When you post a job, suddenly you have to handle cold emails from recruiters—57 emails from random people pitching candidates and services. This raises the question: Are these unsolicited messages worth your time?
Recruiters from various agencies will inevitably reach out, especially if your company is hiring for a role that’s in high demand. However, deciding which cold emails are worth pursuing can be challenging. This guide provides actionable steps to help you handle cold emails from recruiters.
1. Is the Candidate Actually Interested?
One of the most common challenges is figuring out whether the candidate is genuinely interested in your job or if their resume is simply being sent out to multiple companies without their knowledge. According to Forbes, 62% of job candidates never hear back from employers after applying, which highlights the need to determine genuine interest early in the process.
To filter out candidates who aren’t genuinely interested, consider asking the recruiter:
- Has the candidate expressed direct interest in your position?
- Is the candidate familiar with your company and the location?
- Are they seeking full-time, part-time, or seasonal work?
Statistics show that 61% of hiring managers prefer candidates who demonstrate a clear understanding of the role they are applying for CareerBuilder, 2023. Knowing whether the candidate is aware of your role and motivated to apply is critical before investing time in the hiring process.
2. Is the Candidate a Good Fit: The most Critical Question to Handle Cold Emails from Recruiters
Even if the candidate shows interest, the next step is determining whether they are qualified and match your requirements. It’s essential to look beyond the recruiter’s pitch and evaluate key aspects such as salary expectations, skills, and relevant experience. Don’t forget to get the answer to this crucial question as you want to handle cold emails from recruiters.
Did you know? Research from Glassdoor shows that the average cost-per-hire is $4,000 and can take up to 52 days to fill an open position (Glassdoor, 2023). Ensuring a strong match between the candidate and the role helps avoid delays and additional costs.
To assess fit, consider:
- Salary Expectations: Does their expected compensation fit within your budget?
- Availability: Can they start when you need them, or will their notice period cause delays?
- Skills and Experience: Are their qualifications relevant to the challenges and responsibilities your role requires?
Using Discovered’s Candidate Scorecards, you can rate and compare candidates on a structured scale, reducing bias and ensuring you’re focusing on those who align with your needs.
3. The Time vs. Reward Equation
Engaging a recruiter often comes with a significant fee. Balancing the potential reward of finding a great candidate against the cost of working with recruiters is crucial as you try to handle cold emails from recruiters.
For promising candidates, consider:
- Start with a brief screening call: A 10-minute call with the recruiter to ensure the candidate’s genuine interest and fit.
- Conduct a quick phone interview: If the candidate still seems suitable, schedule a short phone interview.
- Check references: Always confirm their past work performance before proceeding.
Using Discovered’s Automated Interview Scheduling can significantly streamline this process. It allows for quick, efficient scheduling without unnecessary back-and-forth, ensuring you don’t waste time.
4. Due Diligence When Hiring Through Recruiters
One of the risks of hiring through a recruiter is investing in a candidate who may not work out, despite the hefty fees. Recruiters often provide guarantees, but enforcing these can be difficult and time-consuming.
To mitigate this risk:
- Negotiate terms: Ensure flexible terms, especially for temporary or contract hires.
- Clarify guarantees: Understand the recruiter’s refund policy or replacement guarantee.
- Apply your vetting processes: Even when a recruiter is involved, use your internal tools, such as Discovered’s Candidate Scorecards for unbiased candidate evaluation.
Applying your vetting process, even after engaging a recruiter, helps to ensure the candidate meets your company’s standards and minimizes the chances of a costly hiring mistake.
Conclusion
Handling cold outreach from recruiters can be daunting, but with the right approach, it doesn’t have to be a waste of time. By focusing on candidates who are genuinely interested, evaluating their fit carefully, and balancing the time vs. reward equation, you can make more informed decisions.
Leverage Discovered’s Applicant Tracking System (ATS) to manage these candidates more effectively, ensuring you only spend time on those who meet your criteria. The key is in careful vetting, managing recruiter relationships, and always keeping your company’s needs front and center.
Hiring the right candidate is crucial, but handling recruiter emails wisely can help you avoid common pitfalls and improve the overall efficiency of your hiring process. The steps described above are significant for you to handle cold emails from recruiters.
