Building the Better Recruiting Email

Building the Better Recruiting Email:

Increase Response Rates, Build Relationships,

and Restore Trust with Candidates

Contents

Part One: Introduction

Here’s the Situation ...........................................................1

So How Do We Fix It? ........................................................1

Current Frustrations ...........................................................2

Part Two: The Problem

Through a Candidate’s Eyes ..............................................3

Some (Bad) Examples ........................................................4

Part Three: The Solution

The Solution: Crafting the Better Recruiting Email

(Easy as 1–2–3) ...................................................................7

Tips for Candidate Research ..............................................8

Crafting Initial Candidate Communications:

The How-To .......................................................................9

Subject Line and Email Body examples............................10

Call to Action examples ...................................................13

Subject Line and Email Body examples............................14

Where We’ve Been, Where We’ve Arrived,

What to Expect ................................................................15

About Gild .......................................................................15

Part One: Introduction

1

“Since we started working with Gild, we’ve seen a seismic shift in the quality of candidates we’re engaging. And by ¼Ãi�Ã��V�Ã��vÌ]½��i>��>�wÛi�v��`�increase in quality.”

—L.J. Brock, VP Talent Acquisition, RedHat

Here’s the SituationFinding the ideal candidate these days generally comes with the timeline of “yesterday.” With companies growing faster than we can recruit, we’re faced with a seemingly impossible scenario:

Find the candidate in the haystack with the best�TXDOL¿FDWLRQ��1RZ�

Certainly—we’ll get right on that! So we do.

In this era of mass communications, we’ve turned to form letters DQG�EOLQG�FRSLHG�HPDLOV�WR�OLVWV�RI�¿YH��WHQ��WZHQW\�RU�PRUH�candidates—and all in the name of satisfying the now part of that request. As a result, however, communications with candidates have become more impersonal than ever. We, alongside our HPSOR\HUV��DUH�WKH�RQHV�ZKR�VXHU��WKRXJK��&DQGLGDWHV�WXQH�XV�out, ignore our communications, and the best candidates are still left undiscovered and underserviced. All because we have to do more in less time.

So How Do We Fix It?It’s time for a return to better communications skills—that’s why we’ve put together this guide to writing a better recruiting email. We were audacious enough to ask ourselves along with other recruiting industry professionals:

What kind of future would we like to see for our industry?

The answers prompted more questions, yet all with a similar goal—a better recruiter-candidate communication stream.

:H�FRXOG�FUHDWH�D�ZRUOG�ZKHUH�ZH�ZHUH�ERWK�HFLHQW�and personal.

On-topic and enticing.

One where candidates began to welcome our communications once again.

One where we built relationships with recruits so we always had a deep pool of talent to tap into the next time a now position came knocking.

It’s possible. We’ll review industry demands that led us to our current predicament (including some not-so-awesome examples of the breakdown in communication) and then head directly into a step-by-step guide to crafting better candidate communcations.

2

Current Frustrations,W¶V�LQFUHGLEOH�WR�WKLQN�WKDW�UHFUXLWLQJ�KDV�EHFRPH�D�OHVV�HFLHQW�industry, what with every piece of technology we enjoy. The resources we have to locate candidates have increased multi-fold LQ�WKH�SDVW�WZHQW\�\HDUV��\HW�ZKHUH�GR�ZH�¿QG�RXUVHOYHV"�:LWK�OHVV�WLPH�WR�¿OO�PRUH�SRVLWLRQV�ZLWK�D�VHHPLQJO\�ERWWRPOHVV�SRRO�RI�talent, we face two critical and potentially crippling challenges:

Quantity—Most current recruiting technology relies on VLPSOH�NH\ZRUG�VHDUFKHV��UHWXUQLQJ�ODUJHO\�XQTXDOL¿HG�OLVWV�RI�FDQGLGDWHV�ZLWKRXW�TXDOL¿FDWLRQ��ZKLFK�OHDGV�XV�WR«

Quality—In these massive lists of candidates matching our search criteria (like “Ruby on Rails Developer”), we have just a list. We have no way of knowing which talent IURP�WKDW�OLVW�LV�³EHWWHU�´�1R�VWDFN�UDQNLQJ��QR�TXDOL¿FDWLRQ�criteria. We simply don’t know who’s worth putting on the short list so we can start the recruiting process from a better place.

