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How to Personalize your Recruiting Process


How to Personalize your Recruiting Process

A few weeks ago, I talked about the importance of employer branding and shared a few tips for crafting a better employer brand in order to attract top talent. Today, I’m applying that same theme to another common recruiting challenge: how do you personalize your recruiting process?

Whether you’re still searching for the perfect candidate or think you already found them, how are you going to convince them this is the perfect position? Something as simple as making a personal connection with a candidate can make a world of difference and give them a taste of WHO the company is because you, the recruiter, are their first point of contact. Personalization could encourage them to apply or even encourage them to accept the job.

If you’re interested in learning how to personalize your recruiting process, start by finding the time. While time is not easy to find, it’s important when trying to make personal connections.

Why does Personalization Matter?

Due to the widespread use of social media for recruitment, recruiters have learned to think like marketers in order to track down talent and recruit the best candidates. According to a marketing study by CMO, personalization is rated the most important marketing capability by one-third of the marketers surveyed. If you’re already thinking like a marketer, remember the importance of personalization to brand relationships. People care about brands (and jobs) that care about them.

One small study pointed out that impersonal and “somewhat personal” recruitment letters received a similar number of acceptances, but very personalized letters received significantly higher responses. Although you should be taking the time to personalize emails with a name, you won’t see a true difference in response rates until you really take the time to research candidates and write well-thought emails discussing their personal history.

How to Personalize your Recruiting Process

Consider these four tips for personalizing your recruiting process and prepare to see an increase in your candidate response rates and number of applications.

1. Customized Emails - Technology has gratefully enabled us to send mass emails, saving us time and making the process more efficient. Unfortunately, as cited above, those wonderfully efficient emails are keeping great talent at a distance, especially when you’re attempting to recruit passive candidates who won’t be persuaded by an impersonal email regarding a position they weren’t actually looking for. Take steps to personalize emails and make an even more personal connection by typing at least a small paragraph about the person’s history – something that shouldn’t work in a “plug and play” template.

2. Job Descriptions - You might be thinking, How am I supposed to personalize a job description? In this case, it’s just about being detailed. If you want to encourage job seekers to apply, make sure the description is straight-forward but still has enough detail to give the job seekers an idea of what the job truly entails. Vague job descriptions are less likely to yield great applicants. Get even more personal with video! According to ERE Media, videos are a powerful tool to use in job descriptions, employer branding messaging and employee profiles. Not only do they create a more personal message but they allow applicants to see the excitement and the work environment.

3. Increased Communication - It’s not enough anymore to just schedule an interview and move on or to let applicants accept that lack of communication means they didn’t get the job. In order to make a candidate’s experience better and develop a relationship, you must reach out to them throughout the hiring process, which also means letting them know if they’re out of the running after an interview. Unsurprisingly, 94% of applicants want to receive feedback after an interview, whether it’s by email or phone. Simply calling them with an update can make them feel more at ease and keep the process personal, hopefully encouraging them to apply for future job openings.

4. Video Interviews - Connecting with applicants long-distance doesn’t have to hinder communication. Keep it personal with a live virtual interview using a professional video interview software, and talk to candidates as if they’re in the room with you. On the other hand, you can request a larger number of applicants to submit recorded video interviews, which still keeps the process personal for both you and the candidate recording the video.


Holly Wade is the Marketing Manager at GreenJobInterview. She comes from the technology world with a background in marketing and public relations, where she specialized in content management, brand development and social media. Connect with Holly via LinkedIn: