7 Tips for sending a winning cold recruitment email

A cold email is a kind of like online dating, in that you only get one shot to make a first impression, or else you’re out of luck. Below are seven tips to help you with this cold approach and some bonus advice from seasoned professionals. 😉

1. Have your email come from a non-recruiter

Emails from recruiters can sometimes feel intrusive or annoying, especially when you don’t know someone from the atom, and they are trying to ask you to come work somewhere. This can feel a little awkward, so building a connection first will alleviate some of that awkwardness.

Ie: If you are emailing an engineer, have an engineer send the email.

Familiarity feels less intrusive.

When a non-recruiter reaches out it also makes the candidate feel more special because it is not part of that person’s normal routine to reach out to recruit. That engineer took time out of his normal daily routine to reach out to the candidate. This shows they care, and find value in the candidate, and aren’t just trying to meet a quota or receive a commission.

2. Personalize your message

Do some investigative research on the candidate by browsing their Twitter, blog (if they have one), Quora articles, and any projects they have been involved in.

Make a comment in your email about one of these projects, and you are sure to appeal to their ego.

Everybody loves themselves.  When you show someone that you’ve put in some proof-of-work, they feel emboldened.

Most of all it shows you care, and that you actually want to help them!

3. Don’t hide the money

Mention the salary that is being offered for their position. People want to know how much they are going to get paid. Don’t ignore that aspect of the conversation like an elephant in the room.

You know that exists and that is extremely important.

Aline Lerner and Hired.com conducted a study on 8,000 recruitment messages and they found that “of all the different factors that went into whether a candidate was interested in a job, money was by far the most significant.”

4. Keep it short, simple, and focused.

Be straightforward and get to the point. Your message needs to be clear and focused. Ask the candidate one question which is easy to answer.  It is also beneficial to ask if they have 5 minutes to jump on a phone call. Having a phone conversation allows a more personal conversation.

5. Don’t forget to ask for referrals

 “In recruiting two birds of a feather flock together. This means if you are sourcing for an Android developer, chances are they have friends or coworkers (past or present) that are also Android Developers. Also, they probably participate in Android meetups, events, industry meetings.”

6. Have a friendly tone

Messages should have a friendly and casual conversational tone. Cut the B.S. corporate speak and refrain from using buzzwords.  Your cold email approach, as I mentioned previously, is like online dating. Be casual, cool, and friendly, but remain professional!

7. Use email not LinkedIn’s In-Mail

Finding a candidate’s email address shows you put in the effort to contact the candidate.  It is easy to pay for a few In-Mail messages, but it is less personal.

Use Lusha to obtain these email addresses quickly with ease.

 

Have anything to add? Comment below with your suggestions.

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