The result of the quantity + quality conundrum is that our industry has resorted to buckshot-style approaches. We use mass communications like cut-and-paste impersonal emails and InMails WR�VHH�LI�ZH�FDQ�JHW�D�ELWH��,QVWHDG�RI�À\�¿VKLQJ�ZLWK�VSHFL¿F�EDLW�LQ�favorable waters, we’re dragging a net behind the company boat, hoping to catch something. The downside has been that the need to do more with less knowledge and in less time has been at both our and our candidates’ detriment.

Part Two: The Problem

3

Through a Candidate’s EyesCandidates need recruiters and we need our candidates, but they’re growing weary of being treated as a commodity instead of the rare and important assets they truly are. They’re on the receiving end of a nonstop barrage of these impersonal InMails and hurried emails landing in their inboxes, yet we’ve given them QRWKLQJ�WR�JUDE�RQWR��1R�PHDW��MXVW�ÀX��:H¶YH�WROG�WKHP�WKDW�they’re not worth a personalized communication, and in return, they’ve told us that we’re not worth a response. In short: we haven’t shown them we’ve earned their attention.

First, recruiting is a highly personal endeavor. We’re in search for WKH�LGHDO�FRPSDQ\�FDQGLGDWH�¿W��IURP�VNLOOV�DQG�H[SHULHQFH�DOO�WKH�way down to personalities and work styles. Yet here we are, making the process as impersonal as can be with mass communications. We don’t speak to a candidate’s interests or any personal details—we’re just hoping for a bite. Impersonal communications are LQHHFWLYH�DQG�ULSH�IRU�HLWKHU�WKH�VSDP�IROGHU�RU�GHOHWH�EXWWRQ�(oftentimes, both). Which leads us to our second problem: low or totally inadequate responses rate.

When someone yells, “Hey, you!” across a crowded room, do you bother to turn around? Mass, impersonal communications fall LQWR�WKH�³+H\��\RX�´�FDWHJRU\��)RU�DOO�RI�WKH�HRUW�VSHQW�VHQGLQJ�out a blind-copied cut-and-paste communication, we’re rewarded appropriately: low response rates, and generally not from the best candidates.

4

Some (Bad) ExamplesHave you ever reviewed the communications from those 1LJHULDQ�SULQFHV�DQG�SXUYH\RUV�RI�SKDUPDFRORJLFDO�UHPHGLHV�that slip into your inbox every now and then? They’re certainly worth a chuckle! At their worst, they’re incoherent, poorly targeted, and aren’t even enticing enough to prompt a reply. The one thing that great spammers have on their side, however, LV�WKH�DELOLW\�WR�HHFWLYHO\�FRPPXQLFDWH��7KDW¶V�ZKDW�JHWV�WKH�FOLFNV��WKH�SKRQH�FDOOV��WKH�UHVSRQVHV²HYHQ�WR�ERJXV�RHUV�

So here you are, with a perfectly legitimate opportunity with an incredible company for just the right candidate and you’re VHQGLQJ�R�WKLQJV�OLNH�WKH�H[DPSOHV�RQ�WKH�QH[W�SDJH��

:KDW�VXHUV�PRVW�ZLWK�WKH�IROORZLQJ�FDOLEHU�RI�FRPPXQLFDWLRQV�(and we’re all guilty of sending at least one or two vague emails in our lifetimes) is our reputation and credibility. It’s no wonder candidates lose faith in our profession if their inboxes are victim to communications like these.

So how can we turn the corner with our candidate communications and increase personalization and thus, increase UHVSRQVH�UDWHV��EXLOG�UHODWLRQVKLSV��DQG�PRUH�HHFWLYHO\�¿OO�positions so our companies can grow? It’s time for the better recruiting email.

“I couldn’t have scripted it any better: we get this tool from [Gild], and then we get somebody in within a month. That’s pretty awesome.“

—Tim McQuillen, Founder and ��iv��v�À�>Ì��"vwViÀ, StrongView

5

Some (Bad) Examples

Of course. But we’re sure that CAT scan imaging technicians could say the same thing.

