A Recruiter’s Guide to Professional Email Writing

Companies have every right to be picky about the employees they hire. It is not enough to simply have the necessary skills; there must also be an overall compatibility in terms of attitude and culture.

According to Glassdoor, companies spend an average of 22.9 days hiring the right candidate, up from an average of 12.6 days in 2010. The question now is how to find the ideal candidate. The good news is that recruiters are currently experimenting with a plethora of new and cutting-edge approaches to find THAT ONE PERFECT HIRE, such as hiring based on videos or blindly, and social media recruitment. Some recruiters have even begun to use hiring software and have improved the design of their websites in order to help their businesses grow.

Email recruitment is one of the most popular and efficient methods for filling remote job vacancies with qualified candidates. They are suitable for business use, are widely accepted, and cannot be considered spam for any reason.

A recruitment email requires the same level of skill and flair as any other type of business writing. We hope that this most recent post will help you take the next step toward writing emails like a professional recruiter who uses recruiting automation. Follow these five tips if you want to hire the employee of your dreams.

1. Avoid Hilariously Stupid Mistakes

In our previous post, we discussed the most common mistakes recruiters make when conducting cold outreach. Some of these errors included not devoting enough time to the subject line, writing the same message as everyone else, and a few others.

Too many recruiters make embarrassing mistakes that call their own job qualifications into question and reflect poorly on the companies they represent. These mistakes also bring discredit to the companies for which they work.

A few pointers to avoid sending recruitment emails riddled with obvious errors:

Use effective cold email recruiting templates, but don’t rely too heavily on them. Because of the use of personalization, the prospective employee feels more at ease and has a more positive impression of both you and your company.
Check the candidate’s name as well as their gender. It’s the most basic information, and nothing is more humiliating than sending an email with the incorrect salutation or using the incorrect recipient’s name.
Send out multiple copies of the same email.
Avoid using jargon in your email, and don’t brag about yourself.
Finally, double-check that each email has been proofread. Before hiring a new employee, ask them, “Could you please send over your resume?”

2. Research the Candidate You’re Supporting Before Clicking the Send Button

Traditional methods of recruiting, such as sending unsolicited emails to a large number of prospects in the hope that some of them will be interested in either your email or the company, are no longer available. In today’s competitive job market, recruiters must go above and beyond to attract potential candidates. Because of the high level of competition for open positions, thorough candidate research is essential.

Do you see the difference?

If the email is friendly and gives the recipient the impression that you already know them, your chances of getting a response to a cold email sent to a potential employee for the first time are increased.

How do you manage to do that?

Before sending them an email, try to learn as much as you can about them by browsing their LinkedIn and Twitter profiles. The following is an intriguing excerpt from a LinkedIn profile that could serve as the start of an interesting conversation.

Examine the social media profiles of potential candidates

Conducting candidate research will not only allow you to personalize your cold emails more effectively, but it will also set you apart from other headhunters. You’d be surprised how frequently recruiters send emails without first conducting the necessary research, which can land them in awkward situations like the one shown below.

A thorough social media investigation of the candidate can also help you determine whether or not he or she possesses the necessary communication skills, as well as the candidate’s overall persona and whether or not they are a good cultural fit for your company.

3. Immediately demonstrate your more sensitive side to them

The traditional mold that has been placed around headhunters and recruiters is quickly crumbling, and these professionals are emerging as friends and confidants. A candidate will approach them to negotiate, solicit feedback, and present their ideas, among other things. As a result, it is critical that the cold email you send is not a generic templated version that comes across as preachy and formal.

The sooner a recruiter shows their more compassionate side, the better their chances of success. The goal is to keep a professional demeanor while remaining friendly and approachable. The Stripe team has provided the following excellent example, which, while a model, serves as a good starting point. Check to see if the email was sent by an existing employee rather than the HR team, and then invite the prospective employee to meet in a more relaxed setting over a cup of coffee. That will be a successful strategy. An example of a lighthearted and entertaining recruitment email

4. Add some personality to your impersonal email

Every day, I receive 88 emails. According to the study’s findings, that is the average amount that an individual receives on a daily basis. To stand out, your email for a cold hire should have some personality. This is a good model to emulate.

To stand out, add some personality to your cold recruiting email.
This email stands out from other random cold recruitment emails in a number of important ways.
It is critical for the recruiter to begin with an apology to demonstrate that they respect the candidate’s privacy.
The email contains some hints about the shared connection.
The email presents the job requirement in a lighthearted and unofficial tone, with a focus on the candidate.

5. Prepare to Receive Prospects

The first cold email you send as a recruiter is not the end of your duties in this position. The most effective recruiters go above and beyond to ensure that their candidates are always well-prepared and up to date on all pertinent information.

Send a follow-up email to the prospective employee you’re thinking about hiring. You should prepare them for the types of questions they will be asked during the interview and recommend reading material or other background resources that will help them impress the interviewer in the email. Not only will you be able to help your candidate, but you will also gain a fantastic reputation as a supportive, effective, and empowering recruiter.

Recruiters may find themselves in a hectic and stressful period as they recover from a period that saw a high number of layoffs. However, if you follow the advice presented above, recruiting does not have to be a difficult task. Putting our advice into practice can have a significant impact on how you recruit new employees.