Daniel Jakaitis

Learn how to give constructive feedback to unsuccessful candidates with examples, templates, and actionable tips.

Not all of your interviews will result in a hire. Nearly 50% of them
[https://legaljobs.io/blog/interview-statistics/]will be unsuccessful and you
might have to give them feedback on why you didn’t select them for the role.

People generally don’t like confrontation and this includes hiring managers as
well. But knowing how to provide feedback to unsuccessful applicants is a
necessary skill for all hiring managers to have.

Your constructive feedback ensures that the unsuccessful applicants’ time was
not wasted even if they didn’t land the job. And that they can get some valuable
information out of the process.

We realize that sometimes it may be unreasonable to replay each unsuccessful
candidate - given that some companies get thousands of applications for a single
job opening. But you should try to at least reply to the candidates who make it
to the interview phase.

If you struggle with this aspect of your job – and most of us do, then this
article will help you learn tips on how to give constructive feedback to
unsuccessful candidates. So open up a Word doc and start taking notes!

What you will find ahead:

 1. 10 tips on how to inform unsuccessful interview candidates.
 2. Examples of interview feedback for unsuccessful candidates.
 3. Unsuccessful interview feedback email templates.

10 Tips on How to Inform Unsuccessful Interview Candidates
Constructive interview feedback has short and long-term benefits.

It helps applicants understand why they weren’t selected for the job. And the
positive interview experience helps the reputation of your company
[https://chatkick.com/resources/blog/a-brief-guide-to-effective-recruitment-marketing] 
and improves the quality of the future pipeline of talent.

Here are some tips to give constructive feedback to unsuccessful candidates

Provide Actionable Tips for Improvement
The most important piece of information you can give an unsuccessful candidate
is to tell them why they didn’t make the cut.

For that, begin by explaining what the role requires and how they aren’t a good
fit for it right now. Be sure to use clear terms that can help the applicant
improve the interview process in the future.

You can give them three or four bullet points of what they can work on. Or point
out just a few areas of development that demand the most attention. This might
be their resume, experience, soft skills, or anything else specific to their job
and industry.

Actionable tips are highly valued by the applicants and improve the candidates’
interview experience with your company.

Be Empathetic But Balanced
Be honest with your feedback but don’t offend the applicant. You should never
make personal remarks in the feedback that might be offensive to the candidate.

Give your interview feedback a positive spin by avoiding negative phrases and
focusing on the solutions. You can mention the candidates’ strengths and help
them understand how to leverage them better for the next time. Be sincere with
your words and don’t overly sugarcoat the feedback.

Also, you have to be prepared for the candidate to not take the feedback well.
Even then, try to stay as professional as possible.

Keep the Feedback to the Point and Praise When You Can
To make sure that your feedback is constructive, you should stay objective and
keep your review specific to the job they applied for and provide examples if
possible.

Our biases are very real. That’s why you should always back up any critiques
with evidence from the interview process.

It can significantly change the impact of your feedback on unsuccessful
candidates.

Preferably don’t use subjective statements such as: ‘I felt that you won’t be
able to manage the advanced tech and tools we use in our company’.

Even if that statement is true, say it objectively by pointing out that their
experience in using those tools is lacking for now based on what they’ve
mentioned in their resume and past experiences. But end that statement on a
positive note by saying something like it’s definitely something that you can
work on.

Don’t Delay the Feedback
The best time to give constructive feedback to unsuccessful candidates is as
soon as you’ve filled the role or decided not to proceed with their candidacy.

No one likes to be kept in the dark. Your timely response can help them get
closure so they can move on and apply elsewhere.

72% of applicants [http://web.careerarc.com/candidate-experience-study.html]will
tell others about a bad interview experience. And providing prompt updates can
help you make sure your candidates don’t damage your reputation in talent pools
and on job boards.

Provide Helpful Resources
An important part of making your feedback constructive is to provide helpful
resources to help the applicants’ career development.

You can create resources for general scenarios of why candidates fail at
interviews and share them as appropriate. This can inspire the candidate to
improve themselves.

Providing resources significantly improves the interview experience. And it goes
a long way in boosting your company’s reputation.

Your unsuccessful candidates will obviously be disappointed when they don’t get
the job. But getting some valuable resources will soften the blow.

Make Time for Their Questions
This is especially important if the candidate made it past the initial rounds of
interviews. The farther the applicants make, the more likely it is that they’ll
have questions about why they weren’t selected.

Make time for answering their questions and be professional about it. These
candidates might be a part of your network so don’t burn any bridges once the
interviews are over.

Always Thank the Candidate for Their Interest.
Just like you spend hours interviewing candidates, the applicants spend a lot of
time getting to know your company and coming in for interviews.

Thanking them for their time and interest reflects well on your company. It
shows prospects that you value your candidates.

In the end, you can inform them of future opportunities at your company and keep
the door open for collaboration down the line.

Personalize the Experience
What you should never do when giving feedback to unsuccessful candidates is send
out a generic copy/pasted email that says sorry, you didn’t get the job.

Instead, personalize it as much as you can by using your interview notes and
pointing out the specific issues with that candidate.

That’s all the more important if the applicant made it past the initial round of
interviews and was a strong candidate for the job. You have to be considerate of
their time investment in the process.

Create a System
Write down what you want to say and what points you want to cover during the
unsuccessful candidate feedback session. Having only a rough idea of what you
want to say is not enough, nor is the right approach for this delicate process.

Systemize your feedback, map it out and stick to your script to keep the
conversation professional and constructive.

Automation can help you set reminders of follow-up emails so no candidate falls
off the radar.

Never Be Discriminatory
Not selecting the candidate because of their age, race, gender, pregnancy,
disability, or other similar factors is illegal.

That’s why point number 3 – keep the feedback to the point is so important. Make
sure your feedback is related to the job description and competencies required
to qualify for the role.

Examples of Interview Feedback for Unsuccessful Candidates
Bringing all the above-mentioned points together while ensuring that the
feedback is constructive can seem like a daunting task for beginners. That’s why
we’ve got some candidate feedback examples for you to look at.

Try to deliver this feedback in a five-minute phone call instead of email.

But before you begin, you should jot down some unsuccessful interview feedback
phrases that align with your company tone. Then use them throughout the feedback
process.

Some positive interview feedback examples include:

 1. We’re looking for a candidate with more flexibility in terms of travel and
    work hours.
 2. We were impressed with your qualifications, but at this time we’re going
    ahead with another candidate because of their experience in working with 
    [name some specific tools or equipment].
 3. I just want to inform you that we won’t proceed with your application
    because your skills in [name a particular aspect from the job description] 
    are not the best match for where our company is headed.

