(More detailed video here - 4:43 watch)
Everyone’s got an opinion on recruitment messaging. But the only thing that matters is the result.
I asked a dozen of my colleagues - top producers who consistently get it done - what their messaging looks like. I wanted to see for myself.
What did I find?
Lots of different things worked.
Everyone (except one) included job title, company title, and a company description.
Some included detailed job specs.
A few included profiles on the hiring managers.
Two included links to corp sites that had more detail (not always available).
All had high response rates.
Some sectors have higher response rates than others.
HR has the highest. Tech and F&A were on the lower end.
The one person who didn’t include any detail at all? Had the highest response rate.
Why? Their focus is HR. While our HR friends love blocking recruiters from talking to hiring managers...they also love looking at things for themselves.
Ultimately…there’s no definitive right answer. Yes, the more detail you can give, the better. But it really depends on what you’re recruiting for and how tightly you can target.
People who are more likely to get back are, well, more likely to get back...
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