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Response rates can be a tough part of hiring, but they offer valuable insights into the strength of your pitching, and how well candidates respond to your methods. It can be easy, especially when under pressure, to spend less time on crafting your pitch and more time getting it in front of as many eyes as possible.
Your response rate can be heavily affected by time constraints, but it also relies on well formed and thoughtful pitches to candidates.
What am i actually trying to achieve?
Before you reach out to passive candidates by email or message, and certainly before you pick up the phone, it is essential to ask yourself: what am I actually trying to achieve with this contact? What is the purpose of the pitch?
The goal of the first interaction should never be to ask for a CV or resume from the candidate. It’s highly unlikely that a passive candidate will forward their CV to your after a brief introduction, and expecting this will only lead to disappointment.
So, what is your objective? While thinking about the conversation as an introduction is helpful, it’s important to think about what the next step is. Your objective during and finishing this conversation should be to set up a second interaction with the candidate. Focus your initial approach on booking an appointment to speak further with the candidate, and you’ll be on your way to getting that CV.
Allowing the first conversation to be relaxed, free-flowing and low pressure gives you the opportunity to pick up on various signals. taking note of what they say in a relaxed conversation can help you to form the perfect pitch for them, and avoid missing out on small but crucial details.
How long will this take?
We know that expecting a CV on the first interaction with a client is no good, so how many interactions does it actually take to achieve this goal? The answer is closer to four. Four touch points before a client will give you a ‘yes’, and unequivocally state that they would be happy going for ward for the role.
There is a risk in asking candidates if they are interested too soon. If the candidate feels that you’re coming on too strong, or if you don’t understand fully their career goals and objectives, then they will likely respond to an early offer with a ‘no’, impacting that aforementioned response rate, and sinking time. Once a candidate says no, it’s next to impossible to turn them around to a yes.
Interestingly, 4 is just the average number of interactions needed for a client to say yes to a new job. The average changes when gender is taken into account, with men needing fewer conversations (just two), and women requiring more (as many as eight). Whatever the number is, it’s essential to take away that the number should always be more than one, and will certainly change depending on the culture, and will vary from person to person.
So, what is the purpose of your initial pitch? The right objective is essential. Your onjective should always be to get to the next conversation, and letting your skills take over from there. Want to learn more about pitching to candidates, including tips that you can put into practice today? Check out the link below to learn about how SocialTalent trains hiring teams for success.
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