Social networks, especially LinkedIn, have made it very easy for recruiters to reach professionals in many fields. Recruiters have started to distribute electronic job offers en masse. However, even if sending recruitment e-mails looks simple at first glance, the opposite is true. The fact is that the professionals you are trying to reach either delete most of your job offers or - much worse for you - label you as a spammer. As a result, you will end up not only without the people you wanted to hire, but also on a black list, unable to send any more e-mails. So the question is: Whose fault is it? The answer is obvious: Yours.
Although recruiters send dozens and more job offers daily, they still do not know the basic rules. At least that is what Jeff Wood, an expert on electronic recruitment from the RecruitLoot company, claims in his article on ERE.net. Wood says that when a recruiter uses e-mail as the first contact with a potential employee, he should make sure that the e-mail he sends is brief, clear, honest, polite, without errors, and relevant for the particular recipient. If you want people to read your e-mail job offers, beware of the following ten mistakes.
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Your e-mails should not be too vague. You are not a politician. Write clearly who you are and why you are contacting this specific person.
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It's better to read your e-mail several times, or use an automatic spell check. Pay special attention to be sure to write the name of the person you are addressing properly.
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Ensure that different workers from your company will not send the same job offers to the same people.
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Do not put a deceptive subject on your e-mails and do not ignore the addressee's requests to unsubscribe.
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Do not offer a salary that is below the candidates' level of experience.
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Do not use unrelated words unnecessarily just to impress.
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Do not send impersonal messages. Recipients will immediately recognize that they are reading an automatically generated e-mail and will consider it as spam. Each recipient should feel that you have written the e-mail especially for him.
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Do not ask people you do not know to recommend other people.
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Do not assume that everyone you consider a passive candidate is interested in a new job.
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Never send e-mails that are irrelevant. Create specific e-mails for specific professions and recipient age groups.
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