August 22, 2022
You’ve found the perfