Hishem Azzouz shares how recruiters can actually reach candidates. Send an email or in-mail first so they recognize your name when you call. Use persistence and timing, especially in small talent pools. A bit of cheekiness helps you find reasons to call back.
Chapters
We start with an in-mail or an email. So then you're, you know, recognisable. And at least if you cold call and say, Gareth, and it's like, oh, the guy that messaged you on LinkedIn or whatever, and you've kind of got that icebreaker. So you're not just getting hung up on or being told that they're in a meeting. I mean, some people can say no. And I remember once a placement in Germany. I mean, he said, no, no, no, no. And he just, and then one day he just looked at my LinkedIn and I think this was after 3 months and I picked up the phone and he's like, Gareth. And I was like, yeah. And then he was like, we made the placement. So it's like also having that tenacity to, to know when you found the right person, that timing is everything, especially if the market pool is small. It's having the cheekiness to you, I'm able just to, just to find a reason to call them and just say, look, you know, hear me out.