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Great 1st Messages to Send To Candidates to Get a Response

Offering a job to candidates
If you are trying to convince a prime candidate to come work for your company, sending them the same template you use for entry-level candidates is unproductive. That’s because their skills are in high demand and they are inundated with such messages. Knowing that they are busy people, you need to ensure that the mail you send to them grabs their attention instantly and prevents them from clicking ‘Delete.’ By going that extra mile, you can pique their interest and warm them up to you to encourage a candidate response and make your message stand out from the rest at the same time. Of course, different platforms require different approaches. Here is a simple breakdown that can help you craft messages that can appeal to candidates on different platforms:

Great First Text Messages to Send Candidates

The average response rate for an email is 90 minutes. For a text message, it’s 90 seconds. Texting may seem unorthodox but with shrinking attention spans, this recruiting tactic can actually save you a lot of time. A brief and to-the-point message can work and can be sent while you are on the go. It’s also a convenient way to confirm interviews or to update candidates on job applications. Today, personalization is the key to recruiting prime candidates. We are constantly bombarded with information as brands, companies and pushy sales personnel vying for our attention. To cut through that noise and be taken seriously, recruiters have to embrace a custom approach to recruit top-of-the-pile candidates. Rather than sending them bulk, cookie-cutter messages that go straight to spam or the trash, sending them personalized/manual text messages that highlight a candidate’s contributions and career choices will increase the chances of a response. Here are some templates you can use to hit the right notes:

Introduction Texts

Spam is deleted instantly. If you want to ensure that the candidate you send a message to replies, personalize it. Here is a good example: “This is (enter your name) from (enter name of company). I was just going through your impressive LinkedIn profile and noticed you did some carpentry for a construction company we work with regularly. We are currently refurbishing our office and need custom workstations. We would love to see your designs. Please confirm your availability for a meeting by replying to this text or call me directly using this number.” “Hi (enter name of candidate)! My name is (enter your name) and I work for (enter name of company). I am a huge fan of your Instagram page and particularly your modeling portfolio. We were quite impressed and would like to hire you for an upcoming photoshoot. Drop me a line if you are interested. You can follow this map to our office. We look forward to meeting you.” As you can see, these messages are borderline informal rather than completely casual, which encourages replies. Remember, your candidates may already be flooded with text messages. While you can get ahead of the pack with texts, personalizing them will increase your chances of receiving replies. Follow up Texts Of course, this doesn’t mean that you should give up if you don’t get a reply. If you are trying to recruit millennials or Gen Zs, sending an informal and friendly follow up text can get you replies faster. Keep it short and simple. A wordy text can get ignored and deleted. Here are some examples of texts you can use: “Hi (enter name of candidate)! I really liked the essay you wrote in the test project. We even shared it around the office and everyone really liked it as well. Just let me know when you can come in for an interview and we will set it up.” “I had a great time chatting with you during lunch and also used that product you recommended. It worked like a charm. It’s this go-getting attitude that we would love to have in our company. Just let me know when you are free for an interview and we can talk about that salary package you mentioned in detail.” If you wish to get a fast reply you can make your tone a bit more urgent: “Hi (enter name of candidate). We haven’t heard from you in a while. Judging by your LinkedIn profile, you have been quite busy. We really loved the opinion piece you wrote and uploaded (enter link). We actually have a great project coming up that will benefit from your expertise. Are you interested?” “Hi (candidate name). We are really looking forward to meeting you at the appointed time. Just keep in mind that the traffic can be quite heavy during that time so you should arrive at least 10 to 15 minutes early. If you need directions, please do not hesitate to call me.”

Don’t Forget The Call To Action

Make the message land home by calling the candidate a day before the interview. Consider it a quick call to action to keep the offer at the top of their mind. Here are some great examples:
  • “If you have any questions, feel free to call me at this number anytime.”
  • “Please choose a date and time that is suitable for you for the meeting using this link (enter Calendar link).”
  • “There is a great lunch spot right here (enter map link) where we can have our meeting if you are interested. Lunch is on me!”
The bottom line is that a text message can get you an instant reply provided it is short and to the point. In fact, 64% of potential workers would prefer to hear if they got a job or not via text rather than a call. However, even though these may work with a younger and inexperienced candidate pool, they may be ignored by experienced and skilled ones. That is where LinkedIn can prove invaluable but the mail you sent through it has to be professional besides being concise.

