5 Tips on How to Use Email Marketing Strategies for Recruiters Success

5 Tips on How to Use Email Marketing Strategies for Recruiters Success

Email Marketing for Recruiters

When recruiters are looking for quality hire, there is more than a way to reach out to the potential candidates. Apart from LinkedIn and other social media site, email is an excellent tool to reach out to the potential candidates and urge them to apply for the job. If you are thinking that email is an outdated method, the statistics says otherwise.58% professionals never fail to check their email, and if you are counting the hours, they spend an average time of 2.5 hours a day checking their emails.

Email marketing serves a targeted method of sourcing candidate. You must have been using email as a source of communication. But when you take up email marketing as a recruiter, there are few tips than can help you make the right candidate reply to your email.

Surf for the best automation email marketing service/ platforms

When the goal is to reach out to qualified candidates, you must look for a few important features while selecting the most suitable email marketing automation platform. Here are the checkboxes you must tick while checking the feature.

  • Segmentation
  • social media integration
  • A/B testing
  • Personalization
  • Performance monitoring through data analytic
  • smart content

Some of the best emails marketing automation platforms are Customer.io, Contact solution, Hubspot. If you are looking for marketing solutions, do not forget to visit our website.

Segmentation is inevitable

Another significant factor which decides the efficiency of your email marketing strategy is segmentation. Segmentation of your email compliant list can be based on several factors such as job roles, active and passive job seekers, and experience in the industry or in the same domain. The main aim of segmentation is to pick the list of email recipients who are qualified and interested in the job vacancy you are offering. A pre-defined job role and expected experience can help you in the segmentation, so you don’t shoot emails at people who are not at all interested.

Simple and Clear Content with every required information

A complicated and vague content won’t help you in the success of email marketing. The email should contain the following details in clear and simple language (better to avoid jargons).

  • A few lines about your company (backed with your website link)
  • Job description of the vacancy
  • Expected qualification requirement
  • Benefits of the job like flexibility of working hours, health insurance, free trainings etc.
  • Expected or starting salary with the scopes of increment
  • A clear call to action

When a person opens his inbox, he scans through the mail first and then opens the one that catches his attention. So never forget to add suitable subject to your mail.

Personalizing attracts attention

Personalized emails get a better click rate than non-personalized email. As a recruiter, when you are enlisting the name of the recipient, you can create a connection and urge him to read through the whole mail. Your email compliant list contains a section of passive job seekers, you can increase their engagement and enhance their chances of conversion through regular newsletters or blog posts related to their professional skills, tips on job interviews or some programs or courses to upgrade their skills.

Visible Call-to-Action

The primary purpose of email marketing for recruiters is to pool application of qualified professionals fitting well in the vacancy. So, if you miss out to convey a loud and clear call-to-action, you may end up getting 5 applications per 100 emails. Either opt for an integrated ‘Apply Now’ or clearly state where the applicants can send their CV. You may also enlist the contact number of the recruiter so that the applicants can clarify any query related to the job. In order to lure job seekers for prompt action, you may use infographics to draw their attention to the lines or button of call-to –action.

Email marketing is an evergreen strategy that can help you get the desired response if used correctly. As a recruiter, you can definitely make your job of sourcing candidates less hectic through effective email marketing. The above mentioned tips can help you to kickstart or redefine your email marketing for recruiters.

What were the pain points of your marketing strategy? Let us know in the comment section below

Leadership Attributes needed during Challenging times

Leadership Attributes needed during Challenging times

“Innovation distinguishes between a leader and a follower.” Steve Jobs has been a great leader not only for Apple but also for every aspiring entrepreneur. When we talk about leaders, we always portray a strong and confident person who gives us hope to rise every time we stoop down or stumble over an obstacle. Remember how the most exemplary guy in your school was chosen as the head boy? Well, nothing has changed in the larger picture. Every organization decides its leaders carefully to ensure the growth of the organization. You can become the leader as well if you adopt some of the leadership attributes needed during challenging times.

In this era of the pandemic, the economy is sliding down every passing day. You must be amazed at how a leader can effectively change the scenario. Here are some leadership lessons for hard times that you must learn.

Motivation is key to productivity

A leader should have personal attributes like self-confidence, communication, ability to make decisions, etc. A ‘successful’ leader is the one who has the potential to motivate each member of his team. You may be surprised how just a compliment from the leader can boost the productivity of the employee. Therefore, a leader motivating employee in tough economic times becomes the need of the moment. If you want to emerge as a leader, never fail to boost your employees’ morale.