Here, we’ve divided the examples into two categories – technical interview
feedback and all other types of interview feedback.

Technical Interview Feedback Example
This example is for verbal feedback that you give over the phone or in person.
Carefully read it to see how each step comes together to form constructive
feedback that your unsuccessful candidates will appreciate.

Hey [candidate name],

I wanted to give you an update on your candidacy for [role title]. We’ve
selected another candidate but want to thank you for the time and energy you
spent interviewing with us.

Your previous experience was ideal for the position. And you demonstrated
excellent time management skills during the [name of the technical test]. But
the team couldn’t proceed with your candidacy due to the lack of creative
thinking we observed during the [name of the technical test]. For example 
[mention how you judged a lack of creative thinking].

The market for [role title] is highly competitive at the moment. And we had a
pool of qualified candidates to consider. You made it to the final rounds of
interviews and were amongst the top few out of dozens of applications.

I was impressed by how you’ve taken on a managerial role at a young age and have
different professional certifications to back your expertise.

However, I would have liked to see more refined problem-solving and strategic
thinking skills during the [name of the technical test]. I have a few resources
that might help you improve on this front that I can share with you if you’d
like.

Please reach out to me on this number if you have any more questions.

I had a wonderful time getting to know you professionally and hope to see you in
our company down the line.

Constructive Interview Feedback Example
Constructive feedback can have the most positive influence in terms of the
candidates’ interview experience with your company.

The format is the same as for the technical feedback, but here are the tips you
must remember:

 1. Focus on solutions and things that the candidate can change or work on.
 2. Describe your observations with examples
 3. Be clear about why you’re giving the feedback, which is to help the
    candidate improve for the future.

Here’s an example of verbal constructive interview feedback for unsuccessful
candidates:

Hey [candidate name],

I hope you’re doing well. So I’m calling to inform you that we’ve filled the
position for [role title] with another candidate.

It was a difficult decision for myself and the team as we had many good
candidates who each brought something unique to the table.

We went with the other candidate because she has more experience with web design
and we felt that is a better fit for the [role title].

Do you have any questions for us?

I want to thank you for taking the time to interview with us. Let’s keep in
touch on LinkedIn and again, you were an excellent candidate and you’re doing
all the right things with your applications and interview process.

Unsuccessful Interview Feedback Email Templates
You can use email to give constructive feedback to unsuccessful candidates when
they haven’t made it too far down the interview process. Otherwise, you should
call the applicants and inform them of your decision to not hire them.

Be careful when you design the tone of your constructive feedback email
[https://www.indeed.com/career-advice/finding-a-job/rejection-job-email]. You
don’t want to sound too impersonal, but also you can’t spend too much time
describing each aspect of their interview and how that can be improved.

Remember these points when writing these emails:

 1. Quickly tell the applicants they will not be hired.
 2. Summarize the interview points starting from their strengths. You’ll see an
    example of this in the templates below.
 3. Name one or two key reasons why you didn’t select the candidate. Don’t be
    too generic here. Provide the exact reasons and personalize this portion of
    the email.
 4. Provide tips on how the applicant can work on the shortcomings.
 5. End the message on a positive note and wish them well for the future.

Here are some email templates that can guide you on how to give feedback to a
failed interview candidate:

Template 1 - Giving Interview Feedback to Unsuccessful Candidates
Subject: [role title] at [company name].

Dear [candidate name],

Thank you for making time to interview for the [role title] at [company name].
We appreciate your interest but we’ve decided to not go any further with your
candidacy.

Your experience working with the automobile industry is impressive. But we are
looking for a candidate with a diverse work history and experience with sales in
different industries.

Please find attached a resource file with information on how you can expand your
expertise in different industries that we think you might find useful.

We will keep you in mind for future jobs at our company that are a better match
for your skills.

We wish you the best of luck in your future endeavors. And once again thank you
for your time.

Best regards,

[Sender’s name]

Template 2 - Unsuccessful Interview Feedback Email
Subject: Update on your interview for [role title] at [company name].

Dear [candidate name],

It was a pleasure meeting with you and learning about your accomplishments in
your past jobs. I want to inform you that we’ve decided to go with another
candidate for the [role title]. The reason for this is that they can commit to a
flexible work schedule which is what our company needs at the moment.

The entire hiring team at [company name] was impressed by your diverse portfolio
and your approach to problem-solving. We plan on keeping your resume on file for
future opportunities at [company name].

Feel free to reach out to us if you have any questions about our decision. We
wish you the best of luck and want to thank you for investing your time to
interview with us.

Best regards,

[Hiring manager’s name].

Template 3 – Positive Interview Feedback Example
Subject: Feedback on your interview for [role title] at [company name].

Dear [candidate name],

I want to thank you for your application and your interest in working with our
company.

I’m sending this email to inform you that we’re selected another candidate for
the [role title] and so will not be moving forward with your application.

Your internship experience with XYZ Company stood out and made you a strong
candidate for the [role title]. But the lack of research experience ultimately
made us go with another candidate.

We hope to bring you on board if a more suitable position opens up.

Best regards,

[Hiring manager’s name and position in the company]

The Takeaway
It’s usually not easy to tell someone that they didn’t get the job. So some
hiring managers tend to avoid giving feedback. But 94% of candidates
[https://business.linkedin.com/content/dam/business/talent-solutions/global/en_us/c/pdfs/global-talent-trends-report.pdf]
want to hear why they didn’t get selected.

We hope our examples of feedback to unsuccessful candidates can help in your
hiring processes and ease a rather difficult part of your job.

Automation can help you with this process by arranging the candidates’
information, your interview notes, and much more. Chatkick is an excellent tool
to help you do just that. Check out how it works [https://chatkick.com] and sign
up for a free trial.

Interviewing

How to Give Constructive Feedback to Unsuccessful Candidates

Interview training for hiring managers and employees improves candidate experience and quality of hiring decisions. Here is our guide to setup an interview training program

A Guide to Interview Training Programs

Implementing a new hiring process is a big deal, and mistakes carry a lot of
weight. Negative interview experiences can make candidates hesitate to move
forward, post a negative review online, tell their peers about their experience,
or a combination of all three. So what can you do to prevent these disasters
from happening?

But candidates should feel more excited after talking to an interviewer, not
less. Excellent interviewers put candidates at ease, giving them the confidence
that your company has their *stuff* together. Speaking with someone who has
obviously read your resume, asks you insightful questions, and takes notes on
your answers would feel pretty good, right? 

