"There are still nearly two jobs for every unemployed person in America."
That’s not a hopeful stat; it’s a wake-up call.
Despite layoffs in tech and finance, recruiting hasn’t gotten easier. Candidates are more discerning. They ghost more. They’re swimming in recruiter messages. Which means: the old tricks don’t cut it anymore.
If you're tired of your emails vanishing into the void, these seven practical strategies will help you stand out, get replies, and build stronger connections with candidates. No gimmicks. No silver bullets. Just smart tactics that today’s best recruiters are already using.
1. Stop Fishing in the Same Pond
LinkedIn is great. So is Indeed. But everyone’s already there. The competition is nuts, and the talent pool gets tapped out fast.
Instead, think bigger. Niche job boards, Slack groups, alumni networks, even platforms like TikTok and Instagram can introduce you to candidates no one else is talking to yet. TikTok has more than a billion users and folks are spending 95 minutes a day on the app. LinkedIn is just 17 minutes per month.
2. Write Like a Human, Don't use a Template
People can spot a copy-paste message a mile away. And they’ll ignore it just as fast.
If you want replies, personalize your outreach. Mention a candidate’s latest project, shared background, or a specific skill from their profile. Keep it short. Keep it real. One message that shows you did your homework beats 50 generic In-Mails.
Pro tip: You don’t need to write a novel. Just a sentence or two of genuine details can dramatically increase your response rate.
3. Use Video. Yes, Even Early On
Phone screens are fine, but they don’t give you the full picture.
A quick video call, even a recorded intro, helps you get a feel for a candidate’s communication style, enthusiasm, and presence. For roles that require client interaction or remote work, this early insight is gold.
You don’t need to over-engineer it. A casual Loom recording or Zoom check-in works great. It makes you more memorable, too.
4. Automate the Busy Work, But Not the Relationship
Recruiters are juggling dozens of candidates. Automation keeps you from dropping the ball.
Set up smart follow-ups, interview scheduling tools, and email sequences. Let a chatbot handle first-round FAQs. The goal is to clear your plate so you can spend more time building actual relationships—not chasing calendar links or resending job descriptions.
Just don’t over-automate. Candidates can smell a bot a mile away. Use automation to assist, not replace, the human connection.
5. Don’t Just Track, Actually Manage Talent
Applicant Tracking Systems (ATS) are table stakes. What you really need is a Talent Relationship Management (TRM) platform.
A TRM helps you build long-term pipelines, run targeted outreach, and engage passive talent before they’re even looking. Bonus: you can segment candidates by role type, source, or interest—and trigger smart campaigns that bring them back when the timing’s right.
Think CRM, but for hiring. If you want to stay top of mind with A+ talent, this is how you do it.
6. Texting Works; Use It Wisely
More than half of candidates say they prefer texts to emails or phone calls when it comes to job communication. And no surprise, SMS open rates sit around 98%, compared to email’s 20%.
Use texting for fast follow-ups, reminders, and real-time scheduling. Just don’t blast messages like it’s a sales campaign. Keep it conversational and candidate-first. This is a two-way street.
7. Follow Up Like It’s Your Job (Because It Is)
No response doesn’t always mean no interest. People get busy. Messages get buried.
A thoughtful follow-up, a week or two later, can reignite the conversation. Reframe the opportunity. Share something new. Ask a different question. The key? Add value, don’t just repeat your first message.
And always include a clear, low-friction next step—whether it’s booking a quick call or just replying with interest.
Keep it Simple :)
If you're serious about building a better hiring engine, these strategies aren’t just hacks, they’re habits. Talent is out there. But the recruiters who connect with it? They’re the ones doing the little things differently, consistently, and with empathy.
Make it personal. Be where your candidates are. And use tech to make the human side of recruiting stronger, not weaker.