This doesn’t make a candidate feel particularly special, as in “I’ll take anyone.”

Dear John,

I’m recruiting developers for Company X. We are looking for a Ruby programmer to work �ÕÌ��v��ÕÀ��vwVi��->��À>�V�ÃV�°��Ì½Ã�>��iÝV�Ì��}�«�Ã�Ì��Ü�À��}�Ü�Ì��>�V��«>�Þ�ÕÌ��â��}�VÕÌÌ��}�edge technologies. Please let me know if you’re interested in the position, or if anyone you know would be. If you can send me your contact ��v�À�>Ì��½��w�`�>�Ì��i�v�À�ÕÃ�Ì��V��iVÌ°

From Who? What have you heard? A missed opportunity to let a candidate know you’re not shooting in the dark and you’re reaching out based on multiple referrals.

This doesn’t make a candidate feel particularly special, as in “I’ll take anyone.”

Hi John,

I’ve heard good things about you and wanted to reach out. We’re growing our dev team in Boston. If you have skills in Ruby or iPhone development I’d like to chat. Can you send your resume for me to review? I’ll get in touch �v��Ì��Ã��i�Þ�Õ½Ài�>�}��`�wÌ°�7i�ÜiÀi��ÕÃÌ�voted X Website’s “Companies to Watch” and �vviÀ�Ã��i�}Ài>Ì�Li�iwÌÃ��V�Õ`��}�vÀii��Õ�V��and a gym membership.

To

To

Subject

Subject

New opportunities & connection

Interested in a new career opportunity?

[email protected]

[email protected]

6

To

Subject

Some (Bad) Examples

Like running a front loader? Entirely too vague to catch a candidate’s attention.

7HOOV�WKH�FDQGLGDWH�ÀDW�RXW�WKDW�\RX�KDYHQ¶W�done your homework. They have no idea how you found them or why you’re reaching out.

Hey Tom,

Wanted to reach out to see if you are interested in a new tech opportunity. Not sure about Þ�ÕÀ�VÕÀÀi�Ì�Ã�ÌÕ>Ì��LÕÌ�Li��Ü��Ã�Ì�i��L�description. Let me know if you’re interested.

Interested in a new career opportunity?

[email protected]

Part Three: The Solution

7

1

The Solution: Crafting the Better Recruiting Email (Easy as 1–2–3)We’ll say it—we’re not all writers and technology can be the bane of our very existence. There are days where Gmail sends before we’re ready, Outlook eats something we’ve just expertly crafted, and we’re OHIW�IUXVWUDWHG��7KH�JRRG�QHZV�LV�WKDW�ZULWLQJ�D�PRUH�HHFWLYH�FDQGLGDWH�email is only a few steps away—and we’ll show you how to do so quickly, expertly, and in a way that’s easily replicable for future candidate communications without being impersonal.

Establishing GoalsThink about the times in your life where you received an email that made you do something. Maybe you were prompted to:

ŀ�*LYH�WR�D�FKDULW\ŀ�&OLFN�WKURXJK�WR�UHDG�D�QHZV�DUWLFOH�RU�EORJ�SRVWŀ�6HQG�DQ�LPPHGLDWH�UHSO\

Those communications all had one thing in common: the sender knew exactly what they wanted you to do before they ever hit send. That’s precisely what you have to keep in mind when crafting your recruiting emails. The one question you must be able to answer is:

“What do I want this candidate to do and feel after reading my email?”

Some potentially desirable actions for a candidate to take would be:

ŀ�5HVSRQG�ZLWK�LQWHUHVWŀ�5HVSRQG�ZLWK�DYDLODELOLW\ŀ�5HTXHVW�D�FDOOŀ�5HTXHVW�DGGLWLRQDO�LQIRUPDWLRQŀ�'HFOLQH�EXW�GHVLUH�WR�EXLOG�D�UHODWLRQVKLSŀ�2IIHU�D�UHIHUUDO�WR�D�FROOHDJXH

The most important shared action in all of the above bullets is respond. We make our livings by the graces of candidates that respond! And feel, you say? Yes, feel. Here are a few things you might want your candidates to feel when they reach the end of your message:

ŀ�9DOXHGŀ�8QGHUVWRRGŀ�$SSUHFLDWHGŀ�,QVSLUHGŀ�&XULRXV

When you know what you want a candidate to do and feel, you’re already on your way to crafting a better recruiting email.

