The days of sending generic recruiting emails (We’re Hiring!) to potential candidates, hoping that someone actually responds, are coming to an end… and it cannot come soon enough.
Candidates, especially the best ones, are increasingly exhausted and frustrated by the deluge of generic emails they get from recruiters. Generic emails go where they should – in the trash, with the sender either blocked or relegated to SPAM limbo.
It does not need to be this way though. Today is the day you get relevant, right up front, and with relevancy comes response.
Consider: In our research at Paysa, as well as our years of hiring thousands of people across many companies, we have found that people take jobs based on five factors:
- Salary: Will I make a competitive salary?
- Team: Will I be working with people that I can learn from, that I can respect and trust, and reversely, will I have the ability to contribute and teach?
- Impact: Will my skills and experience be leveraged in a way to make an impact?
- Future growth: Will this position help me grow my career?
- Company: Am I excited about the prospects of the hiring company?
If you want to drastically increase your response rates with candidates as well as your hiring success rate, anchor your communication in these areas from the outset.
Too many recruiters and/or hiring managers hide much of this information until the end (often bitter) which can result in no response, or even worse, a disconnect in the position match.
Relevancy = Response. Start early.
In our experience, the perfect job candidate email contains a mix of the following information:
Money: What can the candidate expect to make? By creating a ‘fake’ profile (skills, experience, education) for your candidate on Paysa, you can determine what they are making at their current company. Using this information, you can better position the salary of the new job: “Opportunity to make more than you are making today”…
Skills: Highlight the candidate’s core skills and experiences that make them a such a good match. Give the candidate a sense for how those skills and experiences are needed by the hiring company, and subsequently their ability to make an impact. What new skills will they be acquiring and what is the market value of those skills?
People: Let the candidate know the background of people they will be working with at the company. How good is the team? Paysa’s CompanyRank is a great tool for this – it measures and tracks the density of technical talent of companies over time.
Company: Tell the candidate what is special about the hiring company – it could be size of the company, customer or data access, market opportunity, the people, etc.
While it takes more time to create targeted emails, the results will be worth it. Happy hunting!
About the Author
Chris is passionate about helping employees maximize their value across the arc of their career.