Your response rate in TalentManager is below your expectations, and you want to increase it? Then get started right away with tried-and-tested tips.
Brevity and conciseness
Less is more. Simple, clear language increases the likelihood of a response. The simpler you write, the easier it is for the recipient to understand your message. Therefore, refrain from using rows of commas, endless subordinate clauses and convoluted structures: what delights the literature professor at the university usually only deters your talents. Permanently pare down your emails and focus on the truly relevant message in your message.
Emails between 50 and 125 words have been found to be best.
Follow up questions with an answer
Questions are also a proven way to get more feedback. The reader feels actively addressed, which in most cases leads to a higher feedback rate. Focus on the important questions with high relevance that are most likely to urge the candidate to respond.
With the right subject line, you can make your candidate approach stand out from the crowd.
Get personal and individual
Include facts from the XING profile to show that you've looked into the talent. Start with this in the subject line. For example, create a sense of closeness by making it clear why the talent fits in with your corporate culture. This is best done by stating hobbies or "I offer" and "I am looking for" or interests.
Understand the target group
What makes your ideal talent want to change jobs? Sales employees tick quite differently than developers. Pay attention to the demands of the candidate for your future job. List the benefits that are most important to the target group, and be transparent about salary.
Do not ask for too much
Do not ask for documents right away. You are not dealing with applicants! Your candidates may not have any current documents or may not want to decide directly whether you want to enter into a recruiting process. Make it as easy as possible for your candidates to exchange information with you. Invite them to a non-binding and confidential discussion during the candidate approach.