Human Behavioral Recruiting Methods – Part I


The human mind and the way we perceive information is a HUGE aspect when recruiting talent. When contacting possible candidates who are already employed, emailing them, calling them at work, etc…..the way we construct our terminology is vital.

In this series, we’ll be discussing how to close candidates via email, calling them at work, texting, LinkedIn, cold calling, and many other ways. For the first part of the series, we will be breaking down human behavior and perception in recruiting as a whole, with the following editions covering specific ways to do so.

One of the most popular words used in emails to possible candidates is “opportunity” and it’s also the one word that I personally like to heavily stay away from. You see, the term “opportunity” has a question mark attached to it. Whenever I get an email talking about an “opportunity”, I immediately think that something might be fishy, even if it’s not. Red flags go up and we don’t want that. We want these candidates so intrigued about what we’re emailing them, they HAVE to write/call/text back! That’s the bottom line. I prefer to use what I call vague intrigue, which is intriguing the heck out of the candidate with just a little bit of enticing information on the front end, then saving all of my other information for the back end when we personally speak. If you lay it out all on the line from the get go, we lose control and again…….that’s something we don’t want.

Talent Magnet

You have to remember, these are people who are getting a phone call, email, or text from a complete stranger. Why should they trust us? Even if the job we have to offer is an out of this world “opportunity”, the possible candidate on the receiving end will have their guard up at first, which is our personal duty to lower from the get-go.

It’s all about terminology, the way we phrase everything. When talking to a passive candidate, we aren’t setting up an “interview”, we’re setting up a “meeting”. It’s not a phone screen or phone interview either, we are simply “discussing everything in more detail”, simple as that. Doing that, the pressure is off and it’s a laid back conversation and one that has a MUCH higher candidate closing rate attached. We’re still walking them through the interview process, simply using different keywords when describing our objective at hand.

With all of this in mind and the examples given, Part II on Thursday will be breaking down human behavior and the art of the email. If you want a better return rate across the board, you are going to want to read Part II on Thursday.

Perception is the key here, so never forget that. The human mind has a very specific way in processing information and that will be our key to success in closing candidates at a very, very high rate.

Happy Hunting!


2 thoughts on “Human Behavioral Recruiting Methods – Part I

    • For the subject line on LinkedIn, I simply put, “Hi Jessica,” or if it’s from a job board, I put, “Interview Request.” Then I mention briefly in the email how we have an opening in (insert market) for a (insert job) here at (insert company) and I’d love to set up some time to talk for a laid back, no pressure conversation. Then I do my quick wrap up after that. Brief, informative, and full of intrigue that makes them want to find out more!

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