How to Be Creative When Messaging Your Candidates

How to Be Creative When Messaging Your Candidates

A little caring goes a long way with candidates when it comes to communication

This event is part of the “Let’s Talk Recruiting” series where a panel of recruiting practitioners get together online and have a conversation on a variety of topics related to corporate recruiting.

In today’s conversation…

A key complaint we hear from candidates is that they don’t get feedback from companies they apply to. Let’s discuss how recruiting teams are managing this key piece of recruiting.

Whether you are using ATS templates or recruiters to manage their messaging, the resume black hole seems to be a key issue for our industry.

Listen in on how our panel members are addressing the issue.

Our Panelists…

Name & LinkedIn Profile Group Title Company
Kathlene Whinnery Recruiting Portland Sr. Recruiter Viewpoint
Lisa Wrezel Recruiting Chicago Talent Acquisition Lead Centric Consulting
Melisa Medrano Recruiting SFBA Manager, Talent Acquisition NGM Biopharmaceuticals
Veronica Dining Recruiting LA Talent Acquisition Program Manager Ticketmaster

Some of the attendees…

Name & LinkedIn Profile Group Title Company
Stephanie Reese Recruiting Atlanta Senior Sales Recruiter Apptio
Pam Rush Recruiting Atlanta Talent Acquisition Consultant Assurant
Lauren Melson Recruiting Atlanta Campus Manager, Doctor Recruiting Heartland Dental
Deanna Miller Recruiting Atlanta Senior Talent Acquisition Consultant USI Insurance Services
Jessica Marotta Recruiting Boston Principal, Talent Acquisition Forrester
Patrick Ward Recruiting Boston Talent Acquisition Partner Halloran Consulting Group
Gina Kelleher Recruiting Boston Vice President, Talent Acquisition/Executive and Diversity Sourcing Citizens Bank
Tim Walsh Recruiting Boston Senior Talent Acquisition Consultant PAN Communications
Suzan McCarty Recruiting Boston Talent Acquisition | Recruiter Amedisys
Laurie Meninno Recruiting Boston Senior Talent Acquisition Specialist (Planet Pharma Contractor) Lundbeck
Kelly McCarthy Recruiting Chicago Senior Corporate Recruiter on the Talent Acquisition team Hu-Friedy Mfg. Co., LLC
Claudia Castaneda Recruiting Chicago Sr Talent Advisor U.S. Cellular
Shawn Watzka Recruiting Chicago Senior Recruiter Inpatient Psych Solutions
Sarah Schaefer Recruiting Chicago Senior Recruiter Fresenius Kabi USA
Barbara Fasth Recruiting Chicago Recruiting Manager Menasha Packaging
Donnie Lewis Recruiting Chicago Executive Recruiter Abbott
Stephanie Kramer Recruiting Chicago Corporate Recruiter Covenant Living Communities and Services
Diane Karija Recruiting Chicago Senior Manager Talent Acquisition | Recruiter Fresenius Kabi USA
Thea Cassia Recruiting Chicago Program Lead, Talent Acquisition - International & Strategic Initiatives CDW
Steven Rosenblum Recruiting Chicago Talent Acquisition and HR Operations Leader Level 5 Partners
Tricia Jones Recruiting Chicago Director Talent Acquisition Carle Health System
Shandee Ewert Recruiting Chicago New Grad New Grad
Julie Mazzoni Recruiting Chicago Regional Recruiting Manager Lexington Health Network
Kelly Esquivel Recruiting Chicago Sr. Recruiter Avtex Solutions, LLC
