Candidate Relationship Management

I was Wrong about Influence. Early in my career, I believed influence in a decision-making meeting was the direct outcome of a strong artifact presented and the ensuing discussion. However, with more leadership experience, I have come to realize that while these are important, there is something far more important at play. Influence, for a given decision, largely happens outside of and before decision-making meetings. Here's my 3 step approach you can follow to maximize your influence: (#3 is often missed yet most important) 1. Obsess over Knowing your Audience Why: Understanding your audience in-depth allows you to tailor your communication, approach and positioning. How: ↳ Research their backgrounds, how they think, what their goals are etc. ↳ Attend other meetings where they are present to learn about their priorities, how they think and what questions they ask. Take note of the topics that energize them or cause concern. ↳ Engage with others who frequently interact with them to gain additional insights. Ask about their preferences, hot buttons, and any subtle cues that could be useful in understanding their perspective. 2. Tailor your Communication Why: This ensures that your message is not just heard but also understood and valued. How: ↳ Seek inspiration from existing artifacts and pickup queues on terminologies, context and background on the give topic. ↳ Reflect on their goals and priorities, and integrate these elements into your communication. For instance, if they prioritize efficiency, highlight how your proposal enhances productivity. ↳Ask yourself "So what?" or "Why should they care" as a litmus test for relatability of your proposal. 3. Pre-socialize for support Why: It allows you to refine your approach, address potential objections, and build a coalition of support (ahead of and during the meeting). How: ↳ Schedule informal discussions or small group meetings with key stakeholders or their team members to discuss your idea(s). A casual coffee or a brief virtual call can be effective. Lead with curiosity vs. an intent to respond. ↳ Ask targeted questions to gather feedback and gauge reactions to your ideas. Examples: What are your initial thoughts on this draft proposal? What challenges do you foresee with this approach? How does this align with our current priorities? ↳ Acknowledge, incorporate and highlight the insights from these pre-meetings into the main meeting, treating them as an integral part of the decision-making process. What would you add? PS: BONUS - Following these steps also expands your understanding of the business and your internal network - both of which make you more effective. --- Follow me, tap the (🔔) Omar Halabieh for daily Leadership and Career posts.

Hot take: your "personalized" recruiting emails aren't actually personal. We just analyzed millions of outreach messages and confirmed what I've suspected for years: adding "{First_Name}" and "I see you worked at {Company}" is basically the same as sending a completely generic template. The data doesn't lie. "Somewhat personalized" messages get virtually identical reply rates as non-personalized ones.  But highly personalized messages? 73% engagement rate (shocking absolutely no one who understands how humans work). Here's the thing — top talent (especially in tech) gets bombarded with dozens of these "personalized" messages weekly. They can spot the mail-merge fields from a mile away. Real personalization means: — Referencing specific projects they've built, not just companies they've worked for — Connecting their unique experience to the actual problems your team is solving — Showing you've done more than 30 seconds of LinkedIn scanning Yes, this takes more time. That's the point. Everyone else is optimizing for speed and volume because it's easier to measure. We're optimizing for signal-to-noise ratio because it actually works. For our customers recruiting for senior engineering or leadership roles, this isn't optional — it's the price of admission. I loved what Olivia from Roblox shared: she actually sits with engineers to understand the day-to-day reality of their work, then puts those insights directly into her outreach. Not some generic "we have free snacks and WFH Wednesdays" pitch. The market has spoken. You can either be part of the noise, or you can be the signal. Your choice. (And yes, we built tools in Gem to make this level of personalization more scalable. But no tool replaces actually caring about who you're reaching out to.)