8

3

2 Understanding Your CandidateWe know all too well that there are no two candidates alike, even when recruiting for similar positions. That’s why we must treat each of them as the individuals they are and not just one of many RQ�D�EOLQG�FRSLHG�GLJLWDO�¿VKLQJ�H[SHGLWLRQ�

When building your short list of candidates to contact, there are two simple ways to ferret-out additional information to make your communications as personal as possible. First, conduct your own research.

What kind of information is helpful for understanding your candidate? The answer is safely tucked away in best practices in social recruiting.

Goals + Research = Writing Better Emails,W¶V�D�P\WK�WKDW�SHUVRQDOL]HG�FRPPXQLFDWLRQV�DUH�GLFXOW�DQG�time consuming to create. Just remember that whatever time DQG�HQHUJ\�\RX�LQYHVW�LQWR�GH¿QLQJ�\RXU�JRDOV�DQG�XQFRYHULQJ�additional candidate information will pay dividends down the line by helping you create:

ŀ�+LJKO\�WDUJHWHG�HPDLOV�WR�EHWWHU�FDQGLGDWHVŀ�&RPPXQLFDWLRQV�ZLWK�LQFUHDVHG�

response ratesŀ�7KH�RSSRUWXQLW\�IRU�RQJRLQJ�FDQGLGDWH�UHODWLRQVKLSV�IRU�

future opportunities

What do we mean by combining your goals with the candidate? To begin with, even preliminary candidate information can help you better envision why your opportunity might be attractive WR�D�SDUWLFXODU�WDOHQW��0D\EH�\RX¶YH�XQHDUWKHG�WKHLU�DQLW\�IRU�SDUWLFXODU�EHVW�FRGLQJ�SUDFWLFHV�WKDW�ZRXOG�EHQH¿W�\RXU�FOLHQW¶V�GHYHORSPHQW�WHDP��,W�FRXOG�EH�WKDW�HYHU\RQH�RQ�VWD�KDSSHQV�to be an avid fan of snow sports and your candidate just tweeted excitement about opening day at a local resort. They may have even gone to the same university as one of the company’s founders. When you have information like this, you can move right into the meat of crafting the better recruiting email.

You can take all of the emails on the previous page and customize them to suit your particular position, candidate, and personality. But now, you can see the tie-in between the subject line and the promise of what’s inside the email. It’s time to move on to inspiring your candidate to act on your email.

Tips for Candidate ResearchIt’s simpler than you think to embrace social recruiting practices to bolster your candidate communications. You might be surprised to see what a few search queries can turn up when you’ve found your shortlist of V>�`�`>ÌiÃ°�9�Õ��}�Ì�>�Ã��w�`�Ì�>Ì�the shortlist gets whittled down by one or two when you take a moment Ì��iÝ«��Ài�«>ÃÌ�Ì�i�ÃÕÀv>Vi��v�>�V>�`�`>Ìi½Ã�«À�w�i��v�À�>Ì��pÃ�V�>��sharing from their side might prove Ì�iÞ½Ài��Ì�>Ì�>��Ì�i�wÌ�Þ�Õ�Ì��Õ}�Ì�they might be. But the upside is that the social searching can both reinforce your selection and improve the quality of your initial outreach.

Here’s a list of candidate qualities you can research in advance of your initial outreach – and keep in mind this isn’t >��iÝ�>ÕÃÌ�Ûi��ÃÌ°�9�Õ�V>��LÕ��`�Þ�ÕÀ�own list using this list as a starting point and add criteria that will help your company identify and hone in on better candidates.

ŀ School or University attended/ shared alumni relationships with key company team members or even you.

