Cold recruitment outreach can be challenging. You just touched base with someone who has no idea who you are or what you do. While it may be tempting to copy and paste a generic message, it's important to remember that there is a difference between poor recruiting outreach and recruiting outreach that gets responses. With so much riding on effective cold outreach messages, it's essential to understand why some recruiting outreach works and other's don't.
We shared some real life recruiting outreach with a roundtable of recruiting outreach experts and recorded their feedback here. They graded the outreach and gave us the rundown on what makes the recruiting outreach successful, where it could be improved and other tips for improving your outreach. We gathered all their tips to share the top recruiting outreach pitfalls and advice for avoiding them.
Use the following three data-backed recruiting outreach templates to improve your response rates and find the right candidates for your open roles.
Lack of personalization: A generic message that doesn't show that you've taken the time to research the candidate can be a turn-off. The best way to avoid generic messages is to do your research. Look at the candidate’s Linkedin profile. Review their resume and check out their work history. Read their blog or Github and make sure the role you're selling fits the candidates skills and background.
No clear call-to-action: Evan Kaplan, Director of Engineering at Chronograph, recommends including a "reason for the candidate to respond" in the last few lines of your outreach message. Instead of other recruiting outreach calls to action, Kaplan prefers to build a rapport by asking candidates questions about interesting items in their resume or LinkedIn profile. Other experts prefer the tried and true route of sending a calendar link to expedite the recruiting process. Whether you prefer to build a connection or cut right to the chase, the call to action should give the candidate a clear next step to continue a conversation with you.
Too wordy: Sharing too much information upfront or overloading the recipient with questions in the initial outreach session can make it hard to make a connection with the candidate. It’s better to start with a brief introduction and then move gradually into other details like recent company accomplishments or role specific technology. Data from one of our experts found that by cutting your recruiting message in half, recipients are 67% more likely to respond.
Subject Line: Ask a question based on the candidate's interests
I’m the [SENDERTITLE] at [COMPANY]. I came across your profile on [SOURCE] and thought you might be a great fit for [ROLE].
Your background in [FIELD] and experience with [SKILL] reminds me of my own experience with [RELATABLE FACT].
I noticed [SPECIFIC NOTE ABOUT CANDIDATE'S BACKGROUND] and I was wondering [QUESTION ABOUT CANDIDATE BACKGROUND].
Subject Line: Found You at [SOURCE]
I’m the [SENDERTITLE] at [COMPANY].
Our product at [COMPANY] has [COMPANY DESCRIPTION].
[COMPANY GROWTH RATE]
We’re currently looking for a [JOB DESCRIPTION URL] to join our team and I’d love to tell you more about this position.
I'd love to schedule 30 minutes on your calendar so I can tell you more about the role. Here's my calendar link so you can find some times that work.
Subject Line: Let's chat about [ROLE] at [COMPANY]
I’m the [SENDERTITLE] at [COMPANY]. I found your [SOURCE] profile and I'm impressed by your experience in [SKILL].
You can learn more about the role here [JOB DESCRIPTION URL]. If this sounds interesting, please select a time that works for you with my calendar link below.
[COMPANY INFO LINK]
[COMPANY INFO LINK]
Effective recruiting outreach is crucial to the success of a company's hiring efforts. By personalizing the message, providing a clear call-to-action, and editing out the traditional recruiting fluff, recruiters can cut through the noise and connect with candidates who are a great fit for their company.