Great First Inmail Messages to Send Candidates through LinkedIn

Candidates that are on LinkedIn receive messages through InMail, the main messaging feature for people who are not first-degree connections. If used well, it can prove to be a powerful networking tool not only for them, but also for recruiters. As for the latter, you have to be more thoughtful in the messages you send. Like email, candidates are inundated with messages in InMail as well. In order to ensure the ones you send are read and replied to, you need to follow certain rules:

Make It Personal

A personalized InMail has 15% more chances of being replied to than a canned template. While you can use the latter, make sure you personalize them according to the recipient you are sending it to. The best way to do that through LinkedIn is by highlighting their connection to your company or to yourself. Here is a simple example that can encourage a positive reply: “Hi (enter name of candidate). I noticed on your profile that you used to work as a fitness instructor at (enter gym name). I was recently trained as one and know how dedicated and passionate you have to be in order to maintain that level of fitness and keep clients on the right track as well. We value that commitment here at (enter name of health supplement/food company) and think you would do well in our marketing department. Your experience is exactly what we are looking for as well as your dedication to maintaining a work/life balance that can work for you and your clients. Please do call me at (enter number) if you are interested.” By mentioning things you have in common with the candidate, you can create an instant personal connection which can increase your chances of getting an equally personalized response. In fact, even if they are not interested in the role, they may reply back, which means your offer will remain at the back of their mind in perpetuity.

Don’t Forget The Call To Action

Even the best recruiters who can write killer InMails can fail to receive replies if they fail to include a clear ‘Call to Action’ at the end of their messages. This simple one-liner urges readers to take immediate action. If the content is sincere, it can even make a disinterested candidate take an interest in your offer. To determine the content, think about what your ideal candidate should do after reading your InMail. Your aim should be perfectly clear and for that to be possible, you need to turn their focus on the steps they should take. Don’t ask for too much though, especially in your first InMails. Some of the CTAs you can use that can make a short and sweet impact include:
  • “Looking forward to your response.”
  • “We would love to hear back from you at your earliest convenience.”
  • ““What do you think?”
  • “Please feel free to ask any questions you may have by replying to this message.”
The bottom line is that your aim should be to get a response and to establish a connection before making more requests (such as for an interview or a phone call).

Great First Email Messages To Send Candidates

Cold emails don’t have to have cold content. You have only one shot at making a good impression on a candidate and making them reply. An impersonal one will be ignored or a screenshot of it will start to circulate online, which can spell disaster for your company. Here are some tips that can help you create emails that can increase your chances of getting replies: Personalize the Content with Details Unlike text messages, emails should be lengthier but concise at the same time. Most candidates receive generic or template-based messages, which usually boil down to: “Hi, I have no idea who you are or what you do but I think you will be a great fit for our company.” To make them take an interest, you have to show that you took the time to research them and their employment background. By doing this, you can personalize emails by commenting on the projects they completed, what you liked about them and how they tie into the job offer. That message will have a higher engagement rate compared to a template email. To ensure this, make sure you give enough details about the position and the company to pique their interest. However, don’t start off with a whole spiel about it either. This will only lead to lengthy content that may be ignored. If you send emails in bulk, make sure you research all of the candidates they will be sent to. Use the information to add personalized fields in each such as the job title or other public information. Start with a few lines about the position to allow them the chance to decide whether reading the entire email is worth their time or not. Mentioning the salary can also increase your chances of getting a response. Here is a simple example that utilizes these tips: “Hi (name), My name is (enter name) and a mutual acquaintance of ours had great things to say about you. I also took a look at your blog and knew I just had to contact you for this position we have in our company. We are looking to hire a frontend developer with a starting salary of (enter salary amount) complete with health benefits. We want to update our website (enter URL). We would love to talk to you further to lead our team and make this a success.” If you wish to learn more, please reply to this message.” This email hit the right notes in terms of personalization, engagement, details and enthusiasm, which the reader will pick up on. Ask for ‘Referrals’ This is the oldest trick in the book. Approaching a potential candidate by asking them to refer a colleague will give them an easy out and may even give you access to better candidates. These should be short and to the point, such as the following: Subject line – Katy, bet you know someone perfect for this role! Email: “I just came across your LinkedIn profile and noticed that you are the Assistant Manager of your software house. Since you have a solid background in the industry, I decided to reach out. If you have any colleagues who would be interested in joining Illinois’s Top 20 Employers of 2019, please do let me know because we are hiring. I am with (enter name of company) and here is the job posting (enter link). If you can suggest a suitable candidate, that would be great. Sincerely, (your name).” This is a smart way to pique the candidate’s interest without being overzealous about it. Plus, even if the recipient isn’t interested, they may forward your email to colleagues who have the skill set you are looking for.

Don’t Forget The Call To Action

To really make the email effective, insert a call to action that can create a sense of urgency such as:
  • “How about a quick 30 minute video conference on (enter date and time)?”
  • “If you can take 15 minutes out of your busy schedule to chat about the offer, that would be great.”
  • “I am really looking forward to meeting with you to discuss this position. You can schedule a 20 minute meeting here (enter Calendar link) as per your availability.”

The Bottom Line…

If you want a favorable candidate response or want to write a response to a candidate after an interview, adopting a personal approach will get you more replies than a template can. Customizing it, according to the platform and audience you are trying to attract, will increase your chances of a positive candidate response tenfold. To get direct access to potential employees, sign up for an account at Wavely and make your hunt easier and faster. In fact, you can do this on the go just by downloading the app from the Google Play or the App Store.
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