July 13, 2022
Cold emails are typically sent out to introduce prospects with a new launch or product. So, creating cold emails take some extra effort on the team.
Every prospect requires a different approach, unless you’re sending out a product launch email—you need to be aware of how you want to start interacting with prospects.
Here’s a cold email template of how you can start your email campaigns—
As you can see from the template that it’s a straightforward email with the purpose of introducing a tool that would help companies like the recipient to make its work easier in some way. Now, the answers to what, why, and how will be there in the follow-up emails.
But, how do you control email campaigns? If you’d asked this question few years back, probably we couldn’t have helped you. In 2022, this question has more meaning. With advanced tools for email campaigns, it’s easy to control cold emails!
Tracking email links is now widely practised by marketers or sales people to better assess the effectiveness of campaigns. You can start off with adding links in cold emails—links help in tracking. Adding links has another advantage of letting your team know how many people have clicked on the link & how fast have their action was prompted. Links also tell you where the traffic has generated from—drive better marketing ideas this way!
So, what we are left with is a little problem.
Trackable links aren’t that easy to add as it seems. Making mistakes while adding links to cold emails can send these emails into spam. Many times, the links notify with spam alerts to avoid the discrepancies. However, you must remember that any gaps while adding links would lead to reduced deliverability.
In order to make the whole purpose of email campaigns successful, you must set up a custom domain to track emails and ensure high deliverability.
Why should you think about link tracking?
Links are added in the cold email content to increase traceability. Links can be anything— calendars, social media, blog, LinkedIn, websites, etc. Tracking links help in assessing how the email campaigns are performing. Your team would know where all to improve in writing cold emails while figuring out the issues.
The first indicator can be the CTR or click-through rate. It tells you who all have clicked to know about your products/services. Focus your efforts on the high-engagement prospects.
Cold email tracking saves a lot of time as well as resources because you focus only on the prospects that matter to you.
What is custom domain tracking?
You must remember that adding links to your cold emails would compromise the deliverability rates. But, to alter this situation, there’s custom domain tracking.
Custom domain tracking acts is basically a URL that’s used in analytics to monitor open rates & others. Without impacting the email deliverability, it’s a safe way to collect data. It’s a much safer option to monitor or control the emails that you send out to prospects/candidates.
Since spam emails have been on the rise, emails need to be white-labelled. With SPF and DKIM authentication, custom tracking domain ensures high deliverability.
Now comes the biggest question, How to track cold email links?
Tracking Cold Email Links
Default Domain Tracking
-Log into the email tracking tool
-Install the Chrome extension
-Change the settings of email accounts from the tool
-Look for settings that change plugin preferences
-Find option that allows ‘always track email links’
And, then there’s custom domain tracking.
What are the benefits of custom domain tracking?
We have already touched the part where we spoke about how custom domain tracking is a safe option.
Using custom domain tracking assures sender’s reputation. You speak through the email campaign. It has direct impact on the deliverability rates.
Avoid hyperlinks—showing a different domain isn’t a good idea. Recipients won’t show any interest if the domain name isn’t convincing.
One of the biggest benefits of having data collected from tracking cold emails through tools makes it easier for you.
Amidst today’s noisy digital world, brands find it challenging to create meaningful connections with their customer base and target audience. Getting the target consumer’s attention and persuading them to buy from you gets even trickier. Hence, content marketing has become more crucial than ever for brands to attract, educate, and retain customers.
Content creation is a top priority for 80% of marketers, and there is no reason it shouldn’t be. Consistent, high-quality, and engaging content impacts your audience’s decisions through education and persuasion.
Depending on your business goals and requirements, the role of Content Marketers you hire will vary. The primary responsibilities revolve around forming consistent brand messaging and deciding upon a unique and identifiable voice, style, and pitch across various distribution channels.
From raising brand awareness to attracting a relevant audience to your website, boosting social media presence and engagement, generating leads, and building brand loyalty – content marketing drives all the growth efforts for your brand. When done effectively, it can help you:
While content marketing is a broad role with numerous areas of expertise involved, it’s vital to thoroughly understand your company’s current marketing goals and the related requirements. In this blog, we will dive deep into the step-by-step approach to hiring a Content Marketer.
A Content Marketer must be deeply passionate about telling your brand’s story to the world. The objective is to educate and nurture the target audience to establish brand authority using thought-leadership and drive more people to buy from you.
As a candidate is expected to be a mediator between the brand and the target audience, they are primarily responsible for planning, creating, and sharing valuable content to grow their company’s awareness and engagement to bring more business.
To be more specific, the role of a Content Marketer requires a perfect blend of creativity and attention to detail in an individual. It’s a balancing role, as they need to ensure creating content that resonates and strengthens business relationships, using strategies that position your business as authentic and problem-solving.
Take a look at the core responsibilities of a Content Marketer that most businesses expect them to take over:
While the practices discussed above are primary responsibilities of a Content Marketer, they also need to be proactive with
Content marketing has become the key to driving growth for businesses. Unlike a few years ago, it’s not possible now to get away with a one-person team for content marketing. You need deeply trained individuals for specialist roles.