Lateral thinking can be the game-changer

Lateral thinking is a key attribute that every leader must possess. It is all about thinking out of the box. Every subject or situation has a conventional approach; a lateral thinking leader is the one who can break through this traditional course of thinking and bring out a creative approach of looking at the issue and solving it. For instance, Gillette has utilized an innovative way of marketing. They follow a strategy of making their products obsolete to replace it with their own new products. In this way, they successfully cut down their competitors. Lateral thinking is the creative and innovative way to investigate the mundane issues to bring out a new approach to resolve them. This leadership skill is crucial for facing the challenges and turning them into strengths. Just like ‘if life gives you lemons, make lemonade’.

Establish bond of trust

Trust building is an essential leadership skill that can become the key to the unexpected growth of an organization. You may have always seen that every great leader was surrounded by people who trusted him. Yes, this attribute can be beneficial in both ways. If you can establish a bond of trust between you and your employees, you will surely notice how it affects you as well as their productivity. Especially during this time of self-isolation, every employee needs to deal with stress due to remote work. If you want to emerge as a leader now, you must establish a trust bond to influence their productivity instead of just dumping your burden on them. Trust building activities not only enhance employees’ confidence but also their loyalty to the organization.

Empathy can reap sweeter fruit

Jack Welch once said, “Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others.” Leadership is not about growing individually but growing as a team or organization. You may not be born with leadership skills, but you can acquire them with perseverance. Creative thinking, open communication, or bonding – each of this leadership skill can lead you to the best version of yourself as a leader. As a leader, you are bound to confront new challenges, but your skills can mold you to become the most outstanding leader.

Compassion is an attribute that every leader must possess to combat the challenges of tough times. A successful leader always listens to his employees to gain a better understanding. You must learn to be empathetic if you want to ace leadership skills during these tough times.

There will be situations when you can blame your employee or publicly criticize them. A successful leader will not take those steps; instead, talk to the employee personally. Just the empathetic approach towards your employee can boost their morale and turn them into an asset for the organization.

Strategize with a clear vision

Having a clear far-sighted vision is a significant leadership attribute during challenging times. As a leader, you may have to face several challenges due to the falling economy. It is your turn to take up the responsibilities and strategize with a clear vision. A leader’s clear vision can help to develop objectives for every level of the organization. Formulating strategies to combat the upcoming challenges requires far-sighted vision. In fact, a successful leader knows how to balance short term and long-term goals.

Open communication

When talking about leadership attributes, you cannot miss out on open communication on the list. According to statistics, 57% of employees fail to perform to their full potential due to the lack of open and clear communication with their leaders. Therefore, a successful leader must have effective communication skills to convey every vital information to his employees. Brainstorming sessions can be an effective way for leaders to practice with their team to bring out innovative solutions.

Lead with excellence

Leaders become examples for the employees. If you are always late, you cannot expect your employees to be punctual. The “walk the talk” philosophy is still something every successful leader has followed in his life. A successful leader never fails to inspire his teammates. In fact, a good leader always pushes his teammates for growth. Leadership does not mean exploiting power. In contrast, leadership is all about taking up responsibilities, following your own rules, and creating a benchmark of excellence to inspire others. So, if you want to become a successful leader, do not just command but lead by example.

Do you possess any of the leadership skills? Let us know how you have evolved as a leader in your life in the comments below. 

 

3 Ways to Cut through the Chaos and Attract Top Talent

3 Ways to Cut through the Chaos and Attract Top Talent

Recruiting the foremost effective talent isn’t as easy as several people want to assume. An employee hasn’t had a lot of choices throughout the work search. Public and personal sector organizations face similar talent shortages and more and more deploying ingenious ways in which to draw in and retain high performers. However, for organizations with tight budgets like cause-based nonprofits, state & native governments, and academic establishments, competitive against the non-public sector supported compensation alone is troublesome to try to.

With a powerful job market, employees prefer companies with smart cultures, competitive pay, and advancement opportunities. Giving employees what they need will assist you to induce and keep the top talent.

With these few tips techniques and strategies, you can put into play in order to cut through all of that noise and attract more candidates.

Company’s mission and values

According to LinkedIn’s work Culture Report, eighty-six % of millennial would take into account a salary cut to figure at an organization whose mission and values align with their own. Establish the foremost vital skills and values for your company. Then fill positions around those desires rather than simply hiring one worker to exchange another.

It ought to be obvious for anyone who’s hung out in metallic element that employees do not solely wish to understand however their work ought to get done and the way it’s being measured, but also, that they perceive however those efforts align with the future mission, and vision, of their various employers – and why those efforts refer the business.

Employee Happiness

No, this doesn’t merely mean telling candidates what proportion you price worker satisfaction. Once the corporate culture is formed upon the principles of advantage, it reflects on the retention levels of the organization conjointly.

Think of your current workers as walking, talking billboards. Also, you already assume your current workers are talented mean, and productive. This army of workers members can facilitate to not solely rave regarding your culture and boost your employer’s name however in addition to expand your reach and broadcast your hiring must their own webs of contacts.

