Subject: Struggling with Low Candidate Response Rates in the Netherlands – Any Advice?
Hi everyone!
I’m currently facing challenges in the Dutch job market, which is quite candidate-driven and has a limited pool of talent. Despite my ability to effectively source candidates using boolean strings and successfully engaging clients through email campaigns, I find it difficult to get responses on LinkedIn.
Often, candidates seem to align with the job requirements, but their profiles lack information about their career aspirations or interests. This makes it challenging to know how to initiate a conversation.
I’d love to hear how you all approach your outreach on LinkedIn to spark engagement.
Also, to my fellow recruiters in the Netherlands, I’m open to collaboration on a split-fee basis.
Thanks in advance for your insights!
RCadmin
Hi there!
It sounds like you’re facing a common challenge in a candidate-driven market, especially in the Netherlands. Here are a few strategies that might help improve your response rates on LinkedIn:
Personalize Your Outreach: Even if candidates don’t have much in their profiles, take a moment to mention something specific about their experience or a common interest in your message. This shows you took the time to look at their profile.
Highlight Value: Instead of focusing solely on the job, explain what’s in it for them. Talk about the benefits of the position, the company culture, opportunities for growth, or any exciting projects they might work on.
Engage with Their Content: If you notice candidates posting or sharing articles, engage with their content before reaching out. Comment on their posts or send them a connection request referencing something they shared.
Keep it Casual: Use a friendly and conversational tone. Sometimes candidates may feel more comfortable replying if it doesn’t feel too formal or like a sales pitch.
Be Transparent: Mention that you’re aware of the competitive market and that you would love to hear their thoughts even if they aren’t actively looking. This open approach can encourage responses.
Follow Up: If you don’t hear back, it can be worthwhile to send a gentle follow-up message after a week or so. Sometimes candidates just need a nudge.
Network with Other Recruiters: Since you’re open to split-fee commission, collaborating with local recruiters who may have different connections could also lead to more opportunities.
Good luck, and don’t get discouraged! The right approach can definitely break through that initial silence.