ŀ Hobbies

ŀ Shared connections (easily viewed in LinkedIn and on Twitter)

ŀ Likes/dislikes/frustrations passions V�iV��>ViL��]�/Ü�ÌÌiÀ]�>�`�LinkedIn public updates)

ŀ Sports team affinities (passionate fans are easily found in social media outlets!)

http://www.huffingtonpost.com/2011/01/27/new-twitter-connections-feature_n_814745.html

9

Crafting Initial Candidate Communications: The How-To:H¶YH�VHHQ�WKH�ODFNOXVWHU�H[DPSOHV��1RZ�LW¶V�WLPH�WR�PDNH�\RXU�communications stand out and shine. Each recruiting email has four parts: the Subject Line, the Email Body, the Call to Action, and the Signature.

Let’s move step-by-step through building out a better recruiting email so you can see how it all comes together before you hit send.

The Subject LinePerhaps the most important part of your candidate email—the subject line is what entices people to open, ignore, or hit the delete button. You never want to be dishonest with a bait-and-switch tactic. Rather, email subject lines are places for your creativity to shine through and let the candidate know that this is one email WKH\�VKRXOG�GH¿QLWHO\�UHDG�

Great subject lines do three things:

ŀ�,QVSLUH�DFWLRQŀ�+LQW�WRZDUGV�WKH�HPDLO�FRQWHQWVŀ�/HW�WKH�FDQGLGDWH�NQRZ�LW¶V�127�D�PDVV�FRPPXQLFDWLRQ

All of the examples on the following page do two things: combine FDQGLGDWH�VSHFL¿F�LQIRUPDWLRQ�ZLWK�D�VSHFL¿F�LQWHQW��7KLV�OHWV�\RXU�FDQGLGDWH�NQRZ�WKDW�WKH�HPDLO�LV�VSHFL¿F�WR�WKHP��RU�DW�OHDVW�HYHU\�other snowboarding Ruby developer in Colorado) and entices the candidate to click further.

The Email Body1RZ�WKDW�\RX¶YH�JRW�WKH�FDQGLGDWH¶V�DWWHQWLRQ��\RX�KDYH�WR�NHHS�LW��And yes, we understand that you won’t necessarily want to craft a brand new email for every candidate you reach out to for a single position. We’ll show you how to create the “meat” of the email and add personalization to nurture candidates where they need nurturing.

<RXU�HPDLO�ERG\�VKRXOG�DFFRPSOLVK�D�IHZ�VSHFL¿F�WDVNV�

ŀ�6KRZ�WKH�FDQGLGDWH�WKDW�\RX¶YH�GRQH�\RXU�KRPHZRUNŀ�([SODLQ�H[DFWO\�ZKDW�\RX¶UH�ORRNLQJ�IRUŀ�3URYLGH�HQWLFLQJ�GHWDLOV�WR�HQFRXUDJH�D�UHVSRQVH

“I found myself truly engaged >�`��ÌiÀiÃÌi`��Ì�i�«À��iVÌÃ]�as opposed to numbing my brain scanning resumes for keywords. [Gild Source] Ài>��Þ�`�ÛiÀÃ�wi`�Ì�i�Ã�ÕÀV��}�iÝ«iÀ�i�Vi�>�`��i�«i`��i��i>À��Ì��V��ÌiÝÌÕ>��âi�Ì�i�technologies I see every day as stuff people actually do.”

—Alexis Albaugh, Recruiter, Rumble

10

To

Subject Recruiting snowboarding Ruby developers—can we talk?

John— ��Ü>Ã�ÀiÃi>ÀV��}�,ÕLÞ�ìÛi��«iÀÃ��Ì�i��À��Ì�,>�}i�>�`�V>�i�>VÀ�ÃÃ�Þ�ÕÀ�«À�w�iÃ��L�Ì��Ì�ÕL�>�`�Ì�i��/Ü�ÌÌiÀ°�ƂvÌiÀ�>��v�Ì�i��Ãi��Ì�i��vwVi��>ÃÌ�Üii��>L�ÕÌ�Ƃ�>Ã��½Ã��«i��}�`>Þ]�I had to reach out to see if I could open a conversation with you about an opening Company X has for a local Ruby developer. Your activity on GitHub is well received by your fellow coders and we Ì��Þ�Õ½`�wÌ��Ì�i�Ã��«iÃ�Ü�Ì��Ì�i�ÀiÃÌ��v�Ì�i�Ìi>��iÀi°�7�Õ�`�Þ�Õ�Li��«i��Ì��>�V��ÛiÀÃ>Ì��¶

