For this first interview, we had the pleasure of talking with Louis DeslusHead of Growth at Neostaff, on a subject that affects us all: candidate ghosting.
As this interview follows our LinkedIn live on the subject, we highly recommend you watch it to understand everything👇
Whatdid you learn in webinars?
I have already found our speeches to be very complementary!
Ghosting is a subject of the past, present and future. To avoid being ghosted tomorrow, we must wake up and act today!
What message cadence to approach your candidates?
First of all, on LinkedIn, I don't recommend an invitation note (180 characters, remember!), except in exceptional cases, so very personalized.
Any examples?
Adding an invitation note "So-and-so recommended your profile to me", by hand, therefore on a very small target, allows to drastically increase its response rate.
Another method, as mentioned during the live event, that lends itself well to the 180-character note: export the attendees of a webinar, and then write a message like "I saw that you attended this event, what did you think?"
Once the invitation is accepted, the purpose of the first message is to break the ice. To generate a response, therefore contact.
The first reminder follows the same logic: generate a response. Not recruit. I recommend something short, that does not resemble a commercial message or, worse, an automated one.
On the other hand, on the 3rd message, we will announce the color. Say that you are a recruiter and give more context on the reason for your approach. All of this should be accompanied by your contact information and a link to your agenda. An optimized LinkedIn profile allows you to gain clarity. Go here to discover our resources, at Neostaff, to sharpen your LinkedIn profile as a recruiter.
Each reminder must be made on D+7 between two messages.
To have several tens of thousands of messages sent in the legs: there are no days or hours to be privileged. It all depends on the target. It is not sure that a truck driver at night will answer you at 8am!
During the webinar, we talked about the notion of "Talent Agent". What is your definition?
The whole purpose of a "talent agent" is to create a community of candidates that you really know well. In terms of expectations, motivations and career paths.
We created this pool through non-commercial approaches. Offering before asking, in short.
In return, these candidates will help us - by training us in their jobs to become more credible in front of other talents. The grail: to be approached, because we have become a reference, by a company when it wants to recruit a specialized profile. The balance of power is completely changed.
Tanguy Bary, for developers, Jérémy Goillot for Growth, Marion Darnet for Product Managers are great examples of specialized talent agents.
In the end, when a talent agent recommends a candidate, it is done on a basis of trust and deep knowledge. A foundation built not on a 15-minute exchange, but on potentially several years of prior relationship.
Why (re)watch the replay of this webinar?
To feed off all the really actionable tips we gave live - apply them today to have an impact tomorrow. We break our heads sending messages to candidates, building recruitment processes. It takes a lot of time. If we're going to put so much effort and money into it, it would be a shame to keep running headlong into the wall of ghosting!
Many thanks, Louis 😀
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