Elaine Vinson Recruiting Chicago Talent Acquisition Caravel Autism Health
Tony Pottle Recruiting Dallas Talent Acquisition Interos
Antonia Ndi Recruiting Dallas Talent Acquisition Partner Academic Partnerships
Tim Strandberg Recruiting Denver Senior Talent Acquisition Specialist Datavail
Juanita Romero Recruiting Denver Recruiter Ibotta
Kris Saprano Recruiting Denver ED and ICU Recruiter SCL Health
Shelbi Davis Recruiting Denver Sr. Talent Advisor - Digital Services & Technology Charles Schwab
Michael Woodworth Recruiting Denver Sr. Field Sales Recruiter VMware
Courtney Hanchey Recruiting Denver Recruiter City and County of Denver
Ariane Huens Recruiting Denver Manager, Talent Acquisition HomeAdvisor
Denise Estep Recruiting Denver Senior Talent Sourcing Recruiter G&A Automation Anywhere
Chelsea Boerstler Recruiting Houston Business Services Recruiting Manager Norton Rose Fulbright
Crystal Crawford Recruiting Houston Talent Acquisition Partner HighRadius
Vira Garcia Recruiting Houston Director of Recruiting vcfo
Mike Crosby Recruiting LA Talent Acquisition Partner Age of Learning /
Lance Hunsicker Recruiting LA Executive Recruiter Parsons Corporation
Tony Abbate Recruiting LA Lead Corporate Recruiter Guitar Center
Cynthia Ramirez Recruiting LA Recruiter PSAV
Charles Carbajo Recruiting LA Talent Acquisition Looking for Work
Zachary Eggers Recruiting LA Talent Acquisition Partner AEG
Cara Schaeffer Recruiting LA Recruiter Tiktok
Michelle McKnight Recruiting LA Senior Recruiter Herbalife
Bez Rengifo Recruiting LA Sr. Manager / Director, People Services (HR Business Partner department) Loma Linda University Health Care
Diana Luc Recruiting LA Technical Diversity Sourcer NASA Jet Propulsion Laboratory
McKenzie Sutton Recruiting LA Talent Acquisition Consultant Mammoth Distribution
Giselle Salazar Recruiting LA TA Specialist Optima Tax Relief
Sean Rehder Recruiting LA Community Manager CRM Connections
Dan Schroeder Recruiting Minneapolis Senior Talent Acquisition Partner Stratasys
Deb Smith Recruiting Minneapolis Talent Acquisition Senior Corporate Recruiter Best Buy
Erica Cuthbertson Recruiting Minneapolis Corporate Recruiter Agiliti
Dave Elliston Recruiting Minneapolis Senior Technology Recruiter SPS Commerce
Denise Ward Recruiting Minneapolis Technical Recruiter Wunderlich-Malec Engineering
Lynette H. Recruiting Minneapolis Military Talent Liaison - Talent Acquisition Sourcing Consultant Wells Fargo
Dana Bozich Recruiting Minneapolis Talent Acquisition Specialist Sedgwick
Becky Gramenz Recruiting Minneapolis Sr. Talent Acquisition Specialist Looking for Work
Ann Lillquist Recruiting Minneapolis Senior Talent Acquisition Recruiter Smiths Medical
Simone Epstein Recruiting NYC HR Manager PX
Amanda Mendez Recruiting NYC Senior Technical Recruiter Tapad
Alexa Montane Recruiting NYC Talent Acquisition Partner Realogy Holdings Corp.
Ahna Thorstenson Recruiting NYC Recruiter Uber
Brandy Burrows Recruiting Phoenix Recruitment Operations Manager Medix Team
Sa'Von Sanders Recruiting Phoenix Regional Sales Recruiting Partner Paycom
Lola Francis-Randolph Recruiting Phoenix Lead Recruiter Arizona Department of Environmental Quality ADEQ
