You might feel like your cold outreach efforts are hitting a wall. But no, there’s more to it.
We’re talking about mixing your insights with a popular hiring influencer’s opinions, Gina Morrison.
She has dropped her recruitment tips on cold outreach in one of our episodes of “The Recruitment Scoop.”
Get in as her advice is practical, actionable, and, most importantly, relatable.
Also, if you don’t want this situation ⬇️ to happen to you, then you know what to do.
Keep reading!
3 recruitment tips on cold outreach from Gina Morrison
1. Become a pro at cold emailing
When you’re reaching out on LinkedIn, make it personal. (Because people love hearing about themselves)
Start with something like, “Hey, I saw your experience with [specific skill/project], and I think you’d be awesome for this role because [reason].”
Make the conversation about them to grab their attention!
Once you’ve hooked them with a personalized message, it’s time to pitch your open role.
Highlight what makes your organization a great place to work. Consider culture, growth opportunities, and any unique perks. Make sure it’s relevant to the prospective candidate’s career goals.
Click on this link to get conversion-based recruiting email templates!
2. Always prioritize cold emails over calls
Let’s face it, cold calling is so yesterday. People rarely pick up unknown numbers anymore.
Emails and LinkedIn messages are the way to go. They’re more likely to be seen and responded to, giving you a better chance to connect.
For certain roles, like field technicians, text messaging can also help.
These candidates often prefer texting over other forms of communication.
It’s quick, convenient, and gets straight to the point.
While you shouldn’t handle the entire communication process via text, it’s a fantastic way to make initial contact.
Get your hands on 5 ready-to-use text recruiting templates
3. Highlight opportunities and benefits
Be clear about why this opportunity is awesome for them.
Instead of explaining what they can “bring to the table,” tweak your words to what they can “expect from the table.”
For instance, you might say, “This role could really help you grow your skills in [specific area], plus we offer [unique benefit].”
Making them see the value in your job offer.
Put these tips into action and watch your cold outreach transform.
You might also like: From food to texts: Discover Keirsten Greggs’ proven job marketing strategies
Oh, by the way, this is not everything that Gina has covered in her interview. She has also:
- Given an actionable recruitment plan to deal with future trends.
- Listed out vital things you should “notice” at first meetings with the applicants.
- And so much more!
Watch the full interview here:
