Although a recruitment process is largely based on interpersonal exchanges (telephone interview, series of face-to-face interviews, etc.), written communication is also important and special care must be taken. To be convinced of this, just think that it is in writing that a recruitment process begins (the application letter, the CV, the job description) but also that it ends (the employment contract).
By definition, the writings remain, so it is easy to leave a good impression but just as easy to commit negligence that the recruiter can highlight in case of hesitation.
Here is a list of the different types of writing that can be found in a recruitment process and the best practices to apply to them:
The application email
This is often the first contact between you and the recruiter. This first impression you leave should match the image you want to project. So it is surprising to observe the number of emails with several errors. In addition to the fact that these mistakes directly call into question your language skills, they also give an overall impression of carelessness, lack of seriousness and lack of motivation.
It is also important to be clear in the subject line of your email, to explain the position for which you are applying (by indicating the exact title of the position rather than providing only a numerical reference). If you choose not to include your motivational elements in the body of the email, a minimum of content is required (such as: “Hello,... please find it attached... best regards”).
Indeed, there is nothing worse than an email that arrives without subject and without content, with only the CV attached (which happens more frequently than one might think). Finally, it may be a good idea to adapt the tone of your email to the type of position in question.
The CV and the cover letter
We will devote a post to them but keep in mind that clarity, readability and relevance of the content must be the key words. Remember that the resume is still the number 1 tool in terms of selection, so it must be flawless.
The thank you email
Too often overlooked, it can nevertheless prove to be an effective weapon. At worst it will leave a pleasant impression, at best it may make the small difference between you and a candidate with a similar profile. To be written quickly after the interview (48 hours maximum), it allows you to recall your motivation and your strengths, it also allows you to clarify points and to continue the dialogue with the recruiter.
Related documents
After the interview, you realize that it could be interesting for the recruiter to know elements that complement your application. Do not hesitate to send them, but only if it is relevant: for example a list of projects you have worked on or a reference list. If the recruiter asked you for these documents, try to be as responsive as possible, this will demonstrate your motivation and you will avoid being left behind by other candidates.
Follow-up emails
You have gone through several stages and you have not heard any news for some time? Feel free to send a follow-up email to the recruiter. Depending on the case, this type of email can be an interesting alternative to a phone call because it gives the recruiter time to take stock and if it is a consultant to get information from his client.
Attention, just because you think you are very well positioned in the process does not mean that you should relax and forget all the rules mentioned above (spelling, clarity, politeness). On the contrary, it is time to show once again that you are the ideal candidate.
