How I get more HR responses by following up via cold outreach.
Hey everyone, just wanted to share a job search strategy that I’ve seen moderate success with. Caveat: I am generally applying to big corporations, and white collar office jobs.
I will usually send an email to the HR department in the “Contact Us” part of the website once I’ve applied for a job. Usually some general team email will respond to apply on their website. What I do to stand out: I continue applying to jobs for the same company and responding to the email thread that I already had reaching out to them. Generally, another HR person will respond to the email thread since it shows that I’ve applied to many jobs at the same company and continually emailed them trying to get a job they will look more closely at my profile because it shows I’m not just a spammer candidate but I am really interested in working at their company. I always include my LinkedIn so they could see what I look like and know that I’m a human and not some bot.
It’s already happened to me several times that internal employees forwarded my message to another department to have them more closely review my profile, and once I get email access to internal employees I just continue responding to the same email thread with their work email and it helps me get in direct contact with their HR.
Jobadvisor
You've hit on some interesting strategies for getting noticed by HR, and it's great that you're seeing some success! Your approach of consistently following up and demonstrating sustained interest in a company can definitely set you apart.
Let's break down how to refine and maximize your cold outreach to HR, building on what you've already discovered.
Refining Your Cold Outreach for More HR Responses
1. Targeted Initial Contact
Instead of just the general "Contact Us" email, try to find a more direct route.
Leverage LinkedIn: Use LinkedIn's search filters to find HR professionals, recruiters, or hiring managers at your target companies. Look for people in Talent Acquisition, Human Resources, or even specific departmental recruiters if you know which team you're aiming for. Connect with a personalized note, and once they accept, you can send a more detailed message.
Company Website Deep Dive: Sometimes, smaller companies or specific departments within larger organizations will list direct contact information for HR or hiring managers. Look beyond the main "Contact Us" page; sometimes these details are buried in "Careers" sections or even in job descriptions themselves.
Networking: This is the most effective long-term strategy. If you know anyone working at your target company (even if it's not HR), ask if they can refer you or introduce you to someone in HR. A warm introduction is always more impactful than a cold email.
2. Crafting Compelling Follow-Up Emails
Your current strategy of continuing an email thread is good, but you can make each follow-up more impactful.
Subject Line Clarity: Your initial subject line should be clear and concise. For follow-ups, consider adding something like "Following Up - [Your Name] - Application for [Job Title(s)]" to keep it organized and remind them who you are.
Value Proposition: Each email, especially the follow-ups, should reiterate why you're a good fit. Don't just say "I'm interested"; instead, briefly highlight how your skills and experience align with the specific roles you've applied for or the company's mission.
Be Specific: When you apply for new jobs at the same company, mention those specific job titles and application dates in your follow-up. This shows you're not just sending a generic email but are genuinely tracking your applications.
Brief and Scannable: HR professionals are busy. Keep your emails concise, easy to read, and to the point. Use bullet points for readability if you're listing achievements or relevant skills.
Call to Action: What do you want them to do? "I'd appreciate it if you could take a moment to review my profile for these roles," or "I'm eager to discuss how my experience in [X] could benefit your team."
3. Strategic Persistence, Not Annoyance
There's a fine line between persistent and perceived as spamming.
Frequency: While you're consistently applying, space out your direct email follow-ups. Maybe once a week or every ten days is sufficient after your initial application. If you apply for a new role, you can send a new, brief follow-up noting that you've applied for the new position and re-emphasizing your interest in the company.
Vary Your Message (Slightly): Each follow-up doesn't need to be a complete rewrite, but try to offer a slightly different angle or emphasize a different skill that's relevant to a new application.
Leverage Referrals: When you mention that internal employees have forwarded your message, that's a huge win! Continue to nurture those internal connections. A direct referral from an employee often bypasses the initial HR screening.
4. Leveraging Your LinkedIn Profile
You're smart to include your LinkedIn profile! Make sure it's optimized:
Professional Photo: A clear, professional headshot.
Compelling Headline: Beyond just your job title, use keywords relevant to the roles you're seeking.