Jessie Kokaisel Recruiting Phoenix Talent Acquisition Lead Heartland Financial
Elaine Dewitt Recruiting Phoenix Contract Recruiter HonorHealth
Bridgitte Ngo Recruiting Portland Senior Recruiter CareOregon
Marita Arevalo Recruiting Seattle Recruiter Aegis Living
Diana Pontos Recruiting Seattle Technical Recruiter Amazon
Matthew Lipinski Recruiting Seattle Talent Acquisition Manager Slalom Consulting
Gilbert Lopez Recruiting Seattle Recruiter Tetra Tech
Rasheeda Grant Recruiting Seattle Recruiter Amazon
Anca Cristea Recruiting Seattle Senior Talent Acquisition Specialist West Monroe Partners
Jenny Bastrom Recruiting Seattle Senior Recruiter / Sourcing Specialist Washington State Department of Social and Health Services
Amy Shook Recruiting Seattle Senior Recruiter RealSelf
Annette Gregersen Recruiting Seattle Sr. Corporate Recruiter T-Mobile
Marvin Smith Recruiting Seattle Strategic Talent Sourcing | Talent Community Strategist Lockheed Martin
Lucinda Lara Recruiting The Triangle Recruiting Analyst Globant
Nicole McDaniel Recruiting.Work Talent Acquisition Partner 2 Huntington Ingalls Industries
Stephanie St. Peter TA Leaders Director Of Recruiting Zenetex
Mahen Kathirithamby TA Leaders Director Of Recruiting Looking for Work
Dawn Losinger TA Leaders Head of Talent Acquisition Precision BioSciences
Vinay Velivela TA Leaders Vice President - Head of Global Operations/ Talent Acquisition/ Recruitment/ Staffing Services Libsys
Diane Mariuzza TA Leaders VP, Senior Recruiter SitusAMC
Stu Weiser TA Leaders Director, Talent Acquisition 1010data
Mark Beauchamp TA Leaders Director, Global Talent Acquisition Skillsoft
Mark Tindle TA Leaders Director, Talent Acquisition Root
Victor Apkarian TA Leaders Director Talent Acquisition RGP - Resources Global Professionals
Kathy King TA Leaders Director of Talent Acquisition Confluent Health
Manisha Bavabhai TA Leaders Head of Recruiting Hudson MX
Monica Parker TA Leaders Director of Talent Acquisition and Development Helget Gas Products
Candice Taylor TA Leaders Director Of Recruiting ChowNow
Khursheed Irani TA Leaders Head of Talent Acquisition cPrime
Kerri Arman TA Leaders VP Global Head of Talent American Express Global Business Travel
JoDee Klinker TA Leaders Director of Talent Acquisition Carson Group
Kevin Francis TA Leaders Director of Talent Acquisition Lark Technologies
Tony Sawyers TA Leaders Sr. Director, Talent Acquisition Parsons Corporation
Rachel Biggs TA Leaders Director of Talent Acquisition KúCoe Isom, LLP
Glenn Murani TA Leaders Director of Talent Acquisition Optima Global Solutions
Nancee Martin TA Leaders Managing Director Corporate Recruiting AvAirPros
David Baker TA Leaders Sr. Director of Growth & Development/Brokerage Services One Homecare Solutions
Susan Landon TA Leaders Director of Talent Acquisition HELP USA
Allison Nicholas TA Leaders Director Of Recruiting Metova
Adrina Wolf TA Leaders Director of Talent Acquisition Maloney Novotny LLC
Micah Sulewski TA Leaders Director of Recruiting Meridian Technologies
Cara Kuhn TA Leaders Director of Talent Acquisition Wesley Enhanced Living
Jay Barrow TA Leaders Head of Talent Acquisition Southern States Cooperative

