40 second read - 2 min video here
Your messaging is all candidates have to go by. Whether it’s when they first engage or when they finally accept (or reject), it’s based on what you said.
There’s a couple aspects to this:
1. Consistencies across the organization. How you’re communicating things that apply to everyone.
The company vision. Who’s in charge of what. How decisions are made. How reviews and promotions work.
And if you can nail that down - not just as a recruiter but as an interview team - you’re doing pretty good.
You’d be surprised how many orgs can't get this far. (Or maybe not?)
2. Differences within the organization. This is how you kick it up a notch.
Every group in your org is different. An employee on your tech team will have a different experience than someone in sales. Or marketing. Or operations.
It’s a lot to keep your pulse on. It’s also why I’ve argued that recruiting should align with the business units more so than with HR.
But if you can speak to people on their own terms, you’re not only more relevant but more credible. Your response rates will go up. So will acceptances.
Granularity is what takes you from good to great.
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