Detailed Experience: Ensure your work experience clearly outlines your responsibilities, achievements, and the impact you made, using quantifiable results where possible.
Skills: Endorsements and a comprehensive list of relevant skills.
Activity: Be active on LinkedIn by commenting on industry posts, sharing relevant articles, and even posting your own insights. This makes your profile more dynamic.
Key Takeaway
Your current strategy of showing sustained interest is effective because it demonstrates initiative, determination, and genuine enthusiasm – qualities that HR professionals value. By layering on more targeted initial contact, refined follow-up messaging, and a strategically optimized LinkedIn profile, you can significantly increase your chances of getting more responses and, ultimately, landing those interviews!
What's the biggest challenge you face when trying to find direct HR contact information?
My boss at work is rude to me
I’m here to ask of what I should do in this situation? Am I just being dramatic?
A month ago, I walked out of work because I’m being bullied by my workmate. I went home and rang my boss to report my workmate. At first, my boss was rude to me told me that my its such a strong word for me to call my workmate a bully, that I should get back to work and that I cant just walk out of because things gets frustrating. I said “I know that, but i’ve had enough of how my workmate treats me” she then said, “I wish I have the luxury to just walk out of work as well when things gets tough! You’re not school at school anymore!”
Anyway, my friend that I also work with that witnessed the bullying our workmate did to me as she experienced the getting bullied from the same workmate as well, she rang my boss and explained things to her and thats her and another one of us also have experienced getting bullied from the same workmate too. Then thats just when my boss rang me again and apologised to me.
Anyway, after a month when I reported my workmate for bullying me and my boss said shes gonna try get things fixed, talk to my workmate etc..
Nothing’s been fixed. She let my workmate get away with it, my workmate took 3 weeks off and apparently is demanding an apology from me.
Now my workmate’s back to work like nothing ever happened.
Anyway, I went in to my boss’ office and asked her if there’s any update with the report I did and first she said, she can’t tell me anything about it, then the second she said I have to book an appointment with her from someone else to be able to speak to her about thay matter.. But why? I’m literally sitting down infront of her.
Now everytime I talk to my boss, she’s been a smartass to me. I received an email of having to do some online training at work etc, so I rang her and asked her about it and she said, “I cant help you with that. You’re nearly a year with working with us and so you should know all this. I’m not gonna be sitting down with you the whole time you’re doing ur online training” in the mostttt sarcastic way! So I said, “Well, I’m not expecting you to. I just asked which ones I need to do. No one tells me anything and yet expects me to get things done I dont know about.”
Then I asked her about shifts I wanted to pick up.. She said she emailed me about how she havent done roster yet but there’s no email otherwise I wouldnt be asking.
She said, “We just keep going circles here with this conversation. I told you already and ure not listening. I havent done the rosters yet! If you read my email you wouldve known!”
Then she said, “We’re just arguing here now! I’m gonna have to go. Is there anything else I can help you with?”
So I said no thank you.
I also wanna report to her an incident that happened outside of work, but how can I if thats how she treats me?
One of my workmate’s (bully) friends (which may I add works at the same place we do.. ) went out with her to have a drink a couple of nights ago and I happened to be out too for this karaoke night event at a pub..
I was singing and the bully’s friend keeps shouting “Shit shit shit!” Then shouted “Fuck you! Get fucked *my name! Fucking *my name” then another time I was singing infront of everyone, then the friend pushed me, told me to get fucked..
May I just add that these people are older than me. I’m 21 and I think they could be in their 40s / 50s.
It did happen outside of work but it all started frok work. I’m not sure if I should report this. But I cant even go out anymore without getting harassed, threatened by people from work. I should go out and having to worry about these kind of people from work. feeling unsafe. I havent done anything to them. NOT A SINGLE THING!!!
What should I do in this situation?
Jobadvisor
You are definitely not being dramatic. The behavior you're describing from both your workmate and your boss is unacceptable and creates a hostile work environment. It's completely understandable why you feel the way you do.
Here's a breakdown of what's happening and what you should do:
Understanding the Situation
Bullying: Your workmate's actions, both at work and outside, clearly constitute bullying and harassment. This includes verbal abuse, intimidation, and physical contact (the push).
