Importance, templates, and tactics for recruitment email marketing

 Let's start with a reality: The "post and pray" era is over.
In today's highly competitive job market, candidates thoroughly research your company before even considering applying.
Modern recruiters are required to perform the standard recruiting duties, as well as make use of high-level marketing experts' tools, such as interactive landing pages, social media, and search engine optimization, in order to source, engage, and persuade candidates.
Email marketing distinguishes itself as a potent "secret weapon" in the process when compared to other tools. With over 290 billion emails sent every day, email marketing is still essential despite its (relatively) long history.
How can you manage to stand out and attract the interest of your ideal candidates?
This blog post can assist you in determining the solution by highlighting the significance, templates, and strategies for your recruitment email marketing campaign. Explore now!


Why is email marketing important to recruiters?

Let’s read the following statistics:

  • Email marketing is actually 40 times more successful at acquiring new clients than both Facebook and Twitter combined.
  • You’re 6 times more likely to receive a click-through from an email campaign than you’re from a tweet.
  • Segmented and targeted emails generate 58% of all revenue for businesses.
  • 42% of B2B organizations believe email is one of the most effective lead generators for targeting new clients.

These figures alone are a compelling argument for including email marketing in your hiring procedure. Additionally, as we all know, using email marketing for hiring and recruitment enables you to target candidates who are qualified for your job openings. With the right emails, you can draw in both active and passive job seekers and nurture and convert them into applicants.

However, many HR (Human Resource) teams continue to use antiquated, manual techniques and have yet to consider or effectively implement email marketing campaigns. These fall short of both reaching their intended audience and breaking through the clutter. This failure is really a waste of potential and can be very detrimental to an organization's recruitment efforts.

5 essential recruiting email templates

Use the 5 email templates for recruiting listed below to inform and engage candidates throughout your hiring process.

1. Sourcing email templates

Be direct in your approach when contacting prospects for the first time. When sending an outreach email, your main goal should be to stand out and get right to the point.

#1. First-touch sourcing email

Only after you've done extensive research on a potential candidate should you reach out to them via email. Examine their profiles and confirm their initial credentials. Additionally, make a note of any private information you can include in your email. To encourage the candidate to apply, keep in mind that personalization is essential.

You can't expect this candidate to read a wordy email from you because you haven't interacted with them. Instead, limit your message to the most important details and keep it brief.

Here's an example of a first-touch sourcing email to use:

Subject Line: Job Opportunity - [JOB TITLE] Role at [YOUR COMPANY NAME]

Hi [CANDIDATE’s FIRST NAME], 

I came across your profile on [WHERE YOU FOUND THEM], and wanted to reach out regarding a unique opportunity.

I’m working for [YOUR COMPANY NAME] and we are looking to hire a [JOB TITLE]. I think your experience in [SKILL/ FIELD] is a great fit for this role. 

If you are interested, I’d love to connect. So, would you be available for a phone call on [DATE & TIME]?

I’m looking forward to hearing from you soon.

Best,

[YOUR NAME]

[YOUR EMAIL SIGNATURE]

#2. Second-touch sourcing email

This email is being sent to previous outstanding candidates who didn't get or accept your offer. Before you ask someone to reapply to your company, make sure their qualifications match the candidate persona and that they would be a great fit.

Try to make the email as personalized as you can given that you already know the candidate. This will demonstrate that you value them as a unique contributor rather than just another resume in a stack.

Here's an example of a second-touch sourcing email to use:


Subject Line: A New Job Opportunity at [YOUR COMPANY NAME] - [JOB TITLE]

Hi [CANDIDATE’s FIRST NAME], 

I hope this email finds you well. I know you applied to our [PREVIOUS POSITION] back in [MONTH or YEAR]. While we then went in a different direction, we kept you top of our mind.

A [JOB TITLE] role just opened up at our company and given your profile, I think you’d be a great fit.

I would love to reconnect, discuss the role, and hear about what you have been up to since we last spoke. So, would you be available for a phone call on [DATE & TIME]?

I’m looking forward to hearing from you soon.

Best,

[YOUR NAME]

[YOUR EMAIL SIGNATURE]



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