{"id":999881692,"date":"2018-03-15T14:16:00","date_gmt":"2018-03-15T14:16:00","guid":{"rendered":"https:\/\/www.dice.com\/?p=305944806"},"modified":"2025-06-20T13:22:13","modified_gmt":"2025-06-20T19:22:13","slug":"7-tips-to-increase-your-tech-candidate-response-rates","status":"publish","type":"post","link":"https:\/\/www.dice.com\/hiring\/recruitment\/7-tips-to-increase-your-tech-candidate-response-rates","title":{"rendered":"7 Tips to Increase Your Tech Candidate Response Rates"},"content":{"rendered":"\n<p>If you\u2019re reaching out to tech candidates and not getting any response, well, not much positive is going to happen in terms of filling that necessary role. (Common sense, right?) How do you actually <em>get <\/em>a response?<\/p>\n\n\n\n<p>Here are a few approaches:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-don-t-be-cookie-cutter\"><strong>Don\u2019t be Cookie Cutter<\/strong><\/h3>\n\n\n\n<p>Yes, you should know this tip already; we realize it\u2019s a little bit generic. But here\u2019s the thing: candidate response rates across almost every major talent acquisition survey are still pretty low. (According to Dice&#8217;s Social Recruiting Survey, for example, only 29 percent of recruiters report getting a response rate greater than 50 percent, with elite recruiters\u2014a much smaller segment by definition\u2014<a href=\"https:\/\/labs.openviewpartners.com\/triple-your-candidate-response-rates\/\">getting somewhere around 65 percent or higher.<\/a>)<\/p>\n\n\n\n<p>And why are these numbers low? In large part, because recruiters are being too \u201ccookie-cutter.\u201d<\/p>\n\n\n\n<p>Among the reasons why tech pros don\u2019t respond to a recruiter\u2019s outreach, irrelevance is at the top. According to Dice\u2019s most recent Candidate Sentiment Survey, one in every three calls or emails from recruiters verges on irrelevant. Some 50 percent of tech pros reported that the number-one reason they don\u2019t reply is because the job doesn\u2019t match their interests. That\u2019s followed closely by the location not being a fit (47 percent), too busy\/bad timing (38 percent), message was generic\/not personalized (35 percent), and not looking to make a change (33 percent).<\/p>\n\n\n\n<p>In tech recruiting, the \u201cA Players\u201d (and even the \u201cB Players\u201d) are sought after big-time, and they get dozens of generic outreach messages all day long. You need to stand out. Get into that 65-percent-plus category enjoyed by elite recruiters. It takes time on your end, yes, but engaging top tech talent isn\u2019t a cut-and-paste job.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-mention-their-blog-or-anything-you-gain-from-social-but-reach-out-via-email\"><strong>Mention Their Blog or Anything You Gain from Social, but Reach Out via Email<\/strong><\/h3>\n\n\n\n<p>Stacy Zapar from The Talent Agency Tenfold told Dice back in 2016 that mentioning a specific post from a candidate\u2019s blog <a href=\"7-tips-for-boosting-your-candidate-response-rate\">shot her response rates up 100 percent<\/a>. In a nice little timesaving bonus, she used <a href=\"https:\/\/www.dice.com\/hiring\/post-jobs\">Dice Open Web<\/a> to get instant access to the candidate\u2019s full social media footprints.<\/p>\n\n\n\n<p>In short: personalize. As Gartner has noted, <a href=\"https:\/\/www.gartner.com\/smarterwithgartner\/walk-a-fine-line-with-personal-mobile-offers\/\">sales\/marketing teams that personalize outsell others by 20 percent<\/a>; the same principles apply in recruiting outreach.<\/p>\n\n\n\n<p>While social is key to helping personalize your approach, tech pros seem less enthusiastic about being contacted via platforms such as Facebook and Twitter. Dice&#8217;s Candidate Sentiment Survey showed that tech pros prefer these methods of communication:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Email for new job alerts, the first outreach, and to get more info\/follow-up.<\/li>\n\n\n\n<li>Phone to schedule and confirm interviews, as well as post-interview follow-up.<\/li>\n<\/ul>\n\n\n\n<p>When asked methods they never want recruiters to use, Facebook private message came first (64 percent), followed by Twitter (63 percent) and, at 48 percent, Chat (i.e. Google Hangouts, Skype, video chat).