Recruit CRM

Recruit CRM builds cloud-based software for the Global Recruitment & Staffing Industry. We are on a mission to help recruitment firms grow faster with cutting edge technology. Recruit CRM helps recruiters do everything from sourcing candidates on LinkedIn, sending emails, setting up interviews, reminders, collecting updated CVs & even collecting feedback from clients. We have customers in more than 75 countries across every continent on the planet & take great pride in being the highest-rated product in our category. Visit recruitcrm.io for more details.

[recruitcrm]

Good things don't take their own sweet time (sometimes).

[recruitcrm]

Recruiters don’t follow up repeatedly because they enjoy sending reminders.

They do it because one delayed reply can slow down:

interview scheduling

offer approvals

hiring manager feedback

candidate updates

the entire hiring timeline

Recruiters who consistently close roles aren’t being “pushy.” They’re preventing delays before strong candidates lose interest or accept another offer.

A simple habit that helps: Instead of sending “Just following up…”

Try: “Sharing this again because we’re finalizing interviews by Thursday.”

Specific context gets more responses than generic nudges.

And candidates, if you’re no longer interested, saying “I’m passing on this opportunity” helps more than silence.

Clear communication makes hiring faster for everyone involved.

[recruitcrm]

Sourcing is just stalking with a paycheck.

[recruitcrm]

Cool. Cool cool cool. So what were we looking for again?

[recruitcrm]

It's not overheating, it's grieving.

[recruitcrm]

Recruiters don’t follow up repeatedly because they enjoy sending reminders.

They do it because one delayed reply can slow down:

interview scheduling

offer approvals

hiring manager feedback

candidate updates

the entire hiring timeline

Recruiters who consistently close roles aren’t being “pushy.” They’re preventing delays before strong candidates lose interest or accept another offer.

A simple habit that helps: Instead of sending “Just following up…”

Try: “Sharing this again because we’re finalizing interviews by Thursday.”

Specific context gets more responses than generic nudges.

And candidates, if you’re no longer interested, saying “I’m passing on this opportunity” helps more than silence.

Clear communication makes hiring faster for everyone involved.

[recruitcrm]

Cool. Cool cool cool. So what were we looking for again?

[recruitcrm]

Recruiters, stay strong out there. 🫂

[recruitcrm]

It's not overheating, it's grieving.

[recruitcrm]

No one talks about the specific pain of a candidate acing every round, only to have the client say, "We've decided to put the role on hold."

[recruitcrm]

Cries internally while refreshing the inbox for the 12th time. 😭

[recruitcrm]

Sourcing is just stalking with a paycheck.

[recruitcrm]

Here's a follow-up message most recruiters send after a candidate's no-show:

"Hi [Name], We missed you at today's interview. Please let us know if you'd like to reschedule."

Looks polite. But it almost never gets a reply.

What's happening here?

▶️ No acknowledgment. The candidate knows they missed it. Stating it without context feels like a nudge, not a conversation. ▶️ No easy out, people ghost because responding feels awkward. This message makes it more awkward, not less. ▶️ No warmth. The tone is transactional. There's nothing here that makes the candidate want to re-engage. ▶️ No door left open. "Let us know" puts all the effort on them. Most won't bother.

Now compare that to a message that acknowledges the miss without making it a big deal, keeps the tone human, and gives the candidate one simple next step.

The difference in re-engagement isn't subtle.

Take a minute and rewrite this message. What would you change?

[recruitcrm]

Candidate: "I'm not motivated by money." Also candidate: Counters the offer for more money. Respect, honestly.

[recruitcrm]

Mastering the art of looking engaged. 👍

[recruitcrm]

Replying late but adding ‘thanks for your patience’ like they had a choice. 😶‍🌫️

[recruitcrm]

Job descriptions rarely get written with candidates in mind.

They’re written to get internal sign-off.

So you end up with buzzwords, vague responsibilities, and a requirements list no one really believes.

Top candidates don’t stick around for that.

They scan, lose interest, and move on.

Fix this before you hit publish: • Start with what the role actually looks like in the first 90 days • Cut requirements that aren’t deal-breakers • Be clear about compensation • Write like you’re explaining it to a smart person, not documenting a process.

The kind of applicants you get usually mirrors the clarity of your job post.

If the role matters, the way you describe it should too.