Not many companies care enough to deliver such an attentive candidate
experience, and that is exactly how you can set yourself apart. Transforming
your employees into top-notch interviewers isn't fast or easy, but it’s well
worth avoiding the time and cost associated with poor hiring decisions.

The key is preparation. In this piece, we’ll cover how to create a top-notch
training program that will make your company look put together, improve your
interviewers’ skills, and make great candidates more likely to convert.

Get Everyone on the Same Page
The truth is, you can’t just introduce a new way of doing things and expect
everyone to care about getting good at it. First, your employees need to
understand why you’re moving to competencies and structured interviews. Second,
they need to know what kinds of benefits they should expect to see in terms of
team performance, camaraderie, and culture as a result. And third, they need to
feel like they have adequate training, tools, and resources.


The good news is that some of this education and convincing will already occur
when you’re nailing down what competencies you want to use and getting
everyone’s approval on structured interview questions. But it’s worth
reinforcing since getting everyone on the same page contributes to a better
candidate experience.

Define your Program
It’s impossible to hold interviewers to undefined standards. That’s why you need
to define and create a training program. The curriculum for your program should
serve as a guiding light for your interviewers, something that feels like an
exciting onboarding presentation with subsequent sessions, SOPs, and
opportunities to grow and practice. Here are a few things to include in your
program:


 * An interviewing “playbook” that explains the interview process end-to-end
   (who does what and when)
 * Sample interview videos - what to do and what not to do
 * A rundown of potential legal issues that can arise in interviews and how to
   avoid them
 * A list of competencies and their definitions
 * A library of structured interview questions and what competencies they are
   related to
 * A guide to HR tooling used in the sourcing and interviewing process, such as
   your ATS, Chatkick, or Trinsly
 * A set of multiple mock interview sessions with HR or employees who are
   already trained and experienced in giving structured interviews
   

Start putting the people you know will be hiring soon through the curriculum
once it’s ready. These people have likely given interviews before and will be
curious about the new competency and structured interview paradigm. Pose it to
them as a prestigious opportunity—once they get good at your interview process,
they can train and certify others.

Samples of Top-Notch Hiring Programs
To illustrate what we mean by a hiring program, let’s walk through a few
examples. Consider borrowing some of their approaches to ensure your training
program aligns to your overall recruitment philosophy.


Amazon

You’re probably familiar with FAANG company interview processes, but the Amazon
Bar Raiser Program goes above and beyond. Amazon has built an elite squad of
hiring managers (only about 5,000 people) that has full veto power over any part
of the interview and hiring process. Every year, people invited to participate
in the Bar Raiser Program go through a certification process to learn the latest
updates to Amazon’s interview process and to reevaluate and reemphasize Amazon’s
high candidate standards. And the Bar Raisers aren’t just on the people
team—they come from across the organization, serving as an auditing function to
ensure Amazon continues to hire the best of the best. 


Bridgewater Associates

If you’ve heard of Bridgewater Associates, you know that working at their firm
requires a strong commitment to their one-of-a-kind culture, and very few are up
to the challenge. This is why they’ve so meticulously designed their recruitment
strategy. They train interviewers to pinpoint candidates who can not only deal
with but flourish under the regular scrutiny inherent in Ray Dalio’s management
philosophy.


Before each interview, Bridgewater employees conduct one and a half-hour-long
personality tests. Candidates run through a whole host of scenario-based
questions. Only if they achieve a certain score can they move on to a take-home
technology assessment, which tests a candidate’s ability to make tough decisions
quickly. But the assessment doesn’t end when the candidate turns it in. Instead,
a set of managers reviews the candidate’s results live, asking them why they
made certain decisions and telling them why they agree or disagree with the
candidate’s approach.


Training Bridgewater employees to ask these difficult, candid questions allows
the firm to truly test candidates’ ability to handle radical truth. Emphasizing
Bridgewater’s intense culture from the get-go and throughout the entire process
guarantees that they hire people who are not only capable of doing the job, but
also an ideal fit for the company’s culture.

Adopt a Coaching Model
Training shouldn’t be limited to hiring managers. Everyone should run through
your interview curriculum一even junior employees. Eventually, you want to get to
the point where you can trust lower-level team members to run a bulk of your
screening calls.


And what’s the most efficient way to do this? Identifying your best interviewers
and turning them into coaches.


Every time a new batch of people goes through the training program, set them up
with a coach. This person will conduct their mock interviews, watch and critique
future interviews, and give tips based on what they’ve learned works well. Not
only does this model give seasoned employees the chance to mentor someone, but
it also helps less experienced staff grow their interviewing skills faster.

Gauge Interviewer Performance
Your goal should be to make each candidate’s experience as consistent as
possible. To do that, your interviewers need to operate the same way. They
should be evaluating candidates against the same competencies, using the same
structured interview format, and they should be using similar techniques to make
candidates feel welcomed and comfortable. Even if you bring these elements up
during interviewer training, it’s easy to let best practices slide during a real
interview.


To reinforce good interviewing skills, schedule one-on-one sessions with each
interviewer to talk about their performance. Just like when you deliver any
feedback, have solid examples ready and explain exactly what the interviewer did
well and what they can improve upon. To make this easier on everyone, consider
using a tool like Chatkick. Chatkick automatically records interviews and
provides helpful metrics like total talk time, structured question completion
rate, candidate disruption, and more. Setting interviewer KPIs and measuring
their progress through software like Chatkick helps interviewers reach their
goals一and your overall company goals一faster.


Iterate
We’ve said this more than once, but it bears repeating: Your program won’t be
perfect when you launch it. Many HR managers themselves have never had any
formal interviewer training
[https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/training-staff-to-be-better-interviewers.aspx]
, so expecting your training program to get up and running quickly isn’t
realistic. It took years for Amazon and Bridgewater to establish the recruitment
processes they have now, and their processes are likely still evolving. The key
to their success is to gather feedback and measure your results. Taking a step
back every month or every quarter to reevaluate your training program is vital
to getting and staying ahead of the curve.

Take Your Interviewers to the Next Level
Candidates should feel more excited after talking to an interviewer, not less.
Excellent interviewers put candidates at ease, giving them the confidence that
your company has their *stuff* together. Speaking with someone who has obviously
read your resume, asks you insightful questions, and takes notes on your answers
would feel pretty good, right? 


Not many companies care enough to deliver such an attentive candidate
experience, and that is exactly how you can set yourself apart. Transforming
your employees into top-notch interviewers isn't fast or easy, but it’s well
worth avoiding the time and cost associated with poor hiring decisions.