Let’s now dive into the step-by-step approach of hiring a Content Marketer. But before you even source your first candidate, you should have a clear expectation of the skillset and experience to look out for top content marketing candidates.
Apart from having relevant industry experience, a good Content Marketer must possess the following skills.
A Content Marketer’s prior skillset should be writing excellent attention-grabbing content. From long-form blog posts to website copy, ad copies, social media content, video scripts, emails, newsletters, e-books, whitepapers, and more – a Content Marketer should be able to adapt to the business’s specific requirements and create quality content.
Identifying user behavior is vital for framing the story in the right direction. So a Content Marketer must know how to identify and analyze the needs and pain points to develop a buyer persona. User research can be performed through social listening, relevant communities, in-person calls with customers, analyzing sales call recordings, and more.
Creating valuable thought-leadership content isn’t enough. Researching the right set of keywords is an essential skill to further educate your target audience on the Whys, Hows and Whats of your business, and have your website rank on Google.
Content that’s not backed by relevant data points does not build enough trust. Experienced content marketing professionals would always prefer data over hollow claims. No doubt that only data doesn’t help a content piece succeed, but it’s essential..
A Content Marketer is also expected to break down and analyze the pain points to turn keyword research into content ideas. So a professional must be able to identify and solve content gaps.
Further, they must know how to create a content calendar, decide the different types of content, and choose relevant platforms to publish and schedule marketing campaigns.
Creating a valuable content piece, for example - an ebook, isn’t enough. Your content marketing team needs to promote it proactively for bringing enough attention and engagement.
Setting up goals and plans is one thing, but continuously executing, measuring, and analyzing content performance is another. A Content Marketer should always be monitoring key performance parameters to figure out the upcoming plans with the necessary updates required.
Not to forget - stakeholders and marketing heads need the performance reports regularly. So Content Marketers must be able to collect and comprehend all the data to make it worth presenting.
Let’s sort out the priorities first, and decide the type of content marketing candidates you want to recruit. From exceptional research skills to storytelling, communication skills, relationship building, audience engagement, and more capabilities must be comprehensively considered. Identify and break down the skill requirements for Content Marketers:
Forming a candidate persona by answering all these questions would ensure you are not shooting in the dark while sourcing candidates. Further, it helps you determine the traits of the ideal candidate, and plan your sourcing and recruitment strategy further.
Next step is determining your role requirements suiting primarily to organizational needs and business goals. A content marketing professional is expected to own the entire content strategy, creation, and distribution. But what about your business’s unique requirements?
You might need someone comfortable with frequently creating long-form content pieces like blogs, ebooks, or whitepapers, or creating engaging video content based on your industry trends.
Talk to various relevant stakeholders for seeking the complete detailed company requirements for the role.
Before you enter the recruitment funnel, outline your talent acquisition process. Identify various strategies, channels, and other informational insights you would need – and maintain a collaborative document.
As you update the tactics and tweak your recruitment process for meeting hiring requirements optimally – keep your document up to date.
Once you have finalized the role requirements with respect to your current content marketing goals and team, you can start sourcing candidates. Preparing the job description is the first task you’ll need to do.
Here are the necessary components you must have in your job description:
The job of a Content Marketer is to perform competitor research, create user persona, and write plagiarism-free content for blog articles, social media, and the company website. They need to stay updated on the latest SEO techniques.
Once you have the tailored job description in hand, it’s now time to do the groundwork and source candidates. Create an attractive job post to promote your job across job boards and social channels.
Prepare an impactful job post and also execute paid job ad campaigns if required. The next step would be promoting your jobs on various job boards and hiring platforms. You can leverage the following platforms for hiring Content Marketers:
Not to forget - almost 3/4th of the workforce includes passive candidates, so you cannot miss out on passive talent sourcing as well. Reach out to qualified candidates on communities, LinkedIn, Twitter, and even Facebook to offer them suitable opportunities.
Once you have filtered candidates based on their experience and skills listed on their profile, it’s time to evaluate them deeply. Ask them to create a content strategy for your website, along with a value-adding content piece like a small blog. The topic of the article must fall within the scope of the strategy.
Interview the candidates whose profiles got shortlisted. Keep in mind the parameters covering skills, relevant experience, and personality traits of candidates.
Reach out to selected Content Marketers and communicate about the compensation.
Further, extend your offer letter to all the candidates who have been selected. In the case of passive sourcing, extend to only those who were aligned with you on the compensation and are willing to move forward.
Ensure having a deadline for the joining date and mention the necessary documents required by your recruiting team.
Inbound candidate sourcing doesn’t work effectively anymore. Do you also find challenges in closing quality candidates through job posts even after spending on ads?
Don’t worry, passive candidate sourcing can be an optimal solution for hiring top content marketing candidates.
Nurturebox is a one-stop talent sourcing and engagement platform which is powered by automation. Here’s how you can source product managers from LinkedIn using Nurturebox: