The Impact of Your Verbal and Written Communication

communication-conceptEffective communication is an essential skill in all professions.  It’s essential in the Recruiting and Talent Acquisition Professions, especially in this candidate driven market.  How you say something is almost as important as what you say.  Your written communications are either responded to or ignored, based on what you write.  Often people won’t remember what you wrote or said, but they will always remember and react to how you made them feel.   

Don’t convince yourself that candidates will only correspond via text or email.  That could be the way you are most comfortable communicating.  They will talk to you on the phone if they understand the benefit to them.  When they refuse to talk to you, it’s because there is no rapport or trust.  Most individuals have had experience working with another recruiter.  That experience could have been positive or negative, which could impact their willingness to talk to you.

Communication begins with your first contact and should continue throughout their career.  If you want to differentiate, communicate on a regular basis after you hire someone to ensure they are happy.  This is where most recruiters drop the ball, which is why you will stand out if you do have a strong follow up and nurturing process in place.

BEST PRACTICES FOR ELECTRONIC COMMUNICATION DEVICES

Technology has changed the way we communicate, can improve efficiency, but can also be a distraction, and cause new issues by the sheer volume of email received.

EMAIL THAT ARE OPENED

According to LinkedIn over 82% of all email are not opened!  The sender’s name and subject line of your email are the most important factors in having your email opened.

When it comes to subject lines, have you heard the phrase, “You should spend as much time writing your headline as you spend on writing the content”? Well, the exact same phrase applies to your subject line.  A well-crafted subject line should be between 6 to 10 words and capture the attention of your prospect.

If you want to know which subject lines have the highest open rate, Google the question and you will see which subject lines you may want to utilize. 

WHEN TO ANSWER INCOMING EMAIL

There is no reason to view your email the minute they are received.  Technology can help or hurt your ability to work more efficiently.  Often incoming email represent the priorities of other people and not necessarily yours.

My suggestion is that you answer your email three times every day.

  • Early in the morning
  • Mid-day
  • Late afternoon

To achieve this objective, explain to your candidates how it benefits them for you to answer email three times daily.  Explain that during the day you are matching their skills to your current open opportunities, so you can schedule interviews for them.

Your candidates now understand why you only respond to them during these hours.  This also prevents their follow up calls asking why you didn’t respond to their email.   This could put as much as 60 to 90 minutes back in your day.

VOICEMAIL THAT ARE RETURNED

It’s not easy to differentiate on a voicemail, so how can you get prospects to call you back?  Most recruiters report an average of less than 5% of voicemail messages that are returned.   There is no perfect voicemail, but the following script has a much higher percentage of returned calls from prospective candidates.

“My name is (name) and my number is (phone number), someone suggested we talk.  When you call me back, please tell whoever answers the phone to interrupt me no matter what I’m doing so I don’t miss your call.  I look forward to our conversation.  Again, my number is (phone number).  Have a great day, Thanks!”

When you receive an incoming call and the caller states you told them to interrupt you, you now know that the caller is a recruiting hit.  There are reasons why this voicemail is returned:

  1. You made the person feel important by telling them to interrupt you.
  2. You sounded very interested in talking to them.
  3. Curiosity – they are wondering who told you to call them.

How would you respond to a candidate who asks, “Who suggested we talk?”

Your responses could include:

  • “I always ask everyone I interview who was the best (job title) at your last place of employment, and that’s how I got your name.”
  • If a specific person referred this candidate – share the name.
  • “When I’m networking, I ask everyone for the names of people they feel are above average in their field, and that’s how I received your name.” 

When the call is returned, refrain from having a WWD (What We Do) conversation.  Ask questions to determine their challenges, greatest needs, and what is most important to them in their next career move.  You only have a few seconds to make a great first impression.  Share your track record of success, helping other candidates just like them advance their career with your company.

If you leave voicemail messages that pique curiosity and makes another person feel important, you are much more likely to receive a returned call.  

InMail Templates

These templates are effective for not only InMail, but other written communication as well. This is sharing your brand and showing the recipient how you can benefit them. It is not a WWD presentation, but rather a WIIFM (What’s In It For Me).
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In the past (timeframe) I have helped (# of candidates) individuals with similar experience to yours, advance in their career. Please let me know when it would be most convenient for us to discuss your career advancement.

I have helped (# of candidates) with experience similar to yours achieve their short, as well as long-term career goals. When would it be most convenient for us to discuss what you would like to achieve in your career?

When you improve your verbal and written communication skills you will form strong relationships that will elevate your level of success throughout your career.

You would benefit greatly by talking to one of our experts who can provide you with valuable insight into communicating and much more. Use the QR code to set up a 15-minute conversation.



Barbara Bruno

Barbara Bruno

Barbara Bruno, author of HIGH-TECH HIGH-TOUCH RECRUITING: How To Attract And Retain The Best Talent By Improving The Candidate Experience, is an internationally recognized recruiting expert who has a proven track record of helping recruiters and talent acquisition professionals become more successful and less stressed. She has created several popular LinkedIn Learning courses and is president of Good As Gold Training, HR Search, Inc., and Happy Candidates.

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