Chatkick is here to help. With built-in collaborative comment systems,
recording, and transcription features, Chatkick makes it easy to pinpoint where
interviewers might be falling short of expectations and measure their
improvement over time. To learn more about how Chatkick can level up your
interview training program, request early access to Chatkick
[https://chatkick.com/] today.

A Guide to Interview Training for Hiring Managers and Employees

A job description has to be strategic; it serves as an engaging, inclusive, descriptive acquisition tool.

Writing an inclusive and effective job description is both a science and an art.
A job description is an ad for your company, complete with a call to action
asking candidates to become a part. And yet, only 47% of workers
[https://www.smallbizgenius.net/by-the-numbers/recruitment-statistics/#gref] 
trust that job descriptions accurately depict job responsibilities. A killer job
description needs to be realistic, convincing, and compelling.


Counterintuitively, most startups don’t put a lot of time and effort into the
JD. Instead, they just slap it up on LinkedIn or AngelList and hope for the
best. But a job description has to be strategic. It serves as an engaging,
inclusive, descriptive acquisition tool. With that in mind, getting job
descriptions right is the critical first step in hiring terrific talent. And the
key to generating a candidate acquisition machine is about acing these JD
fundamentals in three steps.

Analyze your needs
In the ideal scenario, hiring managers provide their counterparts一the talent
acquisition team一perfectly crafted and concise job descriptions. However, for
most companies, new hire initiatives are driven mostly by talent acquisition
teams. Understanding the fundamental requirements for a new opening requires
deeper vision beyond the few items or tasks needing to be completed today. 


Job descriptions need to paint an accurate picture of the job requirements to
attract the right candidates, and it’s difficult to do so without chatting with
the team. Here are some ideas of how to gather the information necessary for a
JD:


 * Sit in on internal team calls - This is an excellent way to observe what
   employees are doing and how they interact, giving you information for both
   the main tasks the new employee will eventually be performing and what the
   team dynamic is like.
 * Read the team’s internal documentation(s) - While this might be boring, it’ll
   give you insight as to the type of work candidates might be doing day-in and
   day-out.
 * Survey team members - Find out what competencies they’d like to see most in a
   new member of the team and use their answers to structure the desired skills
   portion of the JD.
 * Review long-term roadmaps - Your company’s internal strategy should align to
   the skill sets on new job descriptions.
 * Ask the right questions - Will additional headcount potentially slow down the
   existing team? Will this trigger the need for additional management?

8 elements of a killer job description
How do you ensure the JD makes sense to the candidate, let alone entices them to
apply? Have no fear; there’s a formula you can follow. Below, we dive into each
component of a typical job description and what it should contain.

1. Job Title
The truth is that people judge books by their cover. The same goes for job
descriptions – the title matters. You want your JD to come up when candidates do
a particular search and you want to give them an impression of their
responsibilities right off the bat. Often this leads to pretty generic titles,
like “Senior Digital Marketing Manager” or “Head of Customer Success.” If
applicable, consider adding specific focuses of the role or a particular feature
they might be working on within your job title, like “Senior iOS Software
Engineer, Payments.”


While these titles may seem dull, it’s more important to be clear than fun at
this point. Some companies try to jazz up their titles by adding “ninja” or
“guru” at the end. Not only are these terms culturally insensitive, but they are
also not descriptive. What do those words mean in a job context? No one knows.
And just think for a moment about the type of talent these words speak to. Do
you really want them to apply? On to the next.

2. Company summary
The candidate might be looking at the exact same role at another organization,
so it’s important to set your company apart from the beginning. Give them a
glimpse of your culture before diving into the meat of the JD. This section
doesn’t have to be long一keep it four to five sentences一but make it impactful.
What are your core values and mission? Why do they matter? What does this mean
for potential employees? Look at this description as an opportunity to highlight
what makes your company unique.

3. Responsibilities and duties
Let’s be honest, most candidates skim JDs and laser-focus on the bulleted list
of requirements and responsibilities. But you still want to give a
couple-sentence overview of the job’s main function and how it fits into the
larger company strategy. Connect this back to your mission and vision, too.
Candidates won’t get excited if they’re just going to be a cog in the wheel.
Instead, make them feel like they’ll be doing something of value. 


Now it’s time for the bullets. These have a tendency to get really long, but
candidates don’t need to know about the minutia of what their position is like
day-to-day. They can ask about that in their interview. So stick to 5 - 7 main
responsibilities, ordered by importance. Consider grouping 2 - 3 bullets under
categories like, “Leadership Skills,” or “Technical Expertise.”


Whichever way you structure your bullets, it should be crystal clear how each
one relates to team performance or overall business strategy. Keep them short
and specific, including what KPIs or direct reports this person may manage. And
whatever you do, do not include gendered language; it unintentionally
discourages outstanding candidates from applying. Replace gendered terms like
“guys,” “salesman,” and “wife” with “folks,” “salesperson,” and “spouse”. You
might also consider using products like Textio [https://textio.com/] to help you
steer clear of non-inclusive terms.

4. Qualifications and skills
After you’ve explained what someone in this role would be doing every day, it’s
time to outline the qualities of an ideal candidate. First, list the must-haves.
Do they need a certain level of proficiency with a certain software? Maybe they
need a graduate degree or particular certification. Get specific, but not so
much that you list years of experience. That automatically limits who applies.
Use terms like “working knowledge of,” “demonstrated mastery of,” or “expert
in.” And don’t forget about soft-skill non-negotiables, either. This role may
require someone who has extreme attention to detail or is comfortable talking to
strangers or has led a team successfully before. 


Then, add preferred qualifications or nice-to-haves. Think about what it would
take for someone to go above and beyond. Hint: these could be must-haves for
different roles. For example, a fantastic machine learning engineer might have
all the ML skills plus an eye for design. Again, these can be technical or soft
skills.

5. Compensation
Some companies shy away from listing salaries on their job descriptions because
they are afraid they’ll exclude standout candidates. But LinkedIn conducted a
study in 2018
[https://www.linkedin.com/business/talent/blog/talent-acquisition/job-description-heatmap] 
asking applicants which parts of the job description were most helpful. Do you
know what won out? Salary range. Getting everyone on the same page about
compensation actually saves you time
[https://www.forbes.com/sites/jackkelly/2021/09/23/salary-ranges-should-be-listed-on-job-descriptions-and-worker-compensation-disclosed-for-all-to-see/?sh=6e3dc6a315e2]
. You’ll know that applicants are willing to accept (or maybe negotiate slightly
beyond) the salary range you list on your JD. You can also use this section to
talk about your bonus structure and review cycle.

