If you can’t contact a candidate, you can’t hire them. Every hire begins with engagement. Getting in contact and getting a response from candidates is still essential, particularly in today’s increasingly social, interconnected world of staffing. Getting a candidate to accept an offer begins with the basics. That’s why in this post, I’m going to be discussing about types of campaigns, how to time them, and some helpful tips for making your recruiting e-mails more efficient – and effective.
Recruitment Contact Campaigns 101
If you’re not familiar with contact campaigns in the context of staffing, think of them as a planned and organized series of actions intended to achieve the specific goal of engaging existing sourced leads, qualified applicants and referrals.
Over this post – the first in a 3 part series – you’ll get to know a little bit more about contacting campaigns and why they’re an essential tool in every recruiter’s toolbox.
Types of Contact Campaigns
There are several different types of campaigns you can consider for contacting candidate. Some of the most common, and most important, include:
These are not mutually exclusive concepts, and leveraging all these approaches simultaneously is an essential part of any successful contact campaign.
How To Target Contact Campaigns
To contact a candidate, you’ve got to know who it is you’re contacting. Targeting campaigns to your intended audience of candidates requires a different approach – and strategy – depending on their job search status. While we might disagree on these labels or define them differently, the basic segments for contacting campaigns include:
Active Candidates: These candidates are actively looking for new employment, whether or not they’re already employed. These candidates often apply directly to job postings, let recruiters know they’re looking by posting their resumes on job boards or attending career fairs, and career-based networking.
Passive Candidates-Open to opportunities but not actively looking-examples: Job board posting 6-12 months, Linkedin open to job opportunities, etc.
Potential Candidates: There is no such thing as not a candidate – with the right recruiter and the right opportunity, everyone is a potential candidate. But this category of candidate is likely not looking, might be harder to source or contact. Long story short, potential candidates are, as a rule, much more difficult to get them to consider working for you at a salary you can both agree on than their active counterparts.
Contact Campaign Approaches
There are numerous ways you can contact a candidate, but the question remains: which type of contacting campaign works best, and when? While there are numerous ways to initiate contact with a candidate, they boil down to 3 basic approaches. Making them work often means getting creative, but it’s important to start with the basics:
Stay tuned for the next part of the series, where we’ll look at turning these contact campaign approaches into action through execution.