The effectiveness of an email sourcing campaign depends more and more on the inventiveness of the recruiter/sourcer. Sourcing new prospects thru email is not a new idea but it is one that keeps being both abused and mis-used. Especially because it is easy to just draft a quick email pasting your job requirements and a little verbiage and off it goes.

But it is important to remember that just as in any form of marketing email, a recruiting/sourcing email needs to capture your prospective candidate’s attention within the first couple of sentences. In order to do this you have to invest some time and thought into creating/designing a strong sourcing message.

A well-written email message will keep the text brief I would say a good range would be between 250 to 300 words.  Since most email readers won’t read beyond the first couple of lines. You have to be clear, direct and focus on how your offer benefits them.

The subject line is one of the most important elements of any email campaign. Be sure to spend ample time designing the subject line to be clear, direct, attention grabbing, and benefits related. 

Presentation
Your recruiting email is a marketing campaign so make it as presentable as possible, be sure to include colors and images but don’t over rely on them for primary messaging. Avoid incorporating the text strictly on an image as the reader may have the images turned off in which case they would only see a “red x”.  It would be a good idea to include a link “Add to address book” link within the email. Remember, the overal presentation is as important as your message. 

Highlight Benefits
Make a list of specific benefits that may be important to them and use these as talking points when you recruit. 

Provide a Testimonial
You can provide testimonials. Positive experiences shared by candidates are one of the best ways to promote your position.

Ask for a response
Offer information about Company opportunities and close your message with a clear and direct call to action.  “Call me” or “apply on line” or whatever you’d like your candidate to do but avoid providing too many options.

Give Thanks
Be sure to thank them for considering your position and express gratitude/appreciation , even if they may not be currently available. But ask if you can inform them of future opportunities.

Do You Have More Ideas?
If you want to add some ideas to this list, send them to admin@sourcingcorner.com and we’ll be sure to add them and credit you with the ideas. We look forward to hearing from you.