[email protected]

Subject Line and Email Body examples

To

$WWDFK�D�ÀOH

$WWDFK�D�ÀOHSubject Referred to you by John Smith for your JavaScript talents

Mark— I received your information from John Smith at Company Y. We had coffee last week and I let him know that we were in search of a JavaScript developer in the area who would thrive in Company 8½Ã�v>ÃÌ�«>Vi`�ÃÌ>ÀÌÕ«�VÕ�ÌÕÀi°��i�V�Õ�`�½Ì��>Ûi�ÀiV��i�ì`�Þ�Õ��Ài�i�Ì�ÕÃ�>ÃÌ�V>��Þ°

Would you be open to having a brief conversation so I can learn about your current commitments >�`�«iÀ�>«Ã��Ü��V�Õ�`��i�«�Þ�Õ�iÝ«��Ài�>�V>ÀiiÀ�Ü�Ì��ÕÀ�V��«>�Þ¶�Ƃ�`��Ü�ÀÀ�iÃ��v�Þ�Õ½Ài�not looking to make a career shift at this moment – I’m looking to build relationships with talented candidates for both present and future opportunities.

[email protected]

11


To

$WWDFK�D�ÀOHSubject

Mark— I’m all about doing my research before ever contacting a candidate for a position I’m tasked with w��}°��>««i�i`�Ì��Ì�Vi�Þ�ÕÀ�>VÌ�Û�ÌÞ��Ì�ÕL��Ì�i�³³�V��Õ��ÌÞ�>�`�Ì�i��ÃÌÕ�L�i`�across your hang gliding photos on your Twitter feed as I was determining the best way to reach �ÕÌ�Ì��Þ�Õ°��Ì��Þ�wÀÃÌ��>�}�}��`��}��iÃÃ��>L�ÕÌ�ÌÜ��Þi>ÀÃ�>}��>�`�Ü>Ã��i`�vÀ��Ì�i�}iÌ�}��q��Ì½Ã�À>Ài�Ì�>Ì��w�`��Ì�iÀÃ�Ü��`��½Ì�Ì��½��VÀ>âÞ�v�À��Þ��}��yÞ��}�>`Ûi�ÌÕÀiÃ°

I have to say that I’d like it if we could open a conversation about a current opening we have for a ³³�ìÛi��«iÀ��Ì�i��«>�Þ�8�Ìi>�°

Seeking a hang gliding C++ guy (you’re on our short list)

[email protected]

To


John— I never want to waste a candidate’s time by sending along an impersonal email that says I haven’t done my homework. I came across your information and JavaScript skills via both your LinkedIn >�`��Ì�ÕL�«À�w�iÃ°��½��Ü�Ì��«>�Þ�8�>�`�Üi�VÕÀÀi�Ì�Þ��>Ûi�>�«�Ã�Ì��>Û>��>L�i�v�À�>�Ãi��À��>Û>-VÀ�«Ì�ìÛi��«iÀ°��½`��i�Ì��iÝ«��Ài��v�Þ�Õ½`�Li�>�wÌ�v�À��ÕÀ�Ìi>�]�>Ã�Üi��i�Ü�>Ì�Üi�Ãii�Ã��v>À°

[email protected]

Company X digs your JavaScript talents (we’re hoping you’ll dig us)

12

The Call to ActionYou’ve gotten the candidate to open the email and you’ve made it FOHDU�\RX¶UH�WDONLQJ�WR�KLP�DQG�KLV�VSHFL¿F�WDOHQWV�DQG�SDVVLRQV��The next step is to motivate the candidate to respond so you can take the next step. The goal here is to let the candidate know exactly what action you’d like him to take.

