With Indian smart-phone users spending on average of 169 minutes per day on their device, coupled with 10 to 15 seconds of readily-available memory, a recruiter cannot gamble on the orthodox method of just making a call.
A training consulting study conducted on recruiters of Mount Talent Consulting, a premier talent consulting firm, brought forward useful recommendations to enhance recruiter’s Return-on-call (ROC), there by coining a new term.
One part of the study enlisted the following ways in which a recruiter can use other-than-call-medium to enhance Return-on-call (ROC):
a) Occupying the mind-space:
“Whatever we plant in our subconscious mind and nourish with repetition and emotionwill one day become reality.” – Earl Nightingale
Making our midway and making space in the candidate’s mind would happen though, as the quote suggests: repetition and emotion.
To add further, Repetition, if repetitive can be less effective
Repetition using different mediums and packaging can make the same message more digestible.
A recruiter can look for making contact with the candidate using the following possible ways other than calling:
And this needs to happen to all possible candidate types, namely:
A one-time effort of drafting a message (sms) and an e-mail for all possible candidate cases can be kept and be timely pushed.
Not to forget, the above quote mentioned ’emotion’ as the other tool of occupying customer’s mind. Hence, adding a pinch-of-salt of using the right reference with a creative mix of ‘present situation’ can do wonders with the same message, increasing the probability of getting more returns.
Such practices will help recruiters to:
A recruiter can go further and connect with ‘key’ candidates via Facebook, LinkedIn and other networking sites too.
b) Occasion mailing
“When dealing with people, remember you are not dealing with creatures of logic, but creatures of emotion.” — Dale Carnegie
Makinwoman mailg a positive space in the candidate’s mind can better happen if we can make a good mix of emotion along with reasoning.Building long-term relationships with the candidates, will require recruiters to take an extra mile.
Mailing candidates on festivals, birthday’s or even sharing something which interests them (e.g. any article based on their work industry or hobby) can help in building long-term fruitful relationships.
c) Refer-a-friend via message and mail:
“A recommendation from a customer is a direct result of how effective you have been at gaining their trust and delivering a product that fits their need” – Steve Kloyda
With research showing that 83% of business coming from word-of-mouth, no selling professional would want to wait to be recommended.
Consequently, as per Dale Carnegie, “91% of customers say they’d give referrals but only 11% of salespeople ask for referrals.”
Going by these statistics, what precipitates is: “We need to ask for referrals”
Recruiters as a result need to tap on this opportunity by using innovative ways in asking referrals other than asking on-call.Recruiters can use innovative ways via text messages and mails to ask for referrals. Obviously, this would require a right mix of content, technology and timing.
At last technology can be a boon for any recruiter if it is rightly utilized. Even mechanically sending mails and text messages may rather have an adverse effect. The following advise from Steve Jobs sums this well.
“You’ve got to start with the customer experience and work back toward the technology, not the other way around.”
So, I you are a HR recruiter with a zeal to make-it-high, make sure you are using all non-call mediums successfully to make your call successful:-)