We asked our attendees, “What’s your strategy or goal when it comes to communicating to candidates?”

Here are their answers:

  • Adding to pipeline or reaching out with job opportunity
  • All candidates are notified of next steps timely - utilize calls, text, emails to keep candidates engaged
  • attraction
  • Be clear, concise, understanding and provide valuable, positive feedback
  • Be consistent
  • Be genuine and authentic.
  • Be in constant contact!
  • be personable and stand out
  • Be precise, transparent (company and position) and ensure all candidate questions are answered.
  • Be sensitive but authentic!
  • Be sure my initial outreach shows them they're not just a number.
  • Being authentic and making it personal. I am a representation of the company, and delivering exceptional service is top of mind.
  • Being authentic and respectful of their candidacy regardless if they meet requirements. aka as good candidate experience
  • being relevant & valuable in messaging
  • Build and foster relationships
  • Check out their WHOLE profile and prove you did in the message 🙂
  • Clear, concise and candid
  • communicate efficiently and effectivly
  • Communicate the brand and engage to next steps asap
  • Company branding
  • Complimentary and Bringing out the WHY
  • concise messaging
  • Creating a personalized experience
  • creativity and response rate
  • Develop positive brand awareness
  • Direct, to the point
  • Don't sound like a robot
  • Early communication is vital. Disposition is vital.
  • email
  • Err to the side of "over-communication." No form emails. Be as direct as possible.
  • Establish contact. Build trust. Open and honest messaging.
  • Even if I'm using a template, put in information unique to a candidate so it doesn't come across as canned.
  • every week they get a check in
  • For quality candidates - you want to ask to keep them in your network for future opportunities
  • Forming a relationship, even if the role you're reaching out to the candidate for is not the right fit now, it could be later.
  • Frequent updates and transparency
  • full transparency of education around position and process.
  • Gain additional knowledge for my play book
  • Generate interest that elicits a positive response.
  • Get them to reply to me. If interested or not, at least an acknowledgement.
  • Getting a higher acceptance rate
  • Getting candidates excited about role/company; I mention already sharing their profiles w/hiring managers & any shared contacts
  • Getting more comfortable & creative.
  • giving all the info in concise manner
  • Goal is to try not to look like every other LinkedIn message that candidates get!
  • Hire Sales/ Care reps
  • If they are not qualified, disposition via ATS. If interviewed by phone or email
  • Improving response rate
  • Include personal info even if brief
  • Individualized communication
  • Inform the candidate of the recruiting process
  • Keep it personal
  • keep them informed - Friday Follow-up (goal, not always reality)
  • LinkedIn Messaging
  • Make it more personal to each candidate, comment on an interest regarding their past work or on something on their profile.
  • Make your message relevant and interesting with a call to action.
  • Making them feel important and informed.
  • Mentioning or engaging in something that is unique and important to them personally
  • My personal goal (outreach to passive seekers) is to obtain a 50% or more response rate
  • Open and honest
  • Our goals is to provide a good candidate experience.
  • Overcommunicate
  • Personable and keep it short
  • Personalization and purpose
  • Personalization and timeliness
  • personalization! personalization! personalization!
  • Personalize
  • Personalize
  • Personalize messages
  • personalized communication and transparancy
  • Presenting a clear message, who I am, and info about an opportunity that matches their background and expertise.
  • Respect, Care, Transparency - Even if not hired, candidates become marketing advocates in the field
  • respond to all candidates within 24 hours.
  • Response
  • Response Rate
  • Response rate and engagement
  • Responsiveness, engagement and intrigue
  • Show a little personality - make a Subject Line that stands out!
  • Stay engaged to retain them in the process
  • Staying honest.
  • Strong response rate and personalization
  • To get them to be motivated to reply back or keep following up.
  • To have options
  • To introduce them to their next big opportunity
  • To make it an enjoyable experience.
  • To not sound like everyone else.
  • to present facts, objectives and best COA
  • to provide the best candidate experience regardless of the outcome
  • transparency
  • Transparency
  • Transparency
  • Transparent communication is the key. Avoid mass mailing and tailor message as per the individual.
  • Treat each candidate as a potential customer
  • Treat every candidate as if they are the top prospect. If they are not currently they may be in a future search build pipeine.
  • Try to find a commonality if possible when reaching out
  • Trying to keep it warm and personal in tone
  • Utilizing a Friday Philosophy. Making sure candidates know where they stand coming into the weekend.
  • Utilizing a Friday Philosophy. Making sure candidates know where they stand coming into the weekend.

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