At my last job in corporate America, I was a technical copywriter for a global recruiting firm. I sat on a team that specialized in employer brand. Our job was to do a lot of listening and then translate that into digital content that we could give teams to help them improve as recruiters.

I thought it was so cool. I was working with some of the biggest brands in the world. The kind I wouldn’t dare name here. But one of them was a swoosh, if you know what I mean.

What was surprising to me is that in working with recruiting teams around the world in companies with some of the biggest recruiting budgets I have ever seen, not one had a copywriter.

I don’t just think copywriting is important because that’s what I do. It’s important because in the hiring equation, it’s one of the very few things anyone that’s hiring can control.

You can’t control the economy and the fear it inspires. You can’t control that this person doesn’t want to change jobs because their kid graduates high school this year. You can’t control that the job is in person instead of remote only.

But you can control 1 thing to improve as a recruiter: how you ask. How you speak to people. How you describe the work.

Improve As A Recruiter By Improving Your Writing

I know many recruiters “hate to write” but I have a newsflash for you: if you know what to say, you know how to write. You just think what you say isn’t good enough to be written down.

That’s just not true.

Here are 5 simple ways you can improve as a recruiter by improving your writing.

1. Want to make your writing sound more human? Stop thinking so hard. Use voice to text to capture what you say, then edit that for grammar and any weird things the voice to text thought it heard you say.
2. Not sure how to communicate a complicated topic in a blog or email? This seems simple, but don’t forget your high school English lessons. Make an outline first. Highlight key points, then create the more in-depth version.
3. If no one is searching for a topic, it doesn’t matter what marketing blog you shared. This one goes for job postings and job titles, too. Use Google to find comparisons and Google Trends to find out which topics get searched the most. Watch this for a quick how to.
4. Always have a specific call to action. Every great marketer knows you need a specific call to action with every single offer. Sometimes we ask open ended questions that are too open ended. Get specific. For example, in outreach emails, tell them what time you want to talk. Show them an alternative. You can create paths that drive the action you want.
5. Learn how to write a job post. I know, you’ve heard me say this before, but look – if you can describe the work in a call? You can write a job post that will make the right person apply in the first place. Use the free ebook to get started.

We can’t control a lot when it comes to candidate communication, but we can adjust how we ask to drive better results. Try these adjustments to create better content that drives the responses you need to save time in the hiring process. 

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