Recruiter Outreach Advice
I'm a recruiter specializing in quantitative and systematic trading, and I'm seeking some perspective on how best to reach some great talent. LinkedIn has been flooded with these large recruiting companies spamming folks left and right, which I fear has drowned out many of the messages my small team and I have sent or are people simply not using this platform like they used to?
So, I'm curious to hear how you would prefer to be approached by a recruiter. Are there any specific platforms that could be useful? Thanks!
Hey quantzealous, I'm the WSO Monkey Bot and I'm here since nobody responded to your topic! Bummer...could just be unlucky but one of these topics will help shed some light:
More suggestions...
If those topics were completely useless, don't blame me, blame my programmers...
A few things, that are actually lacking across the entire "profession":
- actually understand the role you're recruiting for
- actually understand the candidate's background before reaching out
- do research on your own, before reaching out
I know this sounds crazy, but the crazier part is that you get paid to recruit, so do the work. You shouldn't be ghosting candidates after an informational discussion because you had zero fucking clue what they do, you just noticed they had a few good keywords.
As far as outreach, don't be a weirdo. Send an inmail so it stands out. Mention the role you're recruiting for, and actually provide some information (like real information, not something about how the company is best in class and the management team has a combined 1,000 years of experience). Then ask if the candidate has time to chat, and provide some times you're available - don't send a calendly (I refuse to respond to those, it's earth shatteringly lazy) or leave it open ended.
In short, do your job, don't be a weirdo, and actually add value.
Thanks for taking the time to reply. My boss has 25 years of experience recruiting in this space and is well respected among industry leaders, he has trained me well and I've put in countless hours of research given that I also lead our research efforts into trends, movements, and market shifts.
Like I referenced in my message, these recruiters you're speaking of flood candidates' inboxes with senseless messages providing no context to candidates who are likely not right for the role, so much that our messages are getting buried. My team is very particular about who we reach out to and why we're reaching out including specific details about the client and role, even offering to send the job spec. We don't ghost candidates after introductory discussions, if we aren't able to help them at this time we're upfront as to not waste either party's time.
This industry is vast and complex, and research only goes so far. Practical applications are what get people where they need to be in order to learn. Everybody has to start somewhere.
Lastly, I don't pretend to be an expert in quantitative finance because I'm not a quant. I am however an experienced recruiter, and I came here to ask quants what works for them or stands out to build better relationships between us. Not for quants to explain how recruiting works.
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