Response rates are a reliable success metric for recruiters, but many recruiters struggle to get their response rate up and at the same time be scalable enough in their approach.
Candidate response rates is one of the most reliable success metric for recruiters in proactive outreach. The response rate is simply the percentage of candidates who respond to your outreach from the total amount of caniddates that you reached out to. It could be via emails, calls, texts, or any other communication medium used in your hiring process.
This metric can offer profound insights into the effectiveness of your recruitment approach. It can dictate the pace of your hiring, the quality of candidates you attract, and ultimately, your hiring success.
A good response rate primarily indicates two things:
So how to do this right?
In this real-life example I sourced for a niche Lead EVM Engineer role for a blockchain startup (Ethereum Virtual Machine is a core technology of the Ethereum blockchain).
Blockchain lead engineers are candidates who earn six figure salaries already elsewhere, are generally hard to find and even harder to convince.
Since these candidates do not always have a clear presence on LinkedIn, I added GitHub and Stack Overflow to my recruitment sources.
From an outreach perspective, I chose email as the main outreach channel because it’s scalable (no limitations as with connection invites and InMails), it's fairly cheap compared to alternatives and because emails allow for far going automation.
I sent a series of highly personalized messages including follow ups to the candidates I found. I know from our data that a single follow up message can double response rates.
See here the results:
42 out of 102 candidates replied to my outreach (41%), 30 of them were interested replies and 5 currently under review and interviewing.
To get to these results I:
These are the rules I followed:
This is what that means:
Although not part of the direct messaging part, you’re targeting is key in getting many (and relevant) responses. If you’re reaching out to a candidate who’s actually unqualified or just not interested in the job it’s very likely they won’t respond to you (why should they if it’ just not relevant).
Bad contact details are bad for so many reasons. If you use an inactive or even undeliverable email address you not only waste time and money but also risk being marked as spam by your email service provider.
Candidates typically do not respond to standardized emails that clearly don’t include anything in the message that directly relates to them personally. Including personalizations in your message is key to get them interested and get their reply.
Sending followups can dramatically increase your response rates. Here are some of the statistics from ou data to back this up: 1st email on average gets an 8% reply rate, a single follow up message doubles that response rate to 16%, the third message (so the second follow up) adds another 4% reply rate.
Having no idea of how successful your outreach efforts are is a key mistake that keeps recruiters doing things that just don’t work. If your outreach doesn’t convert to replies, that means that you should do something about your approach. But many recruiters don’t use analytics to get a good sense of this. By using sending analytics you have a full view of the performance of your sequences.
If you think “this is a lot of work” you can have a look at HeroHunt.ai which integrates all these principles in one tool.
HeroHunt.ai will also soon launch RecruitGPT which allow users to tell in a few lines who they're looking for and their top matches will be returned in seconds.
With these platforms you can make the entire world your potential talent pool.
The best platforms outside LinkedIn for finding exceptional tech talent.