Over 20 years of running companies, I’ve seen three traits that consistently separate the top salespeople: volume of activity, personalized outreach, and delivering value in every interaction. In a world of AI and automation, these things are more important than ever. Volume of activity There is a strong correlation between the number of calls, emails, and LinkedIn messages a salesperson sends and the number of meetings they book. That was true 20 years ago and it’s true today. At my first company, we didn’t have dialers. Reps manually punched in every number, I know… old school. One rep asked for a headset so he could move faster. He instantly doubled his daily dials and exceeded every goal we set. Today, there are more channels, more tools and more noise than ever, but the best reps know how to leverage automation to consistently execute a high volume of activities against the right accounts. Personalized outreach This is important because just pure volume isn't going to do it. You need to have strong personalization to your outreach to get people's attention because so much is being written by AI, is templated, etc. The best reps do real research on their prospects and use it to tailor their message. This might include referencing a shared connection, a recent announcement, or even a personal interest (I’ve seen reps find crazy stuff about prospects with some basic internet stalking). One of the best outreaches I ever received came from a rep at a bank who had been trying to get my attention. He sent a package with a framed New York Times article I was featured in, along with a handwritten note about why it resonated with him. He showed me I wasn’t just a name on a list. I had to take the meeting. Value in every interaction High activity and personalization go a long way, but the best reps consistently bring value to every conversation. That might mean sharing relevant trends, customer stories, or internal research. Most reps forget that even if they’ve never done the job their prospect does, they speak to more people in that role than most practitioners ever do. Sometimes it means connecting prospects with people or ideas they wouldn’t otherwise access, like the rep’s CEO or a high-profile customer. One of my top reps had a gift for becoming a kind of therapist. She would listen closely, reflect what she was hearing, and share examples of others facing similar challenges. It helped prospects feel understood. But all of it has to tie back to the value your company and product can deliver. When reps get this right, prospects actually look forward to their calls. The most interesting thing is that I have been saying this for many years to every rep I work with and only a very small portion will actually do these things. The truth is that none of this is easy. It takes time, effort, and discipline. But these are the three things that set the best apart.

The landscape of talent acquisition is undergoing a seismic shift. Gone are the days of traditional hiring practices; today, cutting-edge technologies are enabling us to attract, assess, and onboard talent in powerful new ways. Imagine harnessing AI-driven recruitment tools that don’t just identify top talent but can predict cultural fit and long-term success. Or a world where VR allows candidates to experience your company’s work environment before they even step in. And let’s not forget blockchain technology, ensuring transparency and trust every step of the way. Virtual Reality (VR) is changing the way candidates connect with companies. Instead of simply reading about a company’s values or culture, candidates can now step into a fully immersive, virtual work environment. Imagine a VR experience where a candidate could "sit in" on a virtual team meeting, get a feel for collaboration styles, or explore company projects—before even accepting an offer! This firsthand exposure to daily dynamics enables candidates to assess if the environment matches their values and work style, ultimately enhancing retention and cultural alignment. AI-driven tools go one step further by analyzing candidate experiences, skillsets, and alignment with company values. For example, AI can consider experiences like volunteer work or leadership in diverse settings, ensuring that candidates who bring unique perspectives and commitment to inclusion are recognized and valued, advancing diversity and inclusion across the company. It’s important to adopt these tools in ways that align with transparency, inclusivity, and employee empowerment—not as rigid or restrictive measures. These aren’t just futuristic ideas—they’re here, actively reshaping the way we attract and retain talent. As HR leaders, adopting these innovations can help us create more engaging, inclusive, and empowering experiences for candidates. Let’s reimagine the hiring process for a new era, together!

How many times have you logged on to Linkedin and found yet another email that starts with: "Hey [First Name]," followed by a generic pitch that does not concern your interests or needs. Sound familiar? We've all been there. And it's frustrating. As a fractional CMO/Consultant, I've seen this happen repeatedly. Businesses think they're doing personalization right but need to do better. It's not enough to use someone's name or company. 👉🏾 True personalization is about understanding their challenges, goals, and needs. For example, on LinkedIn, scroll through their feed and see what they post, talk about, like, and comment on. This helps as a starting ground on how to approach them and what to discuss. So, instead of sending a LinkedIn message that says: "I'd love to connect and learn more about your business," try something like: "I noticed you're working on [specific project]. I have some ideas on how you could [achieve a specific goal]. Would you be open to a quick chat?" See the difference? It's not just about being personal; it's about being relevant. And when you're relevant, you're not annoying — you're helpful. 👉🏾 So, think about this the next time you craft a personalized outreach campaign. →"Would I find this message valuable? →Does it address my specific needs and interests?" If the answer is no, it's time to return to the drawing board. 👉🏾 Also, tools like Crystal Knows help you fine-tune your message and tone when reaching out to maximize the impact of every conversation. Let's aim for genuinely helpful messages, not just another annoyance in their inbox. What do you think about personalized outreach? #b2bmarketing #demandgeneration #leadgeneration #ABM

