Unlike cold calling , email is used 99.99% of the time at the beginning of the process.
Nowadays, recruiters mostly use tools – such as ATS or CRM – and templates to optimize your time in this first step of the recruitment process.
But email or cold calling are not necessarily the only – or best – recruiting channels used today.
What are the best channels to reach candidates?
Recruiting emails are an essential tool for engaging potential candidates. These communications can take a variety of forms, each serving a unique purpose in the recruiting funnel.
Here’s an overview of the different types of recruiting emails.
1. The initial acquisition email
This type of email is the first point of contact with a potential candidate. It usually includes a brief introduction from the recruiter or hiring manager, an overview of the company, and the continuity of your commercial process in times of crisis recruitment email reasons why the recipient has been identified as a potential candidate for the position. The goal is to spark the candidate’s interest and provoke a response to start a dialogue.
2. The job invitation email
These are emails sent to potential candidates inviting them to apply recruitment email for a specific open position. They usually highlight the job requirements, responsibilities, and how the candidate’s background fits with the position.
3. The networking email
Nowadays, The goal of networking emails is to establish a connection without a school email list specific job in mind. It’s more about building relationships, and recruiters reach out to potential candidates to expand their talent network for future opportunities.
4. The follow-up email
Nowadays, After the initial contact or an interview, the follow-up email is crucial. It keeps the candidate engaged in the process, provides them with necessary next steps, acquisition emails or simply maintains the relationship for future openings.
5. The referral request email
Nowadays, These emails are sent to current employees or industry contacts, asking them to recommend candidates from their network who might be a good fit for a job. They usually include a brief description of the open position and the profile of the ideal candidate.
