Differentiating your Message

How to be outstanding in your recruiting game

As a talent sourcer, it's important to differentiate your messages in a crowded job market in order to attract top talent. I often hear this from candidates:

I got the feeling that you actually read my profile before sending me a message ??!

Ok. Wow. Isn't it normal, that you take a deeper look into your prospect's profile?! Apparently not. So in this newsletter edition, I will give you a few examples of how you can set yourself apart from the standard "I hope this message finds you well" approach. OF COURSE, the examples I will showcase in the following shouldn't be blindly copied and pasted. ?Remember, not every approach will be suitable for your business, your culture, or your audience. It's important that you find your own voice and style. But I know how it is: if you have no best practice examples, it's hard to come up with a great approach yourself.

Now, one way to stand out of the mass is through the use of (hyper-)personalization. By taking the time to understand each candidate's unique goals, skills, and experience, you can tailor your recruiting efforts to meet their specific needs. This not only improves the candidate experience but also helps you to identify the best match for the role and organization. By gathering this information, you can craft a recruiting message that speaks directly to each candidate's goals and experiences. But what do we mean by hyper-personalization? Hyper-personalization is a technique used to tailor communication and experiences to meet the specific needs and preferences of each individual. It goes beyond using personalization variables in your outreach.

Hyper-personalization can be achieved through a variety of methods. You can differentiate yourself from mass recruiters by crafting personalized messages that speak directly to each candidate's unique strengths and qualifications. Refer to their hobbies, mention specific skills they have and how they can be used in the role, and even personalize your call to action.?Here's my first example:

There are indeed a lot of ways to personalize your outreach. Even though I'm a big fan of automatization, I would advise you to take a step back and find the “truffles” in someone’s profile yourself. For example, have the candidates mentioned an extraordinary quota achievement, or has one of their references spoken highly of them? Use that!?

Example: As you're being described by your reference Michael as “a true sales professional, capable of leading relationships at top level”, I am convinced that you are a perfect fit for our sales position in Atlanta.

It is sure a lot of work giving each profile that much attention; however (in our experience), the response rate rises from an average of 20% (of course, always depending on the position, etc.) to nearly 75%. So clearly, if you need to approach less, you can then also spend more time personalizing your message.?

Yet, there are also tools that claim to automate just exactly that step. Quicklines.ai is a tool that pulls data from your prospect's Linkedin account to find relevant information. Based on the scraped data, quicklines.ai then generates personalized opening lines. I haven’t tried this AI tool yet, so unfortunately, I can’t tell if it works accurately or not.

One automation hack I do like is the use of Clay spreadsheets (ChatGPT integration). One remarkable feature of it is scraping recent LinkedIn posts from sourced candidates through pre-configured recipes. The integrated ChatGPT further enhances this synergy, enabling prompts directly within the sheet and autofilling rows with ease. A spreadsheet in Clay would then look like this:

Leveraging this amalgamation, you can succinctly summarize candidates' LinkedIn posts, crafting a compelling outreach based on those insights. Finally, effortlessly upload the resulting CSV into your campaigning tool, culminating in a seamless and fruitful recruiting campaign.

Another way to differentiate yourself is by providing a superior candidate experience. This means trying different formats, media, and approaches to grab the attention of your prospect. For example, I like to structure my messages by using emojis:

Being outstanding also means being responsive, communicative, and providing a clear and consistent message throughout the recruiting process. By providing a positive and efficient candidate experience, you can attract top talent and build a strong reputation as a recruiter. It can also mean, that you are giving your candidate the VIP treatment feeling:

As we navigate the rapidly evolving landscape of talent acquisition, it's clear that the strategies and techniques we've discussed are just the beginning. The future of talent sourcing demands not only a mastery of personalization and candidate experience but also a visionary approach that anticipates the needs and trends of tomorrow's job market.

In the quest to be truly outstanding in your recruiting game, it's imperative to look beyond the present and consider how emerging technologies and methodologies can further enhance your efforts. Artificial Intelligence (AI) and Machine Learning (ML) are set to revolutionize the way we identify, attract, and engage with talent. By leveraging these technologies, recruiters can gain deeper insights into candidate behavior, predict career trajectories, and deliver even more personalized communication at scale.

However, the human touch remains irreplaceable. As we embrace these new tools, maintaining a genuine connection with candidates becomes paramount. The challenge lies in balancing technological advancements with empathetic engagement, ensuring that the recruitment process feels personal, respectful, and tailored to each individual.

To stay ahead, continue to experiment with new platforms and mediums. Virtual reality (VR) and augmented reality (AR) could transform the way we present companies and roles to potential candidates, offering immersive experiences that showcase culture and work environment in unprecedented ways. Similarly, leveraging social media platforms not traditionally associated with recruitment, such as TikTok or Instagram, can provide fresh avenues to connect with passive candidates in a more relaxed and engaging manner.

As a parting thought, remember that outstanding recruiters are not just talent sourcers; they are brand ambassadors, storytellers, and strategists. They understand that their role is not just to fill positions but to build relationships that foster a vibrant, dynamic, and inclusive workplace culture.

The journey to becoming outstanding in your recruiting game is ongoing and ever-changing. Stay curious, stay adaptable, and most importantly, stay human. By doing so, you will not only elevate your own career but also shape the future of work in profound and meaningful ways.

Let's embrace the future with open arms and continue to innovate, inspire, and impact the world of talent sourcing in ways we can only begin to imagine. Together, we can redefine excellence in recruitment and build the foundations for a more connected, empowered, and diverse workforce.

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Hi, I am Sandra, founder of?itsatalent.business???.?I'm always here to chat about all things talent sourcing & attraction, employer branding, and the future of recruitment. If you have questions, insights to share, or just want to connect, drop me a line. Let's continue this conversation!

?? If you like my tips & hacks, have a look at my book <TALENT TITANS>

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