it is okay to call the candidate directly if you are familiar with them. You can always ask if now is a good time for a quick chat, or leave a voicemail if you are unable to reach them. Text messages should not be used as the initial communication channel for outreaching candidates as that’s less formal, less credible and can be seen as intrusive.

I believe feedback is important to get every stage going but is it possible to give such personalized feedback (what they did well and all) to each candidate, especially when they aren't moving forward in bulk hiring? Keeping them informed of changes is humanly wise. We are all humans and got other plans.

Trust is everything. A recruiter who has built trust into their network will be able to help so many more people. Jobs can be short while careers are long. What I mean by this is you may need to return to a candidate down the road and they will remember how you treated them. Build trust with every interaction.

I love this about recruiting the most. ?? Building relationships beyond the present job opening. This is something I have come to see as a tool for sustainability. We are all humans, we communicate as one.

Building rapport and trust is something truly irreplaceable that I see too many people skipping past. I have candidates that I placed 3-5 years ago who still reach out for help and guidance because they know how I work with them. Does this happen with every candidate every time? No, I'll never claim that but I work my hardest to make that happen and it's the best feeling ever!

One thing I always try to do is share why I’m asking a question and even share my thoughts on the topic as well when it makes sense to. This helps candidates be sure they understand what I’m trying to get to and feel comfortable sharing true thoughts. I also be sure to constantly check in during an interview to ask if I can expand on things or if there are areas we haven’t gotten to that they hope to talk about, either about them or about the company.

Also understand what the candidates are looking for, rather than just selling the role that you called the candidate for. Understanding their aspirations and expertise in detail will help in mapping their interest, skill sets and competencies correctly and will give them an impression that you’re genuinely keen in their career advancement.

Communication is key to success in recruiting. ??Communication is respect. ??Communication is understanding that you are talking to a human like you. ??Communication is YES, I will and do it. You make hiring process work by communicating effectively.

During recruitment process, tray as much as possible to practice confidentiality. Try to present a great first impression of your organization at introduction point of view. Always be honest and transparent on the role profile. Impressed and make candidate feel at home and free space. Make sure you express your kind gratitude to all in the panel and finally do respect the candidate's time provided always

Maintain a professional tone in all communications. Address candidates by their preferred titles and use courteous language. Respectful interactions, even in rejection, uphold the company's reputation and leave candidates with a positive impression.

Being respectful is key to a recruiter's success. Recruiters' whether remote, hybrid or in-person are the face of the company. Yes, a receptionist might be the literal 1st face a candidate sees when entering an office but it's the recruiter who is the true gatekeeper. As the first person that a candidate is meeting on behalf of a company, recruiters cannot afford to come across as disrespectful.

it's important to acknowledge that the logistics industry's fast-paced and dynamic nature can sometimes lead to challenges in maintaining consistent communication standards. Factors like high demand, tight schedules, and unforeseen disruptions might occasionally hinder recruiters' ability to promptly follow up or provide detailed communication. Striking a balance between maintaining respectful communication and effectively managing the industry's unique operational demands can be a complex endeavor.

When you have a systematic process in place that you follow for every candidate, you reduce the chances of finding yourself in employment-related legal issues. Employers can get sued for bias if a candidate feels there was some level of discrimination that resulted in not getting the job. Keeping interview questions professional and not asking personal questions is important to prevent any misconceptions. Giving the same skills tests to all candidates means that no one was given preferential treatment. Employers are not allowed to discriminate based on age, gender, religion or disabilities.

Be honest with your recruiter. Don't take an "I'll tell you if I think that you need to know something" approach. There's a fine line between playing something close to the vest, and being deceptive. I go into each search with an open mind, an open heart, and open eyes. I trust that my candidates and clients will tell me the truth. I see myself as an advocate and a mediator, all rolled in to one. I believe that my candidates and my clients recognize that I'm working very hard to help them achieve their goals. Even if I don't end up placing someone, I hope that they have a good experience working with me, regardless of the outcome.

This is our baseline and we customize it accordingly: 1. Address candidates by name and reference their qualifications or interests. 2. Provide clear job descriptions, expectations, and the hiring process. 3. Listen to their questions, concerns, and preferences attentively. 4. Adjust your communication style to match theirs, whether formal, casual, or technical. 5. Be honest about the role, company culture, and any challenges. 6. Respond promptly to inquiries and provide updates throughout the hiring process. 7. Respect diversity and avoid bias in your language and interactions. 8. Offer constructive feedback, whether the outcome is positive or negative.