6. Benefits and perks
Perks can help you stand out from the crowd, so proudly display them. Here are
some examples we’ve seen:

 * Beer on tap
 * Dog-friendly office
 * Summer Fridays
 * Remote desk setup
 * Free weekly team lunches
 * Learning and development budget
 * 401k match or other financial incentives
 * Pawternity leave
 * Free meditation apps
 * Daycare stipend
 * Discounted or free licenses to software for friends and family

7. Use great copy to your advantage
We’ve all read our fair share of super boring job descriptions. Think of a job
description as an advertisement for working at your company. We’re not saying
you should be overly sales-y, but don’t make your job description as dull as the
average startup next door. You want the company culture to jump off the page and
get the candidate excited to apply. If you’re struggling, run a draft by your
content team to see if they have any pointers for jazzing it up a little.

8. Call to action
This should go without saying, but make it obvious where people should apply.
Reduce friction here as much as possible. If candidates read the JD until the
end, they are probably interested, so don’t screw this part up!

Finalize and publish
Don’t consider your JD done until the hiring manager has signed off on it.  Ask
other colleagues to read the JD as well. Getting additional perspectives on how
well you described the role and how you framed the company can be very helpful.
Run the JD through a spelling and grammar check to clear up any mistakes. And do
a final pass to check for anything that might alienate based on gender, veteran
status, the LGBTQ+ community, or people of color.

One bonus pro-tip is to use something like Hemingway App
[https://hemingwayapp.com/] to help determine the readability of your JD.
Simpler the better!

Make the most of your job descriptions
Once you’ve solidified your JDs, it’s time to leverage them to their fullest
extent. That means using them in cold outreach, bringing them up in
conversations with passive candidates, screening candidates, and funneling the
best applicants through the interview process. There are very few recruitment
tools on the market that do all three, but Chatkick is mastering them all, with
multi-touch outreach, ATS integrations, fully interactive video, and more. Sign
up for early access [https://chatkick.com/] to learn more about the Chatkick
platform.

Job Description

How to Write the Ultimate Job Description

From the copy on your website, to copy in your job descriptions, to your interview process, your recruitment marketing effort must never stop. 

Sure, talent teams and recruiters can learn a lot from sales, but they might
stand to learn even more from marketing.

That’s because recruitment is all about promoting your company and the roles you
are trying to fill. Recruiters need to make open roles sound so appealing that
candidates can’t help but click on the job description. And if they find that
the position sounds fun, challenging, interesting, and rewarding, it’ll be
really hard for them to resist submitting their resume or scheduling that
15-minute intro call.


Now, that’s not to say that recruitment marketing is as easy as writing a great
job description. But with the right strategies and mindset, marketing can become
the fuel for your recruitment engine. Here are some effective recruitment
marketing ideas for your team to get a leg up.

Play the long game
Marketing is a long game. While growth hacks can get quick wins, most marketing
strategies take months, if not years, to hit their stride. Like marketers,
recruiters need to think long-term, with the aim of becoming 1% better each day.
Following through on this goal can have a compounding effect on your marketing.
By improving every cold outreach message, recruiting event, job posting, and
follow-up message, you are boosting your chances of starting and maintaining
your recruitment flywheel.


So take those baby steps. Focus first on making your company’s vision
consistent. Enlist the help of your company’s CEO/Founder. Because of their
intimate knowledge of the product, they’ll be able to make your messaging jump
off the page. Next, hone in on follow-ups, fairness, and professionalism. No
candidate should be left wondering what happens next in the cycle, or if they
moved on to the next round. Outlining next steps一even for candidates who are no
longer moving forward一is a courtesy you need to extend to all applicants. As
time goes on, don’t forget to be human. Infuse a little personality into your
campaigns to show off your culture.

Content and social presence
All marketers know that nothing beats good copy. No matter whether you’re
writing a job description, blog post, or social media caption, keep it short,
sweet, and on-brand. Send a consistent message about what your company does and
what each team within the company does. And if anything changes, update across
all your marketing channels.


Not many companies are taking advantage of candidate-related content, so be one
of the first to do it. Develop a pipeline of content about your employees, your
open roles, and even your customers to share across relevant platforms.
Publishing consistently will help you become a thought leader in the space. Of
course, not everyone who reads your content will be looking for a job, but they
might be more inclined to remember you and reach out when they are ready for
their next adventure.


Today, LinkedIn is the most popular and effective social media for recruiting.
But don’t be shy of utilizing other platforms like Twitter or TikTok to reach
the right people. Social media recruiting is slowly becoming one of the most
dominant ways high growth companies reach candidates. Strong content in the form
of Twitter threads or LinkedIn surveys can be a great tool to help source.

Optimize your funnel
Early on, your recruitment marketing should be all about cold outreach. It’s
important to cast a wide net to keep a healthy top of the funnel, but don’t make
recipients feel like they are part of a massive copy/paste email campaign. If
that sounds hard to do, that’s because it is. Using a tool like Trinsly
[https://trinsly.com/] can help you personalize at scale by linking your email
provider, ATS, and CRM. Because you have a finger on the pulse of all outbound
messages, you don’t have to worry about spamming candidates, and you have the
opportunity to customize messages before they’re sent. 


After you’ve got a solid content strategy, you’ve had some press, and done a
fair amount of outbounding, people will start to recognize your company’s name,
and you’ll start to get inbound job applications. At this stage, it’s crucial to
make your job descriptions crystal clear and your interview process iron-clad.
This will ensure that only suitable candidates advance to the next phase of the
hiring funnel.


Be sure to measure the time candidates spend in each stage and the average time
to move from initial application to final offer. Any major gaps could indicate a
communication breakdown and may hinder your recruitment marketing efforts into
the future.


Copywrite like a pro
In an era of automation and AI, the written word remains king. Even the most
bleeding edge AI [https://openai.com/blog/gpt-3-apps/] systems still cannot pass
the Turing test [https://en.wikipedia.org/wiki/Turing_test].


Writing is the most fundamental form of human communication. Doing it well can
feel a bit like a super power – particularly in the context of recruiting. 


Having your team take time to learn the mechanics of clean, powerful writing
will pay higher dividends than almost any other professional training out there.
Take a look at courses like Copywriting for Recruiters
[https://www.copywritingforrecruiters.com/] and consider developing internal
style guides for how your talent acquisition team is communicating both directly
(cold emails, LinkedIn InMail) and indirectly (social media posts,
advertisements) with prospective candidates.


Develop a data mindset
Today’s top marketing teams rely on troves of data to make decisions. Marketing
has become more science than art over the last decade and has turned into one of
the most lucrative fields for budding data analysts. Teams are now able to
precisely calculate the ROI of a recent digital advertising campaign or pick the
best of two outbound marketing campaigns based on A/B test statistics.