🌐 Are Your Networking Messages Going Unanswered? Here’s How to Change That! 🌐 If you’re reaching out to people and not hearing back, you’re not alone. Many job seekers experience this—but here’s the thing: Networking isn’t just about sending messages; it’s about building genuine connections. Here’s how to get responses and turn your outreach into real opportunities: 1️⃣ Shift from Cold Outreach to Warm Introductions The “cold message” can often be met with silence. Start by reaching out to people who already know, like, and trust you—your power circle (friends, past colleagues, or even family members). They’re more likely to introduce you to someone in your target company, turning a cold connection into a warm introduction. 👉 Example: Message a former coworker: “Hi [Name], I’m exploring roles in [Industry] and thought of reaching out to you for advice. Do you know anyone at [Company] who might be open to a chat?” 2️⃣ Make It Easy for People to Help You Be specific about the kind of help you’re seeking. It’s easier for someone to assist if they know exactly what you’re looking for! Provide a shortlist of companies or roles to give them direction. 👉 Example: “I’m currently focused on roles at [Company A, Company B, Company C]. If you know anyone there who could offer insight, I’d appreciate any connection or advice you might have!” 3️⃣ Personalize Every Message Generic outreach messages are easy to ignore. Show you’ve done your research by referencing something specific about the person’s work, recent achievements, or shared connections. Personal touches help your message stand out from the crowd. 👉 Example: “Hi [Name], I saw your post about [Topic], and I really appreciated your insights. I’d love to connect and learn more about your role at [Company] as I explore similar opportunities.” 4️⃣ Focus on Relationship-Building, Not Immediate Favors Networking is more than just reaching out with a request. Engage with your connections over time by commenting on their posts, sharing resources, or offering help where you can. When you nurture relationships, people are more willing to help when the time comes. 👉 Example: “I noticed you’re speaking at [Event]. Congrats! If there’s any way I can help promote it, let me know.” Showing support without asking for anything in return builds goodwill. 5️⃣ Follow Up, but Don’t Be Pushy People get busy, and your message may have slipped through the cracks. A polite follow-up can remind them without feeling intrusive. Give it at least a week before sending a gentle nudge. 👉 Example: “Hi [Name], I just wanted to circle back in case my last message got buried. I’d still love to connect when you have a chance. Thank you!” 💡 Final Thought: Networking isn’t a one-time outreach—it’s an ongoing relationship. Build trust, offer support, and be specific in your asks. This approach won’t just get your messages noticed; it’ll help you grow meaningful connections over time.

Hi Network. What if you can´t hear well and need to find a job? This weekend I attend a music festival (after long years not doing so) and on the restrooms way, I found very inclusive how they deal with people with disabilities. Can you imagine a place where 80.000 people gather to listen their favor singers and is high inclusive? They have a dedicated space, people carrying them along, providing food and drinks for their demands and create an environmental where their disabilities where replaced by joy and fun. Kudos. On my way back and planning my Monday start, I was thinking on people with disabilities. I know many company provide them support, and my thoughts where, how do they know that? How can we remove their fears to hide any physical disadvantage out of their minds and focus on their capabilities? I was reflecting in many interview processes I have been through. Since I am extremely visual and need to draw my ideas for better expression, I felt myself sometimes, unable to communicate, specially now when is done online. Here are some practical suggestions and why you might want to adopt it: 1. Provide Multiple Formats: Some of us are visual learners, while others grasp information better through listening. Offering application materials and interview questions in various formats ensures everyone can engage effectively, showcasing their true potential. 2. Flexible Interview Settings: Flexibility in choosing between virtual or in-person interviews and ensuring spaces are accessible can make a huge difference. For instance, a quiet, comfortable environment can help candidates who might be easily distracted or anxious perform at their best. 3. Training for Interviewers: Providing training on disability awareness and inclusive practices is crucial. This helps the hiring team understand diverse communication styles, ensuring that interviews are fair and unbiased, and valuing each candidate’s unique abilities. 4. Clear Communication: Clear instructions and expectations, given well in advance, can help candidates prepare better. This is especially important for those who might need accommodations. Knowing what to expect reduces anxiety and allows candidates to focus on presenting their best selves. 5. Use Assistive Technologies: Incorporating tools like screen readers or speech-to-text services ensures that all candidates, regardless of their abilities, can participate fully. This levels the playing field and allows everyone to demonstrate their qualifications without barriers. 6. Inclusive Job Descriptions: Writing job descriptions that focus on essential skills rather than unnecessary qualifications helps attract a diverse range of applicants. Highlighting your commitment to inclusion can make your organization more appealing to top talent who value equity. Adopting these practices is about recognising and valuing the diverse ways people contribute. 💡 Have you tried any of these suggestions? How have they worked for you?