Employer Brand Advantage

For brands with operations unfold across geographies, or for conglomerates with several businesses below them, ‘one size fits all’ approach doesn’t work. It’s not necessary that the story a whole desires to speak is that the same all told the regions.

When you consider promoting a business, you seemingly consider selling your product or services to consumers. However, if you’re progressing to attract the proper talent to your organization, you ought to place even as a lot of stress on promoting your brand.

Change goes to come back. It’s up to you to confirm your employees go together with it.

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Creative Hacks to Keep Your Talent Pool Full

Creative Hacks to Keep Your Talent Pool Full

It’s important to keep your talent pool full of high-quality candidates as being a leader you wish to grow your company or your team. Also, you never know when people might leave your organization suddenly for some reason.But being prepared would definitely help as you would not want to waste 3-4 months for your next hire.Engaging top talent will shorten your recruitment cycle and is a good way to stay ahead in the fierce combat for talent.

Building a robust talent pool might seem difficult to accomplish, but with little bit of your continuous efforts, it’s easy enough and the results will surely be worth doing it. Make it a part of your routine, reserve time slots in your calendar and make it a point to meet new people within your industry.

Here are four hacks for you to build up your talent pipeline and foster your relationships with passive candidates:

Leverage Your Networks

Collegiate and other professional collaborations can be a great way to fill your talent pipeline. These affiliations will open doors to intellectual discussions and help you build relationships, as you already have something in common. Don’t limit this to just your own network, make sure your team is also on look out within their own networks. Setting up great referral program is best way to make it worth it.

Direct Outreaching

Use social media platforms like LinkedIn or Twitter to target some of your top prospects. For higher-level or technical position, many of the candidates will have their presences on LinkedIn and GitHub for sure. Upgrade your LinkedIn account and connect to relevant groups, this will allow you to send in-mails or have access to their contact information. However, avoid the hard-selling part and instead consider sharing an interesting article or ask them a question. This will open the lines of communication and you can further engage them about open opportunities at your organization.

Personalized Messaging

Rather than tormenting prospects relentlessly through labour-intensive conversations, try to stay on top of their mind. Have a real reason to reach out to someone – for example, you can send an article that reminded you of a conversation or a work anniversary congratulations message. Encourage your team also to brand themselves and personalize their messages.

Host Events to Engage your local industry to find passive candidates.

Best way to develop strategy to build your talent pool is to engage them on a personal and genuine level. You can consider organizing happy hours or open house and invite your area professionals into your organization and publicize the event by using social media platforms and a curated email list. Other great events that can be considered to attract talent might include inviting speakers, hack-a-thons and other industry meetups. These events will allow others to get a peep into your company and its culture. Also, do not forget to do your research on the attendees so that you can introduce them to the right people within your organization. Also encourage your team mates to attend the event.

Final Thoughts

Consider your talent pipeline a community, not just a database. Put continuous efforts to keep your pipeline warm and deliver what you promise. Building talent pipeline for your hiring needs might seem of obvious importance but, with so many priorities on your plate, it is easy to run out of time and you may forget to keep in touch. To avoid this send yourself calendar reminders to stay connected.

Create one “source of truth” to keep your all your teammates on the same page. Use it to keep track of your metrics over time, so you can be sure that your efforts are producing results and never sacrifice speed for quality.

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Bad Recruiting Habits You Should Break Immediately

Bad Recruiting Habits You Should Break Immediately

Everyone fall prey of bad habits like few people are too addicted to their phones and check it too many times in a day or some just can’t resist chewing their nails. It’s easy to develop wrong habits and you won’t even realize you have one unless someone put the spotlight on your habits.

Hiring managers and recruiters can also easily all into a few bad habits amidst continuous pressure and challenge to find great talent. And you might not even realize that your behaviors are negatively impacting business. It’s time to raise awareness and make a change. The faster you take control of your recruiting and hiring habits the better it is.

Let’s start by identifying most common bad hiring habits that are likely to stop you from finding the right person for your team:

Lack of Organization

When things are not organized at your workplace you will forget to do important things like follow up with the potential candidates. But following up is the key to ensure that candidates feel important and are on the same page as you of the hiring process. Not following up on right time will result in poor candidate experience and you might also loose best candidates in the market to another job offer.

Weighting one factor above all others

If you have a habit of considering one factor above all, then you’re definitely going to end up making some poor and potentially biased decisions. This will limit your decision to be driven by a single hiring factor, leading you to ignore other major factors that could be telling you a lot about your candidates. Evaluating each candidate in a holistic way is not a good habit. Remember that skills can be learned, personality can’t.

Copy Pasting Job Postings

Many recruiting managers have the habit of using a same template for all the job postings over and over again. Never forget that job postings are a form of sales pitch which needs to be perfect because you need to sell the job to the candidate. Job postings should be crafted in a persuasive manner and contain high quality content. Make sure the job posting highlights exactly what is in it for prospective job candidates.