Simple practices like monitoring changes in traffic to career sites, or A/B
testing outbound sourcing strategies can lead to quantum leaps in effectiveness
of your teams overall recruiting strategies. Thankfully today's recruiting tools
have started to catch up to those used by your marketing counterparts over the
last decade. A/B testing sourcing campaigns in a tool like Trinsly
[https://trinsly.com?utm_source=ck-blog] allows your team to pick out the best
cadence and copy for increasing positive response rates. Similarly, simple tasks
like analyzing Google Analytics traffic on your career site can give you basic
insights into viewer demographics. A quick analysis of page view demographics
versus those who appear in your inbound applicant pool might indicate you need
to re-evaluate the wording in your job descriptions.


Start by focusing on the basic data points necessary to understand if your
sourcing and recruiting efforts are working. Coordinate with marketing or
engineering teams to get setup with basic tracking analytics and look for tools
that offer rich analytics out of the box to help give your team the leg up they
need to succeed in this current War for Talent.

3 actions steps to take today to become more data oriented
 1. Start tracking job board analytics and page views using a free tool like
    Google Analytics.
 2. A/B test campaign copy for the first batch of cold outreach and select the
    highest performing before expanding the pool of prospects.
 3. Develop post-interview surveys to determine where candidates first heard
    about the role.

Think brand first
We’ll leave you with this: marketers are always conscious of brand no matter
what content or campaign they’re working on. Recruiters should follow suit.
Killer branding separates your company from other startups and expands the level
of talent you can attract.


> A great brand takes 20 years to build, but only 5 seconds to destroy. 

From the copy on your company website, to the format of your job descriptions,
to your interview process, your company's recruitment marketing effort must
never stop. Recruitment marketing starts with the initial vision from leadership
and ends with the details of your hiring process. The experience must be
thoughtful and well structured around what it means to become a part of your
company.


Every job posting, sponsored event, cold email, and interview question reflects
on the brand of your organization. One misstep can destroy it all. As you
dial-in this process, the recruitment marketing flywheel begins to take hold. As
word gets out that your growing company has a clear vision and runs a fair,
highly selective process, great candidates will start knocking at your door.

Recruiting

A Brief Guide to Effective Recruitment Marketing

To get the best results in recruiting, you need to emulate the team with the leanest, meanest, most tested process: sales. 

Recruiting is a sales process

If you’ve ever been part of the recruiting process, you know it’s not as simple
as posting a JD on a job board and waiting for applications to fly
in一particularly if you work at a startup. Candidates may not even know about
your company, let alone that you’re hiring. 


It makes sense that this approach isn’t fruitful. What teams at your company
operate this way, launching something and hoping for the best? Hopefully, none.
Yet puzzlingly, that’s most startups’ recruitment strategy.


To get the best results, you need to emulate the team with the leanest, meanest,
most tested process: sales. This may sound odd at first blush, but there’s a
strong case for why your recruiting cycle should mimic your sales cycle. Below,
we explain the relationship between sales and recruiting and suggest some other
things to steal from your sales organization.

How does recruiting relate to sales?
Let’s start by examining a typical SaaS sales process.


 1. First, sales teams need to source prospects. They experiment with various
    outreach tactics to get the widest funnel possible.
 2. Next, they narrow this group to the people who would be interested in the
    product. Sales teams do this by setting defined touchpoints, keeping a close
    eye on the subsequent drop-off or engagement, looking for very specific
    indicators that a lead might convert to an opportunity.
 3. Once an indicator pops up, the salesperson springs into action, scheduling a
    demo, doing any objection handling, filling out RFPs, doing whatever it
    takes to move the opportunity through each stage.
 4. Usually, there are requirements to move forward so that by the time the
    opportunity enters the contracting stage, there’s very little chance it’ll
    be closed-lost.
 5. Negotiations start, and sales managers work closely with other team members
    to ensure they get the best deal possible.
 6. The deal is finalized, papers are signed, and customers are transitioned to
    CSMs who kick off the onboarding phase.
    

Any of this ringing a bell? It should sound a whole lot like the recruiting
process should go. Pretty much every step above matches an aspect of hiring,
from sourcing to nurturing, checking off specific requirements, and
negotiations.


5 ways recruiting can learn from sales
At the best companies, sales enablement and operations are in tip-top shape. In
fact, they have to be to keep the organization afloat. And because the goals of
recruiting and sales are so similar一closing/hiring the best deal/candidate for
the product/role一it behooves you to pay attention to what sales teams are doing
right. Here are five things you can learn from them:


 * They’ve developed a cohesive end-to-end strategy - Sales teams have a
   playbook they run for every deal, and they make sure that every salesperson
   knows it by heart. Likewise, recruiting should follow a similar step-by-step
   process to ensure that all interviewers understand what’s happening and when.
   This makes your team feel more comfortable and delivers a better candidate
   experience.
   
 * They share information - Even though there’s a set sales playbook, people
   naturally add their own flair. Most companies have sales all-hands meetings
   or slack channels dedicated to sharing new tactics so that everyone can learn
   from successes and mistakes. Feedback should be a critical piece of the
   recruiting puzzle. Set up satisfaction surveys for your team as well as
   candidates. You’ll be surprised by how much you can learn and integrate into
   your process.
   
 * They abide by clear guideposts - It’s easy for sales teams to get distracted
   by questions or requests from a potential whale client and run off-script.
   And enablement teams know that. So they deliberately create checkpoints in
   the cycle to keep salespeople on track and limit the risk of losing such a
   deal. Recruiting should be the same way. Each role should have defined
   competencies, and candidates must have demonstrated a certain level of
   competency to move on to subsequent rounds of interviews. As candidates check
   off these boxes, you’ll know you’re getting closer and closer to finding the
   perfect fit.
   
 * They are branding conscious - Sales teams don’t want prospects to get the
   wrong idea about the product they’re selling or the company they work for,
   ever. So the best sellers roll out the red carpet for every prospect. In that
   same way, recruiters need to make a conscious effort to treat every candidate
   as a potential customer, personalizing outreach, automating follow-ups, and
   nurturing relationships over the long term. In addition, recruiters need to
   uphold the company’s reputation by paying attention to glassdoor reviews,
   sending out candidate satisfaction surveys, and fixing anything that might be
   turning candidates off.
   
 * They generate inbound leads - There’s no denying that a majority of this is
   marketing. But reps play a role, too. Their behavior at industry events, over
   email and LinkedIn, on sales calls, and in negotiations gets around. If your
   company uses awful, manipulative sales tactics, prospects will look elsewhere
   first一no matter how good your product is. In addition, sales reps keep their
   funnel wide. They don’t judge prospects as they come in because they never
   know who might surprise them in the long run.
   

