In this increasingly always connected world, you can get through an entire day, communicating with hundreds of people and never once have a live conversation with another individual. Non verbal communication can be a very effective. For example, when you are sourcing candidates and reaching out via email as an initial contact, or when you are scheduling an interview and confirming availability of the hiring manager and your candidate, or when you are providing interview advice highlighting important things to say or not to say related to a specific job opportunity or client. It is nice to have an email trail with dates, times, and details around scheduling, interview tips, and as a follow up to a live conversation in order to effectively communicate and document the recruiting process. High quality recruitment and staffing firms leverage staffing software to handle much of these tasks including presenting candidate resumes to their clients.
Verbal communication with clients and candidates is an equally important part of the process for recruitment and staffing firms. There is an old adage that people buy from people. Its true and it should not be forgotten. Often, an email can be cold and allow room for judgment or error regarding tone and intent. Face to face interaction is ideal in order to read body language and get a true sense for how the other person is feeling, thinking, reacting; whether it is a client or candidate, you will get the best indication of what that individual desires as it relates to an open position or their next career move. It is often not realistic to speak with clients and candidates in person, and therefore, it is critical to be willing to pick up the phone. Like body language, voice inflection tells us a lot about the person on the other end of the phone. You can create rapport over the phone, build confidence, and establish credibility that is absolutely void and flat via email. Candidates will respond much more positively if they know you are listening, if you give them the opportunity to sell themselves, and if you can provide them a friendly, professional relationship that establishes trust in your ability to represent them. The same goes for clients when they are able to hear in your voice that you are committed to listening to their needs and finding them the best candidates to fit their culture and job requirements. Then you have to deliver!
My advice would be to use effective recruiting technology and your staffing software and also be willing to pick up the phone and talk to people. Reach out initially to clients on the phone, follow up and stay in communication via email. Visit them face to face when appropriate/possible. Reach out to candidates via phone and email, and interview/qualify on the phone and face to face when appropriate/possible. Follow up and stay in touch via email, and confirm interview schedules, client details, job descriptions, and interview tips via email and phone conversations, keeping your email trail as record of the recruiting process. Source from job boards, social media, referrals, and traditional headhunting. Dont be afraid to call active and passive candidates to find the best fit. Present candidates to clients using the latest recruiting and staffing software solutions like iResume where you can create, manage, and present client ready resumes. Its an easy to use tool that saves times and money while ensuring consistency of brand and providing advanced search capabilities and tracking of candidate submittals. Follow up with live conversations in order to be successful.