The Call to Action tells your client what you want and what they need to do to take the next step. And the best Calls to Action let \RXU�FDQGLGDWH�NQRZ�WKDW�\RX¶UH�ÀH[LEOH�DQG�ZRXOG�OLNH�WR�EXLOG�a long-term relationship with them even if your current opening LVQ¶W�D�¿W�

And Finally—The Signature LineDon’t sign your emails “Mary.” Your initial candidate communication isn’t the place for being overly casual. Your signature line is a place to establish credibility and let the candidate do some checking up on you in return. Best practices indicate that you should include:

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The key is to reinforce how candidates can contact you and do their own version of snooping around to ensure that you’re legit before they begin a relationship with you.

13

To




I’d like to set up a brief call to review your current employment with Company Y and your goals v�À�Þ�ÕÀ��iÝÌ�«�Ã�Ì��°� Ûi��v�Þ�Õ½Ài��Ì��}�Ì��>�i�>�ÃÜ�ÌV��À�}�Ì��Ü]��½��Ài��ÌiÀiÃÌi`��}�ÌiÀ��Ài�>Ì��Ã��«Ã�Ü�Ì��Ì>�i�Ìi`�V>�`�`>ÌiÃ�Ì�>��>�ÞÌ��}°�7�Õ�`�Þ�Õ�Ài«�Þ�Ì��Ì��Ã�i�>��À�give me a call and let me know if:

1. You’re open to a conversation and when

2. If you’re not looking right now, if it’s OK for me to reach out to you from time to time when I have an opportunity that might be of interest.


[email protected]

To


John— I never want to waste a candidate’s time by sending along an impersonal email that says I haven’t done my homework. I came across your information and JavaScript skills via both your LinkedIn >�`��Ì�ÕL�«À�w�iÃ°��½��Ü�Ì��«>�Þ�8�>�`�Üi�VÕÀÀi�Ì�Þ��>Ûi�>�«�Ã�Ì��>Û>��>L�i�v�À�>�Ãi��À��>Û>-VÀ�«Ì�ìÛi��«iÀ°��½`��i�Ì��iÝ«��Ài��v�Þ�Õ½`�Li�>�wÌ�v�À��ÕÀ�Ìi>�]�>Ã�Üi��i�Ü�>Ì�Üi�Ãii�Ã��v>À°

We’re having a small event to introduce select candidates to Company X on Tuesday, March 17, >�`��½`��i�Ì��Û�Ìi�Þ�Õ�Ì��>ÌÌi�`°�"ÕÀ� "]��-��Ì�]�>�`��i>`�ìÛi��«iÀ]�/��/�Õ�L]�Ü��both be at the event. It’s completely casual, but will give you the opportunity to get to know us in >�Ài�>Ýi`�Ü>Þ�>��}�Ü�Ì��}iÌÌ��}�>�Þ�µÕiÃÌ��Ã�Þ�Õ��}�Ì��>Ûi�>�ÃÜiÀi`°

[email protected]


Call to Action examples

14


To




�Õ�`�Þ�Õ�Ài«�Þ�Ì��Ì��Ã�i�>��À�}�Ûi��i�>�V>��>Ì�888�888�8888�>�`��iÌ��i��Ü��v�Üi�V>��iÝ«iVÌ�Ì��Ãii�Þ�Õ¶� �Ì�iÀ�Ü>Þ]��Ì½`�Li�}Ài>Ì�Ì��Ü��v�Üi�V�Õ�`�iÝ«��Ài�Ì��Ã��««�ÀÌÕ��ÌÞ�vÕÀÌ�iÀ��À��v�timing isn’t right, I could reach out to you in the future with additional opportunities.


