Staffing 101: Wann sollten Sie Kandidaten kontaktieren?
Welcome to Staffing 101. In this series we answer some frequently asked questions about the world of recruitment and technologies.
Do you know the following scenario? You write an immaculate message to a potential candidate. It is personal, tempting and well researched. And then the prospective candidate doesn’t even open your message.
This is a frustrating experience, and while you certainly cannot avoid it completely, there are still some measures you can take to reduce the frequency – especially if you strategically choose when to contact. Below, we look at some of the key factors that will help determine whether a candidate will be receptive to your attempts to make contact.
Would you like to know which days and hours are best to contact candidates? Visit our blog , which contains a data-based guide with the best times to contact candidates by phone, email, and LinkedIn.
The medium is crucial
When should you ideally contact candidates? It depends on your communication method. Are you trying to get in touch by phone, email, LinkedIn, or any other channel? It makes a huge difference.
Two important studies on email opening rates, for example, found significantly higher response rates from candidates over the weekend, which is mainly due to significantly lower competition and a lower email volume. So the weekend is a sure thing, right? Not when you contact your candidates on LinkedIn. Mail sent on Saturdays is 16% less likely to respond than other days of the week.
The morning is a sure thing
While the day of the week differs significantly from medium to medium, morning seems to be a good time regardless of the medium. Recruiters who send emails early in the morning (as well as in the evening) get the best response rates. From 9:00 a.m. to 10:00 a.m. the magic hour for LinkedIn. The best time to call is from 10:00 a.m. to 11:00 a.m. (Calls after 4:00 pm are pointless.)
The content of your message is the deciding factor
When you send your email is important, but your content is all the more important. Are you using an interesting subject line? Are your emails personalized? Did you choose the right tone?
Don’t just focus on the details of the vacancy, use your original message to build a relationship. Focus on what you have in common. Candidates are more likely to respond to InMails from recruiters who share a LinkedIn group or connection.
Want more tips on the best moments to contact candidates? Read in the toolkit for candidate binding (in English) the best times for contacting candidates and 8 other great resources for that support you in finding and retaining candidates.