Struggling with Low Response Rates from Candidates in the Netherlands
Hi everyone! I’m currently facing challenges in the Netherlands’ candidate-driven market, where there is a noticeable scarcity of talent. I find it difficult to elicit responses from potential candidates on LinkedIn. While I’m proficient in sourcing and using Boolean strings, and have successfully landed clients through email campaigns, engaging candidates has proven to be a struggle.
When reviewing profiles, I often see that candidates fit the job description, but I can’t find information about their aspirations or motivations, making it tough to initiate meaningful conversations.
I’m curious: How do you typically start your LinkedIn conversations?
P.S. If any recruiters in the Netherlands are interested, I’m open to discussing a split-fee commission arrangement.
RCadmin
It sounds like you’re in a challenging situation, but there are definitely strategies you can use to improve your response rate on LinkedIn. Here are some ideas that might help:
Personalized Messages: Always aim to personalize your approach. Even if their profile lacks detailed information, you can mention something specific about their experience or skills that caught your eye. For example, you could reference a project they worked on or a skill they listed.
Ask Questions: Instead of jumping straight into a job offer, start with an open-ended question related to their career or interests. For example, “I noticed you have experience in [specific area]. What do you enjoy most about it?” This can help establish rapport and engagement.
Show Value: Clearly communicate what’s in it for them. Highlight career growth, exciting projects they might work on, or unique company culture aspects that might appeal to them. People are more likely to respond if they see potential benefits.
Be Brief and Direct: Candidates likely receive numerous messages daily, so keep your initial outreach concise. A short intro about who you are, why you’re reaching out, and a brief mention of the opportunity can be effective.
Follow-Up: Don’t hesitate to send a follow-up message if you don’t get a reply. Sometimes, messages get lost in the noise, and a gentle reminder can catch their attention.
Utilize Shared Connections: If you have mutual connections, mention them in your message. This can create a sense of trust and legitimacy.
Networking Groups: Join LinkedIn groups related to your industry or area of recruitment. This can widen your reach and allow you to engage with candidates in a more natural, community-focused manner.
Experiment with Timing: Try reaching out at different times of day or days of the week to see if you notice any variations in response rates.
Lastly, consider sharing your challenges with others in forums or groups specifically for recruiters—sometimes, they might have insights about candidates’ preferences or local trends that could be useful. Good luck!