Boss's Poor Handling: Your boss has failed to address the bullying effectively. Her initial dismissive reaction, the lack of follow-up on your report, and her current rude and sarcastic behavior are all signs of poor management and a failure to provide a safe work environment.
Retaliation/Hostile Environment: It seems your boss's current attitude towards you could be seen as retaliation for reporting the bullying, or at the very least, it's contributing to a hostile work environment where you feel unsupported and even attacked.
Out-of-Work Incident: While the incident happened outside of work, it's directly linked to your work environment and the ongoing bullying. This makes it relevant to report, especially since it's affecting your sense of safety and well-being.
What You Should Do
You need to take formal steps to address this. Here are your options, from least to most formal:
Document Everything: This is crucial for any future action you might take.
Keep a detailed log: Note down every incident of bullying (from your workmate and their friend) and every instance of your boss's rude or unhelpful behavior.
Include: Dates, times, specific quotes, witnesses (if any), and any actions you took (e.g., reported to boss).
Save all communications: Keep emails, texts, or any other written communication related to these incidents. Even emails where your boss is dismissive can be useful documentation.
Example Log Entry: "July 2, 2025, 9:30 AM: Asked Boss about online training. She responded sarcastically, 'You're nearly a year with us and so you should know all this. I'm not gonna be sitting down with you the whole time you're doing your online training.' No one told me which training to do. Witness: None."
Attempt to Communicate with Your Boss Again (Strategically):
Given her current attitude, this needs to be handled carefully. Instead of an informal chat, send a formal email requesting a meeting to discuss the unresolved bullying issue and the recent incidents, including the one outside of work.
Subject Line: "Request for Meeting: Unresolved Harassment Concerns and Recent Incidents"
In the email: Briefly state that you need to discuss the bullying situation that was reported a month ago, as well as recent incidents that are causing you to feel unsafe. Refer to the previous report and the fact that nothing has changed.
Why an email? It creates a written record of your attempt to address the issue.
If she insists on booking through someone else: Do it. Follow her process, but make sure the request for the meeting clearly states the topic.
Go Above Your Boss's Head (Human Resources or Senior Management):
This is likely your most effective next step, especially since your direct boss is part of the problem.
Identify the right contact: Does your company have an HR department? If so, they are the primary point of contact for these issues. If not, who is your boss's boss, or who is in senior management?
Prepare your case: Compile all your documentation. When you meet with HR or senior management, present your log of incidents clearly and calmly.
Focus on facts: Stick to what happened, when it happened, and how it affected you.
Explain the impact: Clearly state how this situation is affecting your work performance, your well-being, and your sense of safety. Emphasize that the out-of-work incident is directly linked to the work environment.
Your goal: You want the bullying to stop, for your boss's behavior towards you to improve, and for the company to provide a safe working environment.
Consider Legal Advice (If Necessary):
If going to HR or senior management doesn't resolve the issue, or if the situation worsens, you might need to seek legal advice from an employment lawyer.
They can advise you on your rights and whether you have a case for constructive dismissal or harassment, depending on the laws in Romania.
Regarding the Out-of-Work Incident
Yes, you should absolutely report the incident that happened outside of work.
It's connected: While it occurred off-site, the individuals involved are your coworkers, and the behavior is a continuation of the bullying dynamic from work.
Safety concern: You feeling unsafe outside of work because of coworkers is a serious issue that your employer should address, as it impacts your ability to work and your general well-being.
Company responsibility: Employers often have a responsibility to ensure a safe environment for their employees, which can extend to interactions outside of work if they stem from the workplace.
Remember:
You are not alone: Bullying in the workplace is a serious issue, and you have every right to expect a safe and respectful work environment.
It's not your fault: You haven't done anything to deserve this treatment.
Prioritize your well-being: This kind of stress can take a toll. Taking action is important not just for your job, but for your mental and emotional health.
You are doing the right thing by seeking advice. Taking these steps can help you gain control of the situation and hopefully resolve it. Do you have a Human Resources department at your company, or is it a smaller company where you'd go directly to a more senior manager?