At a moment when remote employees are smashing down barriers, shifting mindsets, and exhibiting adaptability, companies are having trouble overcoming talent gaps. However, most of the time, the solution boils down to one thing: increasing cold recruitment email writing skills.

Every day, around 320 billion emails arrive in the worldwide collective inbox, and recruitment emails must be nothing short of remarkable to stand out. Here are some statistics that should persuade recruiters to improve their email game:

• 73% of job seekers are looking for work in a passive manner.
• The open rate for recruitment emails is 21.14%.
• Only 33% of people open emails solely on the subject line.

Based on these figures, it’s clear that uninspired cold emails aren’t enough to entice passive job seekers to check out a new job profile and, eventually, apply for it.

We’ll walk you through a seven-step process to provide you with the tips you need to turn ordinary emails into high-converting ones.

7 Points to Consider When Sending a Cold Recruitment Email:

1. Do your research well:

One of the most difficult aspects of composing a cold email is that you have no idea who you’re writing to. Even if you’ve never encountered them, don’t know who they are, or what they’re looking for, you must make your email appealing to them.

If you properly structure your approach, you might be able to do this. Always remember that you only have a few seconds to get their attention, so make the most of the first one. As a result, devote time to the research methodology, with the goal of gathering as much information as possible about the concept. After that, consider tailoring your email to that particular study, finding and detailing all of the advantages you can provide that person.

You may use Leadzen.ai, the most intelligent lead prospecting solution available, to take your research game to another level. Its cutting-edge AI technology will assist you in obtaining extensive and verified information on a prospect while also helping you save time.

2. Pay attention to the subject line:

Even if your email is excellent, it will not be effective unless the recipient opens it, and they will not do so if the subject line does not appeal to them. Always keep this in mind, just as you should remember that the subject line is the first thing a prospect sees.

Naturally, coming up with a catchy subject line isn’t easy. You should use caution here and, if you have the opportunity, assess the effectiveness of your headlines. You may also seek online extensive instructions on how to write effective subject lines for your emails.

3. Don’t be afraid to reach out repeatedly:

Some prospects may not accept your offer right away, but that doesn’t mean they aren’t interested; some simply need more time to think about it. As a result, if you want to get more responses, consider sending some follow-up emails.

What is the mechanism behind it? Candidates get more interested in your messages when you follow up a number of times. Nevertheless, don’t just send a bunch of emails to the candidates; think about how you can enhance them to better communicate your ideas. Use Leadzen.ai’s data enrichment tool to add real-time data to your emails and stay ahead of the competition to get the attention of your ideal prospect.

4. Be careful not to annoy: 

It’s easy to go excessive with follow-ups, so tread carefully. For example, if someone replied to your first email but not to your second, you can send one or two more emails – but bear in mind that you’ll probably need to stop sooner or later.

Remember that there’s a thin line between being relentless and being obnoxious, so don’t cross it. You risk irritation from the candidate you’re aiming to entice, as well as a negative impact on your company image if you employ hyperbole in your emails.

5. Try adjusting your touchpoints:

Here’s the thing: most prospects must be confident in their ability to thrive in a certain capacity before responding to you and applying for a job. And sometimes your specifications aren’t enough to persuade them.

As a consequence, if you chose to implement up, make sure that each message has a different touchpoint and is tailored to each applicant. Based on the candidate’s age, gender, nationality, occupation, and other factors, the number and characterization of these touchpoints will alter.

6. Avoid information dumping:

Many prospective employers instantly discharge all pertinent information, including responsibilities, pay, and so on. That is, in fact, a major blunder.

Why is this the case? Because many candidates would regard such an approach as impolite. They don’t even know if they’re interested in the job – and you’re already bombarding them with the material.

Applicants will be more intrigued and fascinated by your proposal if you do it well and show the information in bite-sized chunks. You’re also creating connections with them and gaining their trust.

If you’re just starting out, keep it brief and sweet. As a result, your email will be more accessible and understandable to all recipients. Remember, your goal is to help them gain a fundamental understanding of your product and to entice them to work with you.

7. End your emails with questions:

Have you completed your recruitment email but are stumped as to how to conclude it gracefully? Consider asking the candidate a question. As a consequence, they will feel more obligated to respond.

It isn’t required to ask a serious or specific inquiry; a simple and short one would suffice. You’ll be able to increase the response rate this way as well. If you don’t ask a question at the conclusion of your email, the conversation will eventually come to a halt.

Conclusion:

There are a few things you can do to boost your recruiting email response rate. Strengthening your personal brand is one of the most vital and crucial things you can do. It will be much simpler for you to get the top individuals if you build a good reputation and ensure that you reach your target audience.

Writing effective cold recruitment emails isn’t easy, especially if you’re a new recruiter. Leadzen.ai can help you with your investigation and research about the candidate to give a personalized touch and, an attempt to understand what the candidates want and find out how to approach them in the most efficient way possible. So carry on. Continue to try, implement these suggestions, and measure your progress, and you’ll be successful.