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Recruiters: Stop Emailing and Pick up the Phone…

Why are you emailing the Client or Jobseeker every little question?   I was talking with another recruiter about an open req. and their response was…I emailed them.  My thought was….Why?

I find that too many Recruiters are hiding behind the computer.    Do not be afraid to hear No or an answer you do not want to hear.   Picking up the phone builds the relationship between you and the Client and you and the Job Seeker.  Email can be a useful tool and complimentary tool but I believe your main source of communication should be the phone. 

My challenge to you:  Use the phone for everything for a month, change your habits and see how many more relationships and placements you can make.   Stop hiding and let your voice be heard.

Views: 13340

Tags: Build relationships, How to Recruit, Recruiter Files, RecruiterFiles, Stop Emailing, Use the Phone, agency, business development, partnership, sales

Comment by Kelly Blokdijk on January 12, 2013 at 7:16pm

I think it depends on the context of the communication. For clients, I would say verbal (phone) would be most appropriate - especially if you are working to develop a new relationship or maintain contact and status updates on an existing account. 

For candidates, I think many find cold calls (phone) intrusive and inconvenient - especially if they are at work when the call comes through. Unfortunately, people still do answer the phone when they "shouldn't." 

The ideas Jason outlined make the most sense to me. Initiating contact via email allows the prospect to make their own decision about welcoming the conversation and/or scheduling follow-up at a mutually convenient time.

Once their is a reason to converse further, I think either form of communication is fine. For example, if you are merely confirming interview appointments or next steps, I don't think a phone call is required. However, if you are seeking post interview feedback with either client or candidate, verbal would be more useful than written communication. 

Comment by Jason Webster on January 13, 2013 at 11:20am

Here's a quick example of an email campaign we ran to kick off the recruiting process. It went to over 1,500 candidates and had a 49% open rate:

http://createsend.com/t/r-5197F615D1857DF5

Also, I wrote a blog piece on how you can use the campaign to recruit more efficiently versus "smiling and dialing":

http://ongig.com/blog/social-recruiting/social-recruiting-2013-thin...

I hope folks find this helpful. I'm seeing it change the way recruiters prioritize their time, and it gives candidates a better experience.

Comment by Lance Harvie on January 13, 2013 at 12:02pm

Hi Jason thanks for sharing the example sendout - I've looked at http://ongig.com/ and it's mostly for direct hiring by companies - don't see many recruiters - and what's the value add if companies can pitch candidates directly using video testimonials. I'm not surprised there was a 49% open rate. 

This type of mailout is definitely not spammy when the CEO is in the video pitching his company. 

Comment by Ambrish Kochikar on January 14, 2013 at 8:36am

I almost landed my current job because I was able to convince the hiring manager (over a phone call) that I belong to the school of recruiting that lived by the call. The title for your next post could be "Recruiters: Sound like pro every time you pick up that phone." Cheers and thanks for the post!

Comment by Bruce Rowles on January 14, 2013 at 8:48am

Thanks everyone - good responses and replies.  

Comment by Paul S. Gumbinner on January 14, 2013 at 8:56am

There are times to email and times to call.  I insist on speaking to clients on the phone, even when they send me email confirmation to make an offer.  I need to hear the nuance in their voice so I can determine if there is room to negotiate.  Ditto candidates when I am making an offer.  I can tell by their tone whether they will accept and whether their bravado about the offer being too low is just that - bravado - or real.  Unfortunately, emails have no emotion.

I never tell a candidate about a job in an email.  I use emails to get them to call me. I cannot "sell" a job in an impersonal email.  I may use an email, along with a call, to get a candidate to call me.  They always return the call or email if they are really interested in a new job.

As for clients, most prefer to converse via email which is fine unless the conversation requires subtleties.  Again, that is fine up to a point.

Comment by Kate Parkyn on January 15, 2013 at 9:38am

I completely agree with you and a well raised point. However, is anyone discovering that candidates are following this “trend” and are stuck behind a computer as well? (Could be a UK trend?)

I cannot call my candidates enough yet I’m seeing a growing number that I call and leave a message for then email me 2 minutes later wanting me to continue the conversation over email.  I understand you are trying to juggle with people’s daily commitments in their current role and their time is precious however, even when offering to be flexible and speak to people in the evening or at weekends they would much prefer to email.  (Hopefully it’s not me that they don’t want to speak too :) )

 

Just a thought

Comment by Karen Pearce on January 16, 2013 at 8:42am

It does make a difference. Thanks for the article.

 

Comment by Judy on January 16, 2013 at 9:26am

Right on!  Our industry is built on relationships, what kind of a relationship can you have with an email!  Ironic, as I send an email out to comment on this blog entry, tooooo funny!

Comment by Dominic (Whitehall Resources) on January 17, 2013 at 6:03am

Phone conversations are so much more efficient. Far less time consuming and are actually to the point. There is no reason why there will be unanswered questions at the end of a phone call like there can be with an email. You've really hit the nail on the head Bruce.

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