Relying solely on job postings and waiting for applicants is not an effective method for finding top talent. While luck may occasionally bring in suitable candidates, the majority of the time you will be disappointed. Many individuals who are not actively job searching may still be open to a great opportunity, and even those who are actively seeking may not know about your company. The solution is to locate passive candidates and approach them through email.
Why is email so important in talent sourcing?
Email is important in talent sourcing because it allows recruiters to reach out to passive candidates directly and build relationships with them. By sending personal and targeted emails, recruiters can introduce their company and job opportunity to potential hires, engage with them in a more meaningful way, and assess their interest in the role.
Email also enables recruiters to reach a larger pool of candidates than they would through job postings alone, as they can target individuals who are not actively searching for a job but may still be interested in new opportunities. Additionally, email provides a more efficient way for recruiters to communicate with candidates and keep them updated throughout the recruitment process.
Overall, email is a crucial tool in talent sourcing as it allows recruiters to identify and engage with passive candidates, build relationships with them, and bring them one step closer to being hired.
Here are five effective strategies for attracting passive candidates via email
1. Grab Their Attention
People get tons of emails. Don’t let passive candidates miss your email by making it super generic. Think of a catchy subject line to convince them to at least open your email.
2. Take It Slow
Remember that most of these candidates are not looking for a job. They are probably content in the job they are currently in and the thought of moving isn’t too appealing. Avoid sending them all the details of the job in your first email. That may overwhelm them and cause them to say they aren’t interested. Try reaching out and asking them if they would like to hear more about the opportunity and give a sentence or two about the general position. Then you can give more details as you gauge their interest.
3. Know Your Details
Nothing will turn off a passive candidate more than an email giving vague information. In order to sell them on the job, you need to know what they will be doing and why they would be interested. If it would be a promotional opportunity for them, tell them about the higher level work experience they would get. The more you are familiar with the job duties, the more the candidate will trust you have their best interests in mind.
4. Help Them Apply
Make the process as easy as possible for them. If you can give them most of the information via email and set up an interview before they formally apply, do it! That way you can let them decide on the job over some time rather than forcing them to commit to applying right then. The more you can keep them engaged and replying to your emails, the better your chances of closing them.
5. Branding
Make the job and the company stand out. Sell the great things about the job to help convince them to consider the opportunity you are presenting. Promotional videos are great ways to show the company culture, as are stories of success from past employees in the role.
Email is a great way to attract candidates that are in need of some convincing. It’s much less pushy than a phone call and a great way to get them important information. It also gives them time to review and mull over the details in their own time. For more tips on emailing passive candidates, check out LinkedIn’s blog: Best Practices to Attract Passive Candidates.
Recommended Reading:
How to Use Mail Merge to Recruit Candidates
Boolean Strings to Source Female Candidates
How to Automate LinkedIn Using Phantombuster