In recruiting, your goal should be to have enough standing that 90% of your
leads are inbound. This is hard to do. It’s like Google-level recruiting. And
again, a lot of this comes from marketing. You need recruitment marketing and
brand awareness to drive traffic to your careers page. Then, adopt the sales
teams’ attitude and maintain a wide funnel so that you can make a good
impression on all applicants while still honing in on the most qualified
prospects. Over time, you’ll run enough people through an efficient process that
other potential applicants will start to notice and get the flywheel going.

Think like a salesperson
You need a buttoned-up process for filling up your candidate funnel and
monitoring it until it reaches conversion. Your recruitment needs to be so good
that even candidates who don’t make it to the final round rave about it. Only
then can you hit the recruiting jackpot: inbound leads.


But you don’t have to reinvent the wheel; your sales teams are already experts
at this. So why not learn (and potentially steal ideas) from a free resource?


Even with that guidance and a straightforward process, recruiting teams still
struggle to keep up with the constant outreach required to source excellent
candidates. Your sales teams have been using automated follow-up tools for
years, why aren't you using them for recruiting? Luckily, there’s a tool that
can help:
Trinsly [https://trinsly.com?utm_source=ck-think-like-sales] delivers
personalized candidate outreach campaigns that automatically follow-up.  Not
only does this keep teams aligned with shared outreach history, it also boosts
your chances of a candidate replying by nearly 100%. You can test it out
yourself by signing up for a free trial
[https://app.trinsly.com/register?utm_source=ck-think-like-sales] today

Recruiting is Sales

There’s no way you become a unicorn without fantastic talent, and sourcing a robust candidate pipeline is the first step to getting hiring right.

6 Sourcing Dont's

If you think about it, your candidate sourcing strategy is one of the
make-or-break elements of your startup. There’s no way you become a unicorn
without fantastic talent, and sourcing a robust candidate pipeline is the first
step to getting hiring right.


That sounds daunting, and sometimes knowing what not to do can be as
important一if not more important一than knowing what to do. So in this piece, we
define what candidate sourcing is and then get straight to six things you should 
not do when it comes to sourcing.

What is candidate sourcing?
Candidate sourcing is the process of searching for top-tier candidates who match
current or forthcoming roles. Now, building up a candidate pool and creating an
inbound applicant engine doesn’t just happen. Like most things at startups,
you’ll probably be in “just-in-time” mode for a while, looking for candidates as
soon as a new job description goes live. But over time, the idea is to create a
well-oiled sourcing machine.

Sourcing typically uses several strategies but often relies on heavy outbound
messaging (think cold email and LinkedIn InMail). While cold outreach isn't
everything, it's often the first step in a larger sourcing strategy. More mature
sourcing teams typically use additional recruitment marketing initiatives such
as meetups, job fair booths, and webinars. 

6 sourcing don’ts
You want candidates that convert (and those that don’t convert) to speak so
highly of your process that it generates new pipe itself. But getting that
flywheel going isn’t going to happen if you:


 1. Send messages to work emails - Candidates will not want to see recruiting
    emails in their work inboxes. What if your outreach message pops up as an
    alert as they are sharing their screen? There are plenty of ways to find out
    someone’s personal email, and candidates are more likely to read your emails
    if they are coming to the right inbox.
    
 2. Use the wrong name - Always, always copy/paste the name you see on a
    person’s application or profile. Nothing turns off a candidate faster than
    you misspelling their name. Hint: also pay attention to whether or not they
    use a nickname on external-facing materials, like a LinkedIn About section.
    To make life easier, tools like Trinsly
    [https://trinsly.com?utm_source=chatkick] automate the insertion of
    candidate names right from their profile (no more human error!).
    
 3. Source from one location - A recent survey report from Gem indicated that 
    40% of LinkedIn users have their InMail muted. If your only sourcing
    strategy is to surf LinkedIn and fire off messages, you are setting yourself
    up for failure. As a best practice, find out where your target candidates
    congregate. For software engineers this could be places like StackOverflow
    or Github. For Designers you might try Behance [https://www.behance.net/] or 
    Dribble [https://dribble.com/]. Lastly, be sure to employ a multi-pronged
    approach and make the most of LinkedIn messages, email, and in-person
    communication.
    
 4. Ask candidates for their resume upfront - Most people are hesitant to share
    personal data and update their resume when they don’t even know if the role
    you’re presenting is a true fit yet. However, you’ve already stalked them on
    whatever profiles you can find, and you probably have a good sense of their
    work experience. So explain that you’d like to schedule a screening call and
    instruct them to send you their resume or upload it to your ATS for the
    hiring manager to see.
    
 5. Fail to follow up - How many emails have you missed the first time around?
    If you’re like most people, that number is fairly high. Candidates are busy
    and forget to respond or accidentally deleted emails, too. Schedule
    reminders to follow up at least two times for stellar candidates. A single
    follow-up results in nearly a 2x increase in your response rate.
    
 6. Make it hard to apply - Persuading a candidate to apply for a role is a big
    deal一don’t squander it with an arduous application process. Limit the number
    of clicks it takes to apply. Make sure the application page UI looks
    professional on mobile devices and on a desktop. Don’t include any
    unnecessary questions that can slow down the process. Remember, you’re
    trying to engineer an exceptional candidate experience.

Set yourself up for success
Instituting a solid sourcing strategy is easier said than done. Startups don’t
have cold outreach templates, referral programs, or passive candidates to draw
from out of the gates. They have to start from scratch. Knowing what not to do
is certainly helpful, but knowing how to craft the perfect outreach template,
what metrics to monitor, and where ideal candidates hang out will set you up for
ultimate success.


Establishing a hiring engine ​​starts with building and automating your
candidate pipeline. Luckily, we know the best tool for that. Trinsly leverages
prospect history to understand candidate outreach and engagement. Not only that,
Trinsly helps you personalize your messaging, syncs to your inbox, and
integrates with CRMs and ATS systems to keep you on track. Start avoiding these
6 don’ts by signing up for a free trial
[https://app.trinsly.com/register?utm_source=ck-sourcing-donts] of Trinsly
[https://trinsly.com] today.

Sourcing

6 Sourcing Don'ts

How to Nail Cold Outreach to Candidates


Getting cold outreach right is tough. Really tough. Just think about how many
emails you dismiss every day. If you’re like most people, you ignore a whopping
65% of your inbox
[https://www.forbes.com/sites/shephyken/2020/10/04/sixty-five-percent-of-emails-are-ignored/?sh=671572e91e6a] 
and as little as 10% of LinkedIn InMail messages receive a response
[https://influencermarketinghub.com/linkedin-stats/]. This means recruiters have
an incredibly challenging task on their hands. How do you get candidates to open
your messages, let alone respond to them?

