MY TOP 5 BOOKS ON CANDIDATE OUTREACH

If you are anything like me, then you know how hard it is to sit down properly and read a book. I wish I had more time to do this but then there's also life. Yet again, I really do believe that books are such a smart way to enhance your knowledge. In this newsletter's episode I will curate the the best books for Outreach for you ??

Now the books I mention here are not about recruiting only. A candidate message isn't solely a message to a candidate, it's a message to another human and therefore the overall theme here is: communication. How do we communicate with people who haven't necessarily invited us into their world? What value do we add with our message? What's anyways our communication style when we talk to other people? I selected my

IT'S TIME TO READ !!!

#1 The Art of the Recruiter Message

Of course you can't miss Jonathan's books. Biggest fan here. But this book is also one of the few that actually specialize in candidate outreach. Whether you're reaching out via LinkedIn, email, or even text, this book covers it all. What I love most is its focus on personalization and timing, crucial elements we often overlook. Plus, it's loaded with real-life examples, which makes it super relatable.

The templates and case studies? Absolute game-changers! They're practical, easy to adapt, and have already started making a difference in my outreach. I'm seeing better response rates and more meaningful interactions with candidates.

#2 Talent Titans

Of course, I need to mention the book Ben and I wrote ??. Even though it doesn't say it in the title, half of the book is about candidate outreach and running recruitment campaigns. Here's a breakdown of key learnings and examples from the book:

1. Campaigning Strategies: The book teaches you how to structure and execute effective outreach campaigns. For example, it guides you through the process of creating a campaign that aligns with your company's branding and reaches the right candidates. You'll learn how to design campaigns that are authentic, relevant, and different – essential for attracting top talent.
2. Crafting Compelling Messages: A major focus of the book is on crafting persuasive messages. You'll learn how to write messages that resonate with individual candidates, using real-life examples of successful outreach messages. The book emphasizes personalization, showing you how to use a candidate's LinkedIn activities, job history, or personal interests to create messages that stand out.
3. Utilizing Advanced Tools: "Talent Titans" explores advanced tools for outreach, such as AI-powered software for personalized messaging and data analytics tools for measuring campaign effectiveness. For example, it might discuss the use of tools like SourceWhale or Gem for automating and tracking outreach efforts.
4. Engaging with Multimedia: The book discusses the importance of using various media in your outreach. It gives practical advice on how to integrate videos, images, and even memes into your messages to engage candidates more effectively. For instance, you might learn how to use a tool like Loom to create personalized video messages for candidates.
5. Campaign Phases: Readers will learn about the different phases of a recruitment campaign – Discovery, Preparation, and Kick-start. The book provides checklists and questions to consider in each phase, like how to define your target audience or measure the success of your campaign.
6. Diverse Candidate Engagement: The book emphasizes the importance of diversity in outreach campaigns. It provides strategies for ensuring your messaging and campaigns are inclusive, with examples of how to tailor messages to different demographic groups.
7. Legal and Ethical Considerations: It also covers the legal and ethical aspects of candidate outreach, offering guidance on compliance with laws like GDPR and tips for maintaining candidate privacy.
8. Real-World Case Studies: Throughout the book, there are case studies from well-known companies, providing insights into how they have successfully executed their candidate outreach campaigns. These real-world examples provide practical, actionable insights.

It's available on Amazon, so go check it out here: https://amzn.to/4bpFQsn

#3 The Culture Map

I always tell my team mates and clients how important cultural awareness is in designing outreach messages. Obviously you can't send the same template across the world. Or can you? I mean, a lot of recruiters just do. And this is where this book comes in, teaching us about the differences (especially in communication) worldwide. Super helpful!