<\/p>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-use-the-candidate-s-name-frequently\"><strong>Use the Candidate\u2019s Name Frequently<\/strong><\/h3>\n\n\n\n<p>Use it in the intro\u2026 and please, please, <em>please <\/em>make sure you spell it right. Embed it in the body and close of your email, as well. Again, spell it correctly.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-don-t-paste-the-full-job-description-into-the-initial-communication\"><strong>Don\u2019t Paste the Full Job Description into the Initial Communication<\/strong><\/h3>\n\n\n\n<p>Very few people describe their grandparents\u2019 drama on the first date. So why would you post everything (even the potential warts of the job description) before you\u2019ve received a single response?<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-shift-how-you-think-about-response-strategically\"><strong>Shift How You Think About Response Strategically<\/strong><\/h3>\n\n\n\n<p>A lot of recruiters seem to think that the goal is to get someone in the door for an interview. That\u2019s the <em>goal<\/em>, yes. But the goal of initial communication is much simpler: the candidate needs to respond. Your goal is actually engagement, not the interview, which comes 3-4 steps later. What can you write\/say in the initial outreach to spark the conversation?<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-build-your-passive-pipeline\"><strong>Build Your Passive Pipeline<\/strong><\/h3>\n\n\n\n<p>We heard a story years ago that stuck with us. At one of the top technical recruiting firms in America, the No. 1 recruiter (in terms of revenue driven) was never filling open requisitions. She just didn\u2019t really work on them, but was generating tons of cash for the firm. Her colleagues wondered how it was possible.<\/p>\n\n\n\n<p>The answer? It was because she had built an amazing passive pipeline from events, cold outreach focusing on skill sets and not jobs open, responding to blogs, engaging on Twitter, etc. She could place a req essentially <em>before <\/em>it was even open. If you work on building the passive pipeline, you\u2019ll be contacting exactly the people you need and be able to tell them why. They\u2019ll respond.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-a-b-test\"><strong>A\/B Test<\/strong><\/h3>\n\n\n\n<p>How else are you going to see what approaches work unless you test different subject lines and bodies against each other? Most email marketing platforms will be able to set this up for you within a few clicks. Even if you don\u2019t use email marketing, you can still A\/B test email subject lines.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>An example of a bad subject line: \u201cThe perfect opportunity for you!\u201d (Seems generic, no name reference, etc.)<\/li>\n\n\n\n<li>A better one: \u201cYou\u2019re a whiz at database construction, and a high-growth company really needs those skills.\u201d<\/li>\n\n\n\n<li>Not as good: \u201cHigh-growth startup needs talent like you!\u201d (Generic)<\/li>\n\n\n\n<li>Better: \u201cSaw some of your work\/posts about \/r\/ and wanted to talk about a top team being built in your backyard.\u201d<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-bonus-tip-timing-matters\"><strong>Bonus Tip: Timing Matters<\/strong><\/h3>\n\n\n\n<p>Data actually indicates that <a href=\"https:\/\/labs.openviewpartners.com\/triple-your-candidate-response-rates\/#.WqZwQmaZN-U\">6 A.M. and 7-10 P.M. are the best times<\/a> for candidate outreach, with potentially more logical times such as 10 A.M. being pretty bad. (Think about it: 10 A.M. is probably when everyone else is doing it.) This also works psychologically: if they\u2019re dreading a day of work or just had a rough run on a project, they might be more open to considering something else and respond.<\/p>\n\n\n\n<p>Also, try to reach out on Tuesdays and Thursdays, when more than <a href=\"https:\/\/www.dice.com\/hiring\/recruitment\/7-steps-to-engage-passive-talent\">half of candidates on Dice are updating their profiles<\/a>. Since profile updates are a key indicator that candidates are on the job hunt, they\u2019ll likely welcome outreach from you.<\/p>\n\n\n\n<p>What other tips or concepts have you seen work at boosting a candidate response rate?