Personalization of Emails
- Steve Seay
- Mar 15, 2017
- 2 min read
Getting a response is a critical step in the process of getting the hire.
Without a response there is no hire.
Here are some tips that’ve helped me recently.
I hope they help you too.
The Subject Line is so important in getting the candidates’ attention and helps to get a candidate response.
Find something in common with them.
Look at their profile on LinkedIn or PIPL, Monster, etc., to see what you might have in common with them, such as the same college, same sports, hobbies, etc. to increase response chances.
Example:
I had a person respond to me because he saw in my LinkedIn profile that I was interested in Genealogy. After I emailed him he called and opened the conversation with comments relating to Genealogy which we had in common.
Find something that will appeal to the candidate.
2015 was a brutal winter in the Northern US and we’d just had a new job open up in a beach town in Florida -- relocation paid!
We targeted candidates in the northern US who (we hoped) were tired of the bad winters.
Example:
Subject Line: Finally-Leave the winter COLD! Relocation paid to Florida Beach town for a Sr. Software Developer adventure. (Or you can say, “Did you know that we have a new job opening in a beach town in Florida — relocation paid?”) Say something similar that hits that “I am tired of the cold” button.
Result: Contacted 38, Replies 18 (or a 47% response). Try to avoid a subject line which is too spammy.
More examples of Using an Appeal:
Subject Line: We have a Web Developer role open less than 10 miles from your house.
This REALLY appeals to those of us who live in large cities.
Subject line: Work from your home office or Work remotely, etc.
Of course Candidates love this!
If you can combine more than one relevant benefit in one subject line—neatly--it may be too good for the candidates to pass up. At least they’ll open your email. At a certain number of benefits, the person responds.
Example:
Hi Joe, I wanted to see if you were interested in a work location within 5 miles as a Network Administrator (which happens to be this candidate’s next career step) and a boost in salary. At a certain number of benefits, the person is likely to respond.
EXTERNAL RESOURCES FOR HOW TO IMPROVE EMAIL RESPONSE RATES
About the Author
Steve Seay has 18 years in Recruiting and Sourcing Candidates in the following disciplines: Information Technology, Dept. of Defense, Cyber - Information Security, Medical, Accounting & Finance, C-Level candidates, Marketing, Sales, Business Development and almost any role. He finds resumes, leads, candidates, profiles, bios and is a headhunter type Sourcing Analyst and Recruiter. What he likes the most are the Search Tools we are lucky enough to have today and seeks to apply them to his work and to his personal life to achieve his goals.
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