With the ever-increasing demand for top tier talent, job seekers’ inboxes are bombarded with messages from recruiters every day. As a recruiter, how do you craft a compelling message that potential candidates respond to? What will result in a reply instead of a banishment to the spam folder?

Follow these tips to improve your chances of getting responses from potential candidates:

In today’s world, most everyone is stepping into their careers with a college degree and the best experiences in internships, special projects, and volunteer work. So, it can be difficult for companies to attract and eventually hire the hardest working and most talented candidates. These days, rather than everyone else scrambling for one job at a top company, top companies are scrambling to bring in top talent.

Employer Branding and Recruitment Marketing are no longer just a term being thrown around among HR professionals. The ideas of Employer Branding and Recruitment Marketing are now essential conversations in the creation of recruitment strategies and companies ranging from high-level corporations to local start-ups are all getting in on the action.

But what do these terms mean?

Why Diversity in The Workforce Fuels Growth

At a young age, we all embraced an unlikely iconic duo of a bird and a snuffleupagus without questioning their collaboration. Elmo’s age and species are up for debate, but his contribution to our emotional development as human beings would be hard to dispute. We idolized an entire street of monsters and grouches and adults and kids that lived in harmony, and maybe some of us begged our parents to move there.

When you peek your head up from your cubicle/out your office door (now that we’ve all (allegedly) grown up)—what cast of characters do you see? Do you a heterogeneous mix of backgrounds, races, ages, and monsters? Or is everybody just like you?

The trend of hiring people who are a good “cultural fit” gave us a bunch of people who were exactly like us, who liked the same things, and knew the same things, and believed the same things. If we all agree, where is the room for growth in the organization?

Replacing employees is expensive.  The 2017 retention report says that it costs about $15,000 to replace an employee making $45,000.

To save on high costs, energy and resources, your team needs a talent pipeline.

A talent pipeline is a group of professionals who are ready to fill future positions that your company will need. It requires the act of switching from passive recruitment to active recruitment. Meaning, instead of waiting until an employee gives their two weeks, you are consistently in the recruitment process.

Talent pipelines are important to have in place to fill hard-to-replace positions like upper management or jobs, like sales, that have high turnover rates.

You can start by steadily planning the future structure of the company and building a network of professional relationships. Be strategic and follow these 5 talent pipeline recommendations.

When hiring a new employee, there’s always the risk that they aren’t as good of a fit as you thought. Someone confident and charming who seems great on paper might not actually have applicable skills they need for the position.

Someone’s ability to successfully complete an interview may not reflect their ability to do their job. A successful interviewee might just be more personable or do better under pressure. That’s great for sales or customer facing jobs, but probably doesn’t apply to how well someone can do in a technical or creative position.

If you want to hire someone who is actually good for the job, you need to ask the right questions. Take into consideration these interviewing techniques to find someone who will be a good fit beyond the interview.

Mental health affects 1 in 5 United States adults and is a leading cause of disability in the workplace. That’s 46.6 million people.

The World Health Organization estimates that mental health related disorders cost the global economy $1 trillion in productivity every year. Mental health presenteeism, which is workers who attend work but are mentally unable to work, costs 3x as much as mental health absenteeism. Not only is there a direct impact on productivity and profits, but a negative effect on office culture and the health of your employees.

Hiring the right candidate for a position is an incredibly important decision for any company. Candidates are potential employees, employees mean productivity, and productivity means money and success for the company. Therefore, time and diligence should be invested in the hiring process.

One great tip to plan out your interviews is to first determine exactly what you are looking for: what tasks will the potential candidate need to accomplish within the first year? This not only makes it ultra-clear to you what exactly the job entails and what characteristics a candidate needs to possess, but it also creates a bigger, long-term picture of the goals of the company and where you see the candidate standing in that picture.