<\/p>\n\n\n\n<p><em><strong>Ryan Leary<\/strong>  helps create the processes, ideas and innovation that drives RecruitingDaily. He\u2019s RecruitingDaily\u2019s in-house expert for anything related to sourcing, tools or technology. A lead generation and brand buzz building machine, he has built superior funnel systems for some of the industry\u2019s top HR Tech and Recruitment brands. He is a veteran of the online community and a partner at RecruitingDaily.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>If you\u2019re reaching out to tech candidates and not getting any response, well, not much positive is going to happen in terms of filling that necessary role. (Common sense, right?) How do you actually get a response? Here are a few approaches: Don\u2019t be Cookie Cutter Yes, you should know this tip already; we realize [&hellip;]<\/p>\n","protected":false},"author":132,"featured_media":305944806,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[2154],"class_list":["post-999881692","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-sourcing-candidates"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.5 (Yoast SEO v27.5) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>7 Tips to Improve Candidate Responses - Dice Hiring<\/title>\n<meta name=\"description\" content=\"If you\u2019re reaching out to tech candidates and not getting any response, well, not much positive is going to happen in terms of filling that necessary\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.dice.com\/hiring\/recruitment\/7-tips-to-increase-your-tech-candidate-response-rates\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"7 Tips to Increase Your Tech Candidate Response Rates\" \/>\n<meta property=\"og:description\" content=\"If you\u2019re reaching out to tech candidates and not getting any response, well, not much positive is going to happen in terms of filling that necessary\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.dice.com\/hiring\/recruitment\/7-tips-to-increase-your-tech-candidate-response-rates\" \/>\n<meta property=\"og:site_name\" content=\"Dice Hiring\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/dice\" \/>\n<meta property=\"article:published_time\" content=\"2018-03-15T14:16:00+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2025-06-20T19:22:13+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.dice.com\/hiring\/wp-content\/uploads\/2025\/02\/shutterstock_1022783401-3.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"2048\" \/>\n\t<meta property=\"og:image:height\" content=\"1643\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Dice Staff\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@Dicedotcom\" \/>\n<meta name=\"twitter:site\" content=\"@Dicedotcom\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Dice Staff\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"10 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/www.dice.com\\\/hiring\\\/recruitment\\\/7-tips-to-increase-your-tech-candidate-response-rates#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.dice.com\\\/hiring\\\/recruitment\\\/7-tips-to-increase-your-tech-candidate-response-rates\"},\"author\":{\"@type\":\"Person\",\"name\":\"Dice Guest\",\"url\":\"https:\\\/\\\/www.dice.com\\\/hiring\\\/authors\\\/dice-guest\"},\"headline\":\"7 Tips to Increase Your Tech Candidate Response Rates\",\"datePublished\":\"2018-03-15T14:16:00+00:00\",\"dateModified\":\"2025-06-20T19:22:13+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/www.dice.com\\\/hiring\\\/recruitment\\\/7-tips-to-increase-your-tech-candidate-response-rates\"},\"wordCount\":1080,\"commentCount\":0,\"publisher\":{\"@id\":\"https:\\\/\\\/www.dice.com\\\/hiring\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/www.dice.com\\\/hiring\\\/recruitment\\\/7-tips-to-increase-your-tech-candidate-response-rates#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/www.dice.com\\\/hiring\\\/wp-content\\\/uploads\\\/2025\\\/02\\\/shutterstock_1022783401-3.jpg.webp\",\"articleSection\":[\"Sourcing Candidates\"],\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\\\/\\\/www.dice.com\\\/hiring\\\/recruitment\\\/7-tips-to-increase-your-tech-candidate-response-rates#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/www.dice.com\\\/hiring\\\/recruitment\\\/7-tips-to-increase-your-tech-candidate-response-rates\",\"url\":\"https:\\\/\\\/www.dice.com\\\/hiring\\\/recruitment\\\/7-tips-to-increase-your-tech-candidate-response-rates\",\"name\":\"7 Tips to Improve Candidate Responses - 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