There is a common sentiment among talent acquisition professionals when it comes to candidate outreach and engagement: personalization is key. Templates, old methodologies and automated messages come across as dull and lazy. Recruiters are already getting a bad rap so why are so many still using outdated techniques for communications? It’s time to move past these boring hiring techniques and present your full self as an organization. You need to not just personalize the words, you need to personalize the medium. And that goes both ways – how you communicate and how you ask your candidates to respond.

Are you looking for outgoing and creative people who can adapt to uncertain situations? Ask them to share a video! Are you interested in tech talent that can appreciate a sense of humour? Use memes! Good talent sourcing requires social proof. Candidates need to know that you’ve done your homework and are interested in them as a human and not just a role to fill. But to know means to adapt to your market – not demand your market adapt to you! This roundtable features Vanessa Raath – The Talent Hunter. We’re going to talk about how to get creative with candidates in both your outreach and your expectations of their response to you – with a big focus on the use of video. A lot of us have gotten used to video communication over the last two years so we should definitely be using it more. Here are a few more things we covered:

• How to stand out as a company at scale while still conveying your personality as a brand
• How to use video to attract and communicate with candidates [make yourself stand out and see who else does the same in return]
• How to target individual candidates beyond automation [and get it right] – notice the two emojis after Vanessa’s name on social media? There’s a reason for that!

Thanks for the opportunity to join you Jobsync! Here is the link to the session.