Recruitment is one of the areas of the industry that has become a focus for review and reformation in the modern era. The previous inefficiencies and inequalities have been solved with much better optimized and balanced recruiting techniques. These modern techniques include a defined recruitment process, adopting an applicant tracking system to streamline your hiring process, promoting your employer branding, and a lot more.
Furthermore, candidates today expect a higher level of service from the companies that they are applying to or hearing from. In addition to this, the candidates expect the company outreach to be far stronger than how it has been in the past.
One important element of the recruiting process is email communications strategy designed to source clients. It is vital that you get this step right since it can make a huge difference in securing the best candidates as well as missing out on them.
Most Common Candidate Sourcing Email Mistakes
Here are 7 mistakes every HR professional or recruiters make when writing candidate sourcing emails. You should try your very best to avoid making these mistakes when building a talent pool of passive candidates for your company.
1. Poor Quality Writing
Writing an engaging email with a clear message seems like a basic step that every individual would know. But, there are many people who fail to convey the right message in their email.
The quality of your message reflects on your company’s sense of professionalism. It also affects how your potential candidates perceive your company. It can also be a real deterrent for job seekers who are looking for an amazing job opportunity. You would be better off by not sending any email at all rather than sending the one with lots of spelling as well as grammar mistakes and poorly formed prose.
You and your hiring team ought to take the time to improve and polish your writing skills.
2. Unprofessional Email Addresses
There are two ways in which you can make a mistake with the sender address on your email: too bland or too bizarre. Also, the email that comes from ‘email@example.com’ will be regarded as a blanket email. There is a possibility that your candidates might consider your email as unimportant and delete the email instinctively. Conversely, some strange email addresses containing lots of numbers or symbols will be off-putting in an altogether different way.
You should use an email address containing your first name in it to get the personal touch. It will certainly not cause any confusion to your audience.
3. Uninteresting Subjects
The subject line of your email forms a big part of the recipient’s decision to open or not open your email. It also contributes greatly to the response rate of your email. It is important that you grip your reader in those couple of words. You should give them some gut-level reason to proceed with reading your email message. You should avoid using overly-corporate sounding subjects, overly-long subjects, and spammy/clickbait-y subjects so that your email does not land in the delete pile.
4. Long Emails
A recruitment email needs to be short and punchy. Since the important part of the recruiting process happens further down the line, there is no need to elongate the email part. You should introduce yourself and explain what you want. You should leave the requisite information for a later time.
Opening an email and discovering a short novel waiting for you to read can be another excellent one-way ticket to the aforementioned delete pile.
5. Misjudging The Tone
This is a slightly more subtle area that will take quite some time for you to really get the hang of. The best copywriters, content creators and marketing professionals will have an instinctive feeling about how best to ‘pitch’ your email tone, whilst less-experienced individuals might feel quite lost. The tone of your email is an important aspect that needs to be worked at since overly-jokey or completely lifeless emails will get you nowhere.
You need to find a happy balance that nicely represents your company’s brand.
6. One And Done
These sorts of recruiting emails often won’t work as a standalone. You need to be aware that the journey towards recruitment is not as simple as clicking send once. You should keep yourself ready for multiple follow-ups, and switching between medium to social media like LinkedIn, Facebook, etc.
7. Failing To Keep Track
Statistics of email deliveries play a vital role in recruitment emailing. You need to be able to see how many people are opening emails, how many are clicking on the links as well as which email addresses are bouncing back your emails. All of this data will help you in optimizing your long-term recruitment marketing strategy.
It is clear that sending recruitment emails is not a totally easy task that could be done by anyone in the office. It requires planning and active monitoring, not to mention a commitment to seeing the process through to the end.
You have sourced top talent for your job openings. Do not let the above-mentioned email writing mistakes recruiters and other HR professionals make cost you candidates. Make the right efforts for recruitment marketing and hire good fit candidates in a jiffy. Sign up for a Free Jobsoid account and get started with recruitment marketing today.