Making false promises to lure great candidates

Recruiters go through tough times when they don’t find enough candidates, but making false promises to fill your pipeline isn’t a good way. If you are not fully honest with the candidates about the job opening, they will drop out of the hiring process. Even if you end up filling positions based on empty promises you will definitely see a dip in employee retention resulting in high turnover costs.

There are a lot of ways to boost your sourcing tactics to attract great candidates but manipulating a candidate to accept a role will bring you back to square one to find someone to fill that same position after you discover the candidate is not the right fit.

Failing to Stay Up-To-Date with Technology

Modern technology keeps changing quickly. It’s important to keep yourself updated with the latest trends to make sure that you know all the possible ways to recruit and contact your next great hire. Also don’t consider technology as your competition, it can help you reduce a lot of your tasks and save time. Automation can help you organize your hiring process and can improve your hiring decisions.

Closing Thoughts

Leaving bad habits isn’t easy, but realizing and denoting time to address them can help you improve. Bad habits impact your ability to hire top talent directly and it reflects poorly on your company as a whole and brings down your employer brand. Have a crystal-clear picture of whom you want to hire or else it’s will be extra difficult to find them.

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How to Boost Employee Morale During Challenging Times

How to Boost Employee Morale During Challenging Times

Strong morale is not a luxury item; it’s always been an essential for life. And that’s even more true today considering present situation. Uncertainty of the future can damage both motivation and productivity and can also create a lot of fear among employees. Companies that can sustain workforce and boost their employee’s morale while coronavirus disrupts businesses will be better compared to those who are just watching and waiting for it to vanish.

Keeping in view what’s important, here are few virtual and virtuous tips for maintaining morale at your company:

Stay Positive

If you’re in a leadership position or the boss of a company, keep in mind that the other employees are going to take indications from how you react to situations. If you keep complaining about unsteady market, economy downturn and bad productivity, employees will loose hope and the feeling of despair will spread as fast as a piece of office gossip. You need to be positive and upbeat. Try to look for solutions and be enthusiastic in your daily interactions with employees. By no means try to paint a false picture. Don’t restructure your personality just because you’re going through a hard time.

Be open

It’s one of the biggest mistake employers do, attempting to hide things going on with the company from your employees. Not realizing that they probably know, hearing rumours within the industry and talking amongst themselves, so it not okay to pretend like there is no problem. Being positive doesn’t mean in any way that you have to hide the truth from your employees thinking they would panic. Being honest and open about the current situation and the issues you are facing can strengthen your relationship and bring you all closer as a team and work towards finding a common solution. Discuss the problem and also the improvements and keep the forum open for suggestions. Being involved and valuing your employee’s thoughts in improving the company will automatically boost up their morale and loyalty.

Develop self-efficacy

Self-efficacy is a belief within that you are effective and can handle difficulties without getting stressed. Developing self-efficacy is like muscle strength training, you grow stronger and stronger with increased level of challenges. You can help your employees build their self-efficacy stronger though appropriate levels of challenge. Provide them with the right tools and resources. And train them to do their jobs well, so they can feel the thrill when challenged during difficult times.

Cut back unnecessary sources of stress

The fluidity and uncertainty of the current situation requires both companies and employees to be flexible. Priorities are quickly shifting and often unpredictably. So, you need to adapt to the present and not stick on the previous policies. Review your rules and policies as you don’t want your employees to spend all their time and energy struggling to cope up with ridiculous rules and policies. Smart employers, ask their employees about their challenges and try to find solution for those to eliminate all unnecessary sources of stress and frustration.

Be available and accessible

Now is not the time to disappear and lock yourself up and bounce back on surface when things are smooth sailing again. This is the time to be proactive and be out in the thick of it. If you act like you don’t care, your team is going react in the same way and stop caring about work and company too. Employees admire leaders who try to be part of the team and try to do as much as the rest of the team to find solution to the problem. Keep your doors open and be accessible. Encourage your employees to approach you about any problem or apprehension they have.

Celebrate wins and show your appreciation

The positive feelings that come from success are an antidote to anxiety and fear. Nothing boosts spirits and strengthens determination like succeeding at challenging times. During difficult phases when nothing falls at right place employees often develops a loser mentality. Restrain this natural tendency by celebrating victories both small and large. Make it a practice to appreciate hard work sharing this whole company on a regular basis.

Closing thoughts

Several researches conducted on stress and health has proven that strong relationships are more resilient to traumatic events. As a leader you should foster strong relationships by building teamwork, mutual respect, courtesy, and caring.
Even in the worst of times, recognizing and appreciating the hard work of employees even with a simple thank you every now and then can keep their morale up, meanwhile also strengthening the relationship that exists between you and your staff. By including your staff in the efforts to improve the current process and also their work will help them do a better job, making them feel like they have a stronger stake in your company.

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