Struggling to find a way to get in touch with holidaying prospects? Here’s what you can do to get candidates to respond when they’re on vacation.
Employees in the US have a hard time taking the vacation time that, lawfully, they’re entitled to take. According to a report in 2013, roughly 42% of all working Americans didn’t take a single vacation day.
It’s no surprise that when they do go away, they often disconnect from the outside world and are unbelievably difficult to reach out to.
What happens if there’s important news you want to share with that potential candidate? What if there’s an urgency to the matter? How can your message reach the individual in a timely matter?
Below are our recommendations based on research and candidate feedback.
Use Familiar Means
Even though your potential candidate is away, he/she will still check their phone at least once in the day. Remember: the phone is still your best tool! An essential communication skill is to know what form of communication to use. Is your candidate active on Facebook? Or maybe he/she prefers LinkedIn? What tools will give you a competitive advantage?
Recruiters today are tapping social media sites like LinkedIn, Facebook, and Twitter to connect with prospective candidates. These social media platforms are ideal if you’re aiming to entice people to explore your job openings.
Facebook is one of the most dominant networks for recruitment. More than a billion people log into Facebook every day, so you might want to check if the candidate you’re trying to reach is one of them.
Twitter is a tremendous tool for sourcing, branding, and engaging. By observing your potential candidates, you can get a sense of how to post and how to interact with them. A great idea would be to post successful stories that can entice any reader to reach out to you. If your vacationing candidate sees your posts, they will be tempted to get in touch.
Keep in mind that sometimes receiving messages from recruiters on more ‘personal’ platforms might appear intrusive to some people. However, a well-crafted message still has a chance to win them over.
LinkedIn has blossomed into one of the most professional networking sites on the web. With more than 500 million users worldwide, this network is an effective tool to use to reach out to your vacationing candidate.
If your potential candidate is unavailable on these three platforms, why not convey your message through email? This might show that you’re being thoughtful about their privacy and vacation time and they’ll be more likely to respond positively to you.
Use Urgency Psychology
Urgency is one of the most powerful psychological tactics in your arsenal. If the urgency is there, then a response will happen. But how do you increase candidate urgency?
If you’re looking to get a response from your vacationing candidate, it’s imperative that you create urgency to contract placements. People place a higher value on an object that is scarce.
Let them know there is competition and that a large number of experienced individuals are competing to get the job. Another great idea is to share photos of the company you’re recruiting for. These photos should convey the company atmosphere and teamwork at the workplace. Is there anything more enticing than a group of coworkers collaborating together and enjoying a round of laughs?
Don’t forget to set up deadlines. Just tell your prospect that time is limited, and you will automatically increase urgency in spades. You can create urgency by using the right words or phrases. These phrases might include:
- Get in touch today before the job post is filled by another candidate.
- Don’t miss out on this amazing opportunity to become part of an exceptional team at a reputable company.
- This opportunity might happen once in a lifetime and we believe you’re the perfect candidate.
The more you “dive” into the enticing field of urgency, the more you’ll discover its power and be persuaded by its potential.
Keep it Simple and Personal
If you’re looking to find ways to get candidates to respond when they’re on vacation, then you must keep it simple and personal. The right amount of persistence can help you a lot. If you overdo it, you’re risking leaving an impression of being pushy. Some recruiters can come across as spammy if they fill candidate’s inboxes with tons of messages. If you’re not getting a response, reaching out three times can be a good guideline.
Honesty and simplicity are essential. No candidate will respond to a bulk sourcing email, InMail, or DM message. The only way you can earn their trust and steer their interest is by creating personalized messages.
These customized messages require some research and extra thought. You can use a template, but make sure you make a few edits and add a few personal lines. You can mention how you liked an article they wrote, or congratulate them on an achievement. Tell them how their accomplishments connect to the company you’re sourcing for. A long message with lots of information won’t be as attractive as a short, personalized one.
Share Relevant Information
Communicate what passive candidates want to know. LinkedIn’s 2016 report on talent trends showed that 89% of professionals are open to new job opportunities. Nearly 75% of these candidates want to hear about a company’s culture and values, as well as the benefits they offer.
When reaching out to your away-candidate, make sure you give an honest view of the company, tell them what makes the company stand out. Share the job’s expectations and workload, and mention how taking on a new role will impact their career.
Write a friendly and witty message and manage to include useful information. If your candidate believes that what you’re offering them has great potential, they will reach out to you even if it means missing a happy hour at the bar.
Messages From the Sun Lounger
Implement these strategies into your recruitment plan and your candidates will send you messages from the sun lounger. However, if the position becomes filled or closed by the time they get in touch, all candidates should be notified. Failing to inform them might result in a negative review on the Internet.
How do you get candidates to respond when they’re on vacation? Do you have another trick up your sleeve? Tell us in the comments below!
Additional Reading: Best Productivity Tools for Recruiters
