How do you ensure a consistent recruiting message?

In my experience as a full-cycle Recruiter for a Fortune 500 company it’s imperative to really know and believe in the organizations EVP. Equally important is to know what is important to your candidate - for example, growth opportunities or work-life balance. Having a consistent approach with each candidate in being genuine, getting to know what the candidate is looking for for by asking questions targeted to uncover their skills and experience and then connecting the dots for the candidate to the role and the organizations mission, vision and values. Recruiters have a small window to make that first impression and connection, so a formula that is consistent but personal and genuine is key.

In my experience I worked with candidates of different representative groups. And it is very important not to give the same information to everyone. It's important to experiment what works for YOUR candidates. All the information shouldn't be given in one message as it will be too overwhelming and during the first contact candidate's eye catches only the most relevant information. But in each message you can add some "spice" that will communicate your culture and values. For some it will be about the fact that your office is dog-friendly, or each Friday you play board games or wear pyjamas. For other groups showing numbers and position of the company on the market will work best. Don't be scared to experiment and explore your audience.

You cannot underestimate the power of speaking to your teams here. We've worked with hundreds of founders who often feel they can define their EVP but within a couple of workshops there is a huge swing. When hiring too don't underestimate the power of role level value propositions that draws engineers won't necessarily also draw sales folks to you. Find that out and all your talent facing assets will fly.

One of the most important thing in recruitment messages for each stage is to keep structure. - Try to decide what information you'd like to present. - Start each new information from a new line. The common framework for each stage could look like this: - Greeting (don't forget the name) - Why you're reaching out (e.g. I have a role of..., We're excited to proceed...) - Main part, value for the candidate (pay attention, that we don't write about our needs, like "we need a person", "we require", we write about benefits and values for the candidate) - Call to action - usually an open question (How's it? What details you'd like to know?) Be friendly, be caring, value candidate's time and needs and be professional :)

Here is a recruiting message framework that doesn't suck in 5 steps: 1?? Personalize the message 2?? Be clear and concise 3?? Be enthusiastic 4?? Be specific 5?? Make it easy to respond *2?? include making it mobile friendly.

If the trips don't know how to weaponise your EVP and get it to market what's the point in making one. Don't just train empower your team to track feedback and evolve the messaging over time. This will give recruiting real purpose.

Same with the training of your recruiters above, if you don't track you may as well not bother. It controls deployment and use as well as evolution. At all costs track changes in your metrics over time when evolving your EVP

Retro your values and then EVP back to your teams. Ask does this match our outward message ..... can someone feel the heat radiating off our values? If not push harder. You can do better.