1. Firstly, understanding cultural communication styles is key. This book sheds light on the variance in communication across cultures. For instance, in high-context cultures like Japan or Arab countries, building a relationship takes precedence over straight business talk. When reaching out to candidates from these backgrounds, it's beneficial to focus first on establishing a connection, perhaps commenting on a shared experience or interest, before diving into job specifics. This approach resonates more with candidates who value interpersonal relationships in professional settings.
2. Then, there's the aspect of hierarchical versus egalitarian views, a critical factor in international recruitment. The Culture Map guides you through this spectrum beautifully. If you're approaching a candidate from a hierarchical culture, acknowledging their position and experience in your initial outreach can set a positive tone. It shows respect and understanding of their professional standing. Conversely, for candidates from egalitarian cultures, a more casual, peer-to-peer style can be more effective, as it aligns with their values of equality and directness.
3. Navigating feedback and decision-making processes also plays a significant role. The book explains how different cultures handle agreement and disagreement. In some cultures, direct criticism or disagreement might be commonplace and not taken personally, while in others, a more nuanced approach is required. Understanding these differences allows you to tailor your follow-up messages. For instance, if a candidate from a culture that values indirect communication provides a vague or non-committal response, you might need to read between the lines and follow up with more context or clarification, rather than pushing for a direct answer.
4. Lastly, "The Culture Map" emphasizes the importance of understanding various attitudes towards time and deadlines in different cultures. This insight is invaluable when scheduling interviews or waiting for responses. In some cultures, punctuality and meeting deadlines are sacrosanct, whereas in others, a more flexible approach to time is the norm. Being cognizant of these differences ensures that you respect the candidate's time norms, which can greatly influence their perception of the opportunity and the company.

HR Robo Sapiens

"HR ROBO SAPIENS: Decoding Artificial Intelligence for Modern Recruitment and HR Marketing" is a graet book that delves into the integration of artificial intelligence (AI) in the spheres of recruitment and HR marketing. It's designed to provide HR professionals and recruiters with insights and strategies to leverage AI technology effectively. I especially like the section - AI in HR marketing and employer branding & AI in Talent Sourcing. José talks here in-depth about an AI candidate approach, exploring various prompts and tools to craft beautiful and personalized candidate messages. A very honest feedback here: I absolutely love how this book has so many explanatory pictures and so little bla bla fluff in it. You instantly see how the tools and their outcomes look like... probably my favorite book I read in the last 2 years ??.

Never Eat Alone

"Never Eat Alone: And Other Secrets to Success, One Relationship at a Time" by Keith Ferrazzi is a treasure trove of insights for anyone in the talent sourcing and recruitment field. The book's core philosophy revolves around the power of building and nurturing relationships for long-term success, a principle that's incredibly relevant in the recruitment world and in my view- very overlooked principle by many many recruiters out there. Sorry peeps, but sustainable, honest relationships are better than the transactionable "I have to fill this role"-type of bond. Now what's it about? Have a look:

1. The Power of Networking: Ferrazzi emphasizes the importance of building a vast and diverse network. In recruitment, this translates to not just reaching out when you have a position to fill, but consistently nurturing your connections. This can be as simple as checking in with past candidates or offering industry insights. This ongoing engagement creates a network of potential candidates who already trust and value your relationship, making them more receptive to future opportunities.
2. Adding Personal Value: The book advocates for adding value to others' lives as a key to successful networking. When reaching out to candidates, it's not just about what they can do for your company, but also what your company and the role can offer them. Tailoring your messages to highlight how a role aligns with their career aspirations or interests demonstrates that you see them as more than just a potential hire, but as a valued individual.
3. Mutuality in Relationships: Ferrazzi discusses the importance of reciprocity in relationships. In the context of recruitment, this could mean offering industry insights, career advice, or even introductions to other professionals, irrespective of whether the candidate is a right fit for the current role. Such gestures help in building a relationship founded on mutual benefit and respect, paving the way for future collaboration.
4. The Art of Follow-up: The book also highlights the significance of following up. In candidate outreach, this means more than just sending reminders about job applications. It's about keeping the conversation going, asking for feedback, or even sharing relevant articles and news. This approach keeps you at the forefront of the candidate's mind, making it more likely for them to consider opportunities you present in the future.
5. Building a Personal Brand: "Never Eat Alone" also touches on the importance of personal branding. For a recruiter, this means establishing yourself as a knowledgeable, trustworthy, and approachable professional in your field. Share your insights on LinkedIn, participate in industry forums, or write articles. This visibility not only enhances your network but also attracts candidates to you, making your outreach efforts more effective.

I am super curious now what you are currently reading !!! Comment below, what your favs are and what the next book should be on my night table!!!

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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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