One of the hottest debates amongst Recruiters in both corporate and agency is what email communication is the best to send to a candidate to get a positive response. When this topic was recently addressed in a Facebook group, recruiters lost their minds!
As soon as someone posts an email that works for them, the group would tear them apart and say it was crap. The next person would post again, to the same result. In the end, it was determined everyone had awful email messages and we’re all idiots!
FOT sponsor Udacity and I thought it would be great if instead of recruiters answering that question we ask actual real-life IT professionals who are currently working to give us examples of “actual” messages they received and their feedback. The following is brilliant!
The names and companies have been removed to protect the guilty!
Recruiter Email #1 –
Hi Engineer X, I came across your profile on LinkedIn in my search for skilled engineers. Your skill set is amazing! We’re looking for very strong engineers to work with ACME company on STEALTH v1. projects, huge scale back-ends and more. Do you have time this week for a 15 min. call? I’d like to talk to you about what you’re working on and see if we can get on your radar. And no worries, if you’re not looking to make a career shift at the moment- I’m looking to build relationships with talented candidates for both present and future opportunities.
**If you previously interviewed with ACME, please accept my message and let me know when you last interviewed. At your direction, we can remove you from our list and/or contact you again when you are eligible to interview again.**
The IT Pro’s response:
This recruiter has no idea who I actually am. I assume ACME company has some sort of Applicant Tracking System they can reference before sending me spam. The quote “I’m looking to build relationships with talented candidates for both present and future opportunities.” makes me scratch my head. Why do I want to build a relationship with a spammer?
Recruiter Email #2 –
How’s it going! Looking for a front-end engineer for ACME company. Awesome, small high-quality engineering team, tons of funding, and a great set-up in a cool area. Free to chat or grab a beer sometime soon? Would love to tell you more. 🙂
The IT Pro’s response:
I get a dozen or more of these a week. It’s another form letter, but this variety is terrible. It’s so, SO FAKE. We don’t have a personal connection so don’t go overboard with the “I’m so personable” vibe.
Recruiter Email #3 –
I hope you are doing well! I came across your profile and noticed the praises [your personal connection] wrote about you. ACME company is the industry leader in our industry. As a business, we’ve seen exceptional year-over-year growth since our inception. As a company, we value ownership, integrity, and transparency. As a culture, we value diversity, inclusion, and autonomy. I know you may not be looking for a new opportunity right now, but I’d love to share our plans for growth and expansion. Please let me know if you have a few minutes to chat in the next week or two. For more information about us check out these links:
[Links about company]
The IT Pro’s Response:
I honestly hate it when recruiters take advantage of my relationship with my coworkers and friends by name dropping. If the recruiter actually knew this person and they had recommended me for the role, that is a different story. However, this was a tactic to get me to open their email and it’s a bad way to begin a correspondence.
So, what did our IT Pros tell us they actually wanted from these types of communications:
- Personalization is key, but if you fake it, it can backfire badly!
- “We’re Hiring” isn’t a selling point.
- They would rather get a message from a peer than a recruiter. (Hmm, I’ve got some ideas about making this happen we’ll share in October’s FOT webinar!)
- If you’re a cheeseball, it shuts down the IT pros immediately. (That’s a huge problem, most people don’t know or think they’re cheesy!)
FOT Sponsor, Udacity helps recruiters find & hire qualified technical talent – including web & mobile developers, data analysts, and machine learning engineers. With Udacity’s Talent Source, recruiters are able to review and connect with large pool of candidates who have mastered skills in the most in-demand fields. They have proven portfolios of work and they are ready to start helping your company innovate. Connecting with them is fast and easy and they are all actively looking for their next career opportunity. Discover your next great hire today!
If you Google “Tim Sackett” you’ll find our Tim, and a truck driver chaplain. Our Tim is NOT the truck driver chaplain, although how awesome would that be if he was!? He is a prolific writer in the HR and TA space who just happens to also run an Engineering and IT contract staffing agency (HRU Technical Resources) out of Michigan. He also writes every day at his own blog, the Tim Sackett Project. Weirdly, he’s known as an expert in workplace hugging, which was kind of cool years ago, but now seems painfully creepy, but we still love him and he’s fairly harmless. Tim is also on the board of the Association of Talent Acquisition Professionals (ATAP), lifetime Michigan State Spartan fan, husband to a Hall of Fame wife, 3 sons, and his best friend Scout. He also wrote a book with SHRM called The Talent Fix, you can find it on Amazon.