Networking, making posts on LinkedIn, reaching out to past candidates, these are all effective recruiting strategies that can help recruiters win big. But another method that’s especially effective is sending candidates emails about positions they would be a great fit for.
Thanks to LinkedIn, recruiters are able to get a clear idea of anyone’s professional experience including their past jobs, schools, references, portfolio, as well as plenty of other information that can help when deciding whether they’d be a fit for the job or not.
Either way, don’t think that candidates are just eager to take up any position that comes their way. When sending recruitment emails, the candidates you send them to are often already employed and fit the qualities of a passive candidate. Some tips for recruiting passive candidates are:
- Make Your Employer Brand/ Corporate Culture a Priority
- Attack the Blogosphere and Follow EVERYONE on Social Media
- Present Yourself as a Subject Matter Expert, Not Recruiter
- Ask Passive Candidates the Right Questions
- Ensure Your Interview Process Focuses on the Candidate
Take a look at our other blog here to learn more regarding each tip.
Even with these tips, you still need to know how to create emails that get opened and read. A bad subject line could make your email not even be seen and you being marked as spam.
Making a subject line
When writing up your subject line, make sure to make them short and to the point. Try to aim for 40-65 characters for its entire length. By doing this, you’re telling the candidate exactly what they need to know and the value they’re getting by opening the email. It also tells them that you’re not going to waste their time with jargon and other unneeded information.
When you do get to crafting that subject line, do your best to always include their first name so it has that added touch of personalization. The candidates on the receiving side will be more likely to open an email they know wasn’t completely copy and pasted or sent by a robot.
You should also include a touch of urgency within your subject line so there’s something that encourages them to act. Just don’t make it over the top and come across as dramatic.
When you break your writing up into smaller paragraphs, it makes the reader feel like they’re not reading as much as they actually are. So they’re much more likely to finish reading the entire email and weigh the options of the position. But don’t think that this is an invitation to put together an endless stream of paragraphs. Every sentence is crucial and you’ll want to make the most of each one if you really want your message to drive home.
Put important information right at the beginning
When you include all the important information right at the jump, you have an easier time grabbing their attention and it makes them curious for details.
Here are a few examples of information that should be included:
- Type of industry
- Years of experience required
- Who they will be working with/who they would be working under
- Size of company
Once you get them in the beginning, you can ease them into the details and other important information.
Personalize as much as you can
A big issue with a lot of recruitment emails is that they were clearly ripped from a template website and have no originality. Avoid this by including as much personal information as you can. Along with using their name, you should also make references to a handful of their past experiences so it shows you did your research. You should touch on how their role at company A would prepare them for company B. If they have a portfolio, talk about specific pieces that you liked and compliment their work.
Sending follow up emails is crucial for making the most of every one of your leads. People rarely respond to the first email you send, so it’s important you’re persistent. Just don’t make the mistake of sending too many and annoying the candidate. Try to send 2 follow up emails at the most. And when you’re writing them up, make sure they’re even shorter than the original email.
Send the email from someone in the company that isn’t a recruiter
This one may seem abnormal but is effective nevertheless. When candidates receive an email from someone that isn’t the recruiter, it builds more of a rapport with them. They will also be more excited to hear from the people they’ll be working with versus the typical recruiter. If you have the opportunity to get someone from the same department to reach out to them, then make it happen. Look at the example text below to get a better idea:
Hey John Doe,
I’m the Head of Sales over at Homedepot and couldn’t help but notice you have a lot of experience in retail sales. We’re currently experiencing a good bit of growth and I think you’d fit well with our sales team. Would you have time to hop on the phone this week?
Now you’re ready to start sending out some emails
Sending emails to potential candidates is a great way to get your roles filled. While it may seem intimidating, you will come to enjoy the benefits of being proactive with your recruitment. Just stick to the tips above and make sure to keep them short and to the point.