What to avoid when job-searching in HR

As a Recruitment Specialized focused on the placement of Human Resources professionals, I receive many inquiries each day from potential candidates who welcome partnering with me on their search for a new opportunity. I love receiving these notes, and look forward to supporting these HR professionals with their search!

The purpose of this article is to help guide individuals on how to improve the notes they are sending out, so they can receive a greater response rate. Many have asked me recently “How can I ensure I hear back from more hiring managers and Recruiters? How can I improve the introductions I am sending?” Hopefully these tips will help!

In a candidate-driven market, we don’t often coach candidates. You’ll find dozens of articles advising hiring managers and Recruiters on how to fine-tune their communication style, candidate experience, and overall hiring efforts. We must coach job-seekers. Sure, they may be in top demand and driving current market trends, but I believe in any market, candidates can work on improving their efforts! All HR professionals can benefit from considering their communication style and personal brand.

I believe the tone of the emails/inmails/messages you send, is just as important as the content. This is especially true in HR, where organizations are weighing heavily on soft-skills, cultural fit, and personality match in their hiring decisions. As part of sourcing efforts and matching abilities, Recruiters evaluate the personality style and communication approach of potential candidates. These introductory notes are an example of someone’s personal brand and communication style.

I receive some fantastic notes, ones that are written well with a kind, grateful, humble and collaborative tone! These notes are the ones that get my fastest response; I am intrigued to learn more about these individuals. However, each week I am surprised by the number of notes I receive from HR professionals that leave much to be desired. These days, HR professionals are sending introductory notes not only to Talent Acquisition professionals, but also to HR Leaders and Hiring Managers directly. The better their introductory notes, the greater their response rate! These introductions are a direct reflection of their personal brand and can greatly impact (in a positive or negative way!) their job-search efforts.

I have found 5 personas that commonly arise in these poorly written notes. I want to encourage HR pros to think twice before they send notes that fall into one of these categories. These approaches may work in other types of industries/professions, but I can’t imagine they are particularly fruitful within Human Resources. This is the very first time you are contacting someone. It’s an introduction.

If you want a strong response rate to your introductions, to build more positive relationships, and to make fantastic first impressions, try and avoid the following:

The passive-aggressive approach

These are the notes that start with “I wrote you yesterday and haven’t heard back from you yet” or “I assume you’re not interested in partnering with me” or “I know you probably won’t read this…” This approach puts the reader on the defense. Instead, try an assertive but kind approach that states a similar message, such as: “I’d love to hear back from you at your convenience” or “I am hoping you’re interested in partnering with me” or “I appreciate how busy you are, so hopefully you will receive this…”

The impatient approach

These introductory notes start with “I expect to hear back from you within 48 hours” or “How would tomorrow morning be for a phone call?” or “I am in NYC today and would like to meet you at 3pm”. While most recipients appreciate the eager desire to connect, this approach can make the reader feel pressured and put into a time-crunch. Instead, approach your desire to connect in a more collaborative way such as: “I am hoping to hear back from you soon” or “Would you be open to scheduling a call with me? or “I happen to be in NYC this week if you’d like to meet in-person”.

The boastful approach

These notes start with “I am the BEST Human Resources professional you’ll ever meet” or “Looking for the most talented HR pro in the world? Look no further” or “I am an extraordinarily gifted and talented individual”. This approach may have the reader question your humility, which is becoming an increasingly important soft-skill in the world of HR. Share your pride and highlight your talents, but perhaps in a less arrogant way such as: “I have attached my resume which highlights my expertise in HR” or “I know you work with top talent within HR, and I am confident you will be able to represent me in confidence” or “I am deeply invested in my HR career and am proud of the accomplishments I’ve achieved thus far.”

The cold approach

These notes are the ones are often the easiest to fix, by reading them aloud before hitting send. Asking yourself ‘does this sound kind and approachable?” and then edit accordingly! These notes don’t say much in content, but the tone is harsh: “Hi. See a resume attached” or “Hello. See attached. I expect to hear back soon” or “I’m looking for a new job. Thx” or “Let’s talk”. These notes are too brief and lack any rapport-building. Open a note with something more approachable such as “How is your week going?” or “I would love the opportunity to learn more about you!” or “I would welcome the chance to speak further with you about my expertise”. Think about softening the message so it doesn’t come across to the reader as curt or abrasive.

The lazy approach

These notes come with a resume attached and nothing in the body of the email. Nothing. Not even an only “Hi” or “See attached” (which see above, not recommended!) In many cases, cover letters are passé but surely the writer has enough time to write a 3-4 sentence note in the body of the email. Introduce yourself.

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Do you work in HR?  I would love to hear in your comments below: What introductory approach has worked best for you when you have job-searched? What approach have you taken when contacting individuals during your job-search? Have you ever written your notes in one of the 5 approaches above? Did that work for you? Or did you find you had a greater response rate when tweaking your approach?

My goal is that we can continue to encourage and empower HR professionals to have a greater success rate in their job-search! Let’s help them improve!

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