[email protected]

To


John— I never want to waste a candidate’s time by sending along an impersonal email that says I haven’t done my homework. I came across your information and JavaScript skills via both your LinkedIn >�`��Ì�ÕL�«À�w�iÃ°��½��Ü�Ì��«>�Þ�8�>�`�Üi�VÕÀÀi�Ì�Þ��>Ûi�>�«�Ã�Ì��>Û>��>L�i�v�À�>�Ãi��À��>Û>-VÀ�«Ì�ìÛi��«iÀ°��½`��i�Ì��iÝ«��Ài��v�Þ�Õ½`�Li�>�wÌ�v�À��ÕÀ�Ìi>�]�>Ã�Üi��i�Ü�>Ì�Üi�Ãii�Ã��v>À°�

"ÕÀ�/"]��/��>Ã]�Ü�Õ�`��i�Ì��ÃV�i`Õ�i�>�£ä�Ì��£x��ÕÌi�V��ÛiÀÃ>Ì��Ü�Ì��Þ�Õ��Ì�i��iÝÌ�couple weeks. Could we get you two on the phone together? You can reach me via a reply to this i�>��À��ÕÃÌ�}�Ûi��i�>�V>��>Ì�888�888�8888°��v�Ì��Ã��Ã��ÌiÀiÃÌ��}�Ì��Þ�Õ]�Üi½��}iÌ��Ì��Ì�i�L��Ã°�Ƃ�`��v��Ì]��Ì�Ì>��Þ�Õ�ìÀÃÌ>�`°��v�Þ�Õ�Ü�Õ�`]��ÕÃÌ�Ài«�Þ�>�`��iÌ��i��Ü��v��V�Õ�`�V��Ì>VÌ�Þ�Õ��the future when other opportunities that might interest you arise.

[email protected]


15

Where We’ve Been, Where We’ve Arrived, What to ExpectWe’ve traveled (far) from the land of the impersonal mass communications with little rhyme, reason, or hope of reply to a place where we’re crafting personalized messages to a shortlist of candidates. Less is left to chance, candidates can begin to get to know us as a profession again, and with any hope, they’ll begin to welcome our personalized messages for what they are:

Recognition that we can’t be successful with our careers unless we help them be successful in theirs.

But not every ideal candidate will respond, even to the most well crafted email. Some of those ideal candidates will turn out to not EH�WKH�JUHDW�¿W�ZH�LQLWLDOO\�WKRXJKW��:H¶UH�KROGLQJ�RXW�IRU�WKH�ones who will stay for the long haul, grow with the company, and refer their friends because it’s a fantastic place to build a career.

And they’ll remember us—the recruiter—as the person who opened the door so they could thrive. That alone is worth the process of crafting every personalized email, every minute of additional candidate research, and showing the candidate that we respect both their time and talent. What do we mean by combining your goals with the candidate? To begin with, even preliminary candidate information can help you better envision why your opportunity might be attractive to a particular talent. 0D\EH�\RX¶YH�XQHDUWKHG�WKHLU�DQLW\�IRU�SDUWLFXODU�EHVW�FRGLQJ�SUDFWLFHV�WKDW�ZRXOG�EHQH¿W�\RXU�FOLHQW¶V�GHYHORSPHQW�WHDP��,W�FRXOG�EH�WKDW�HYHU\RQH�RQ�VWD�KDSSHQV�WR�EH�DQ�DYLG�IDQ�RI�snow sports and your candidate just tweeted excitement about opening day at a local resort. They may have even gone to the same university as one of the company’s founders. When you have information like this, you can move right into the meat of crafting the better recruiting email.

About GildHR and recruiting have been begging for innovation. That’s why Gild is here. ��`�iÝ�ÃÌÃ�Ì��LÀ��}��iÀ�Ì�VÀ>VÞ�Ì��the professional world by providing hiring solutions that illuminate who’s talented. Companies use Gild’s «>Ìi�Ì�«i�`��}��À��}�Ã��ÕÌ��Ã�Ì��w�`�>�`�i�}>}i�Ì�i�LiÃÌ�V>�`�`>ÌiÃ�out there. Unlike professional �iÌÜ�À�Ã�>�`��L�L�>À`Ã]��`½Ã�solutions tell companies how good different prospects are, and provide the social insights hiring teams need to engage prospects effectively. Launched in 2011, Gild is backed by Globespan Capital Partners and is �i>`µÕ>ÀÌiÀi`��->��À>�V�ÃV�]�Ƃ°

email [email protected] call�nää®�ÈÈ{�ÓÎÈÈ visit gild.com read gild.com/blog

Technology

Building the Better Recruiting Email