First Impressions Matter... Especially for Candidates! The employee experience begins the moment a candidate interacts with your business. The first interview isn’t just an interview, it’s the start of their onboarding journey. If that first interaction isn’t great, it sets the tone for everything that follows. I’m challenging businesses & hiring managers to rethink how we treat candidates. Why make them jump through hoops when they haven’t even had enough info to decide if they want to join? 💡 A shift we’ve made: We’ve agreed globally & for all level roles, to hold the hiring manager interview before the case study/task. This ensures candidates have enough information to make an informed decision before investing time in a task that might not even be relevant if they aren’t aligned with the role or team. 💭 Why does this matter? I get it, hiring managers might think, “But what if they fail the test?” The truth, candidates who meet with the hiring manager first are MORE engaged, motivated & informed allowing this to shine through in their task. There will also be less drop off from candidates who haven't had a chance to meet the most important person in the process - their future manager! Talent - Here’s how to start: 1️⃣ Audit your funnel: Where are candidates dropping off, and why? 2️⃣ Map the candidate journey: How is their experience at each stage? Are they feeling informed and valued? 3️⃣ Educate hiring managers: Candidate experience isn’t just about filling a role - it’s setting up a future employee for success. Their experience impacts engagement and retention long after they're hired. 💪 Now’s the time for action. Let’s not just hire great talent, let’s treat them right from the start. Prioritise their experience and see how it impacts conversion, engagement, and retention. 💬 I’d love to hear from you — Hiring managers, how are YOU ensuring a great candidate experience? Candidates, what’s your experience been like? Talent, what have you built in to ensure engaging interview process? Drop a comment, share your thoughts and let’s start a conversation! 👇 #CandidateExperience #EmployeeExperience #Hiring #InfluencingVoices

“Hey there! I see you work in performance marketing…” If you’ve ever rolled your eyes at outreach like this… you’re not alone. In today’s age of AI-powered tools and data, generic messages are starting to feel lazy. Especially in B2B, where your audience is informed, busy, and expects relevance. Here’s what I believe: When you reach out to someone with no mention of their name, their role, their post, or a shared context, you’re signalling, “I couldn’t be bothered doing a little research.” And if I’m a decision-maker or an influencer in your target account, you just lost your chance to build a meaningful connection. 📊 Consider this: about 80% of B2B buyers expect personalised interactions from their vendors. If you skip that step, you’re not just missing a best practice; you’re mismatching expectations. So what does truly personalised outreach look like? “Hi Vineeta, I loved your recent article on Black Friday campaigns. It made me think…” “We met briefly at [Event] you mentioned scaling tech hubs in Bangalore; wanted to share…” “Noticed your role as Marketing Lead at [Company], we’ve seen similar firms cut vendor onboarding time by 40%…” If you treat the inbox like a hopper for mass messages, you end up in the “delete” or “ignore” pile. If you treat it like a doorway to a conversation, a human one, you start relationships. You earn trust. And that builds pipelines. Here’s the reality for marketing & sales leaders: 🔹 Our job isn’t to send one-size-fits-all outreach. 🔹 Our job is to engage humans, professionals who appreciate relevance. 🔹 In the AI era, automation should enable personalisation, not replace it. 🔹 Lazy outreach isn’t clever. Thoughtful outreach is. So if your inbox is full of “Hey there” messages, remember: you’re not just a name on a list. And if you’re the one sending them, it’s time to do better. To all marketers, sales pros & growth leaders: if you call yourself someone who drives revenue, start with respect for whom you’re talking to. #B2BMarketing #Sales #Personalisation #ABM #Growth #MarketingLeadership

“We lost her.” That was the message I got from the hiring team after a promising final-stage interview. Why? Not the salary. Not the benefits. It was the experience. The candidate—an award-winning specialist—said she felt like "just another resume." We addressed her as “Dear Candidate.” We asked for her payslip instead of sharing our range. And on Zoom? We made her turn on her camera while we stayed off. If you're trying to attract top-tier talent, avoid these 3 deal-breakers: Stop saying "Dear Candidate" – High-impact professionals value personalization. Use their name. Don’t ask for their current salary or payslip – The role has a budget. Share it. Respect boundaries. Be visible and present on Zoom – If you want them engaged, turn your camera on too. Leadership is modeled. In a talent market this competitive, small details aren’t small. They shape your employer brand. They define the candidate experience. And sometimes, they’re the reason the best ones walk away.