Well, one thing recruiters have going for them is that most outbound candidate
sourcing emails are extremely generic and unmemorable. And when you’re up
against a sea of dull, uninspiring messages, you stand out. Of course, this is
hard to do in practice, but we’ve got it down to a science. Below, we outline
eight components of an outreach message that’s bound to bring in some whales.

8 elements of a great outreach message
Churning out emails at a high rate while still keeping them captivating takes
time, but we know that an excellent outreach message will include all eight of
these hallmarks:


 1. Personality - Nothing screams boring louder than copy/pasting a section of
    the job description, slapping on a salutation at the beginning, and a “reach
    out to me if you think it’s a good fit” at the end. You want to signal to
    candidates that your company is a unique一dare we say it, fun一place to work.
    This is the time to showcase your brand. If your company’s copy has a cheeky
    slant, add that to your message. If you write in all lowercase, do it in the
    message. If you have a mascot, reference it in the message. Heck, add a gif!
    Your goal is to get them curious about your company, enough to read the
    whole message.
    
 2. Personalization - It’s obvious when recruiters don’t do their research. They
    either: don’t mention your background, reference skills you used 3 years ago
    and haven’t used since, or they mention a role you never had. Don’t be this
    person. Do some proper stalking. Find an article they’ve published, their
    GitHub repository, or a LinkedIn post where a colleague or manager shouted
    them out. Tell them how impressed you were by their work and how it directly
    relates to the job you’re recruiting for. This shows you took the time to
    explore their past work, and that you care about where they end up and feel
    your company is the best match for their skills and experience.
    
 3. Salary and compensation structures - You will rarely see this in an outreach
    email, which is exactly why you should include it. The reality is that if a
    job sounds cool enough, people will take an intro call just to ask about
    compensation. So why not give it to them upfront? Of course, you don’t need
    to put an exact dollar amount一a range or even a few details about how you
    think about compensation at your company is entirely acceptable. But even
    mentioning it signifies that you’re already anticipating the candidate’s
    next move.
    
 4. A snappy subject line - Grabbing a candidate’s attention starts at the
    subject line. The subject needs to be enticing, timely, and it should be a
    nod to something about the candidate. Use the personalization research
    you’ve done to weave that into an eye-catching subject line. Even using the
    candidate's name in the subject line can increase an open rate by up to 26%
    [https://www.upsider.ai/blog/startup-recruiting-part-4-outbound-messaging].
    
 5. Gifs and emojis - It might sound childish, but emojis and gifs can be the
    perfect conversation starter. Emails with emojis have a higher
    click-through
    rate [https://www.searchenginejournal.com/emojis-in-subject-lines/378280/], 
    as do gifs [https://content.myemma.com/blog/the-case-for-gifs-in-email].
    Gifs can showcase parts of your product or even the excitement over a
    candidate. And although it sounds silly, using emojis the right way can also
    indicate that your startup is “with the times,” so to speak.
    
 6. An open invitation - Candidates may not always be ready to commit when you
    reach out to them or they may not even be actively pursuing a job search. So
    don’t pressure them. Instead, ask about what candidates are looking for in a
    new role and what it will take for them to make a move. Keep this in mind as
    you continue to talk to them一it shows that you listened.
    
 7. A picture of the role and organization - It’s hard to know what life is like
    at a company just from looking at a website. Do you all eat lunch together?
    Do you have special rituals? Spotlight the unusual traditions, perks, and
    benefits that your company has. Add pictures of events or even add short
    gifs of current employees talking about their day-to-day.
    
 8. How candidates can add value - People want to get satisfaction out of their
    work. So much so, that HBR found 9 out of 10 people are willing to earn
    less
    money to do more meaningful work
    [https://hbr.org/2018/11/9-out-of-10-people-are-willing-to-earn-less-money-to-do-more-meaningful-work]
    . Highlight exactly how candidates’ talents and expertise will bring value
    to your organization. Get them excited about how people are recognized for
    their work and cite examples of how your company has made an impact.

Examples of bad outreach messages
Sometimes seeing what not to do can help conceptualize what you should do. Let’s
take a look at some examples of poorly written outreach messages to get your
neurons firing.


From the first line, something is off about this message. Not only is there no
comma after the candidate’s name, but the writer is also quite liberal with
their exclamation points. But that’s really not the worst part of this message.
The recruiter is talking about how the candidate’s background is a strong match
for the role, but doesn’t explain why. Is it because of previous experience?
Particular skills? The recruiter is also asking the candidate to apply before
even speaking with them about the role. This seems fishy. Why not get on the
phone and review the interview process in detail before asking for a resume?


Short and sweet, but lacking substance.Keeping things short and sweet can be
good, but not in this case. The recruiter doesn’t seem to be saying much as all.
What's the program the candidate would be managing? What would their title be?
Why does the recruiter think the candidate is a good fit? Is the role in person,
since they reference a city? What is the company’s name? And why is “streaming”
capitalized? With all these questions running through a candidate’s mind, it’s
no surprise that this would get overlooked.


Here’s another one that might look fine at first glance, but gets worse as you
examine it. For one, there’s no explanation for why the candidate is a good fit
for the role. The candidate hasn’t worked with Salesforce since 2017 and hasn’t
touched nCino since 2015. Why is this something they’d be interested in now?
It’s also odd that the recruiter mentions salary, but only that it’s dependent
on experience, something that the recruiter could’ve easily gleaned from looking
at the candidate’s LinkedIn profile. There’s also no mention of what company the
candidate would be working for, and apparently, there is only one main skill
required. And lastly, the recruiter asks for a resume upfront, which, again, is
strange without any information as to why the candidate would be a good fit for
the position.

Improve your response rate with automation
Cold outreach is both an art and a science. You have to grab candidates’
attention, include all the main points they are scanning for, and remember to
follow up. And that’s just for one candidate for one role. Imagine juggling
multiple roles at once.


Even if you’re super organized, keeping up with the insane clip of startup
hiring is a near-impossible task for one person. You need the help of
automation. That’s where Trinsly comes into play. Trinsly automatically finds
and validates prospect email addresses, allows you to personalize them at scale,
and shares outreach history so that your whole HR team will be on the same page.
But don’t just take our word for it一sign up for a free trial
[https://app.trinsly.com/register?utm_source=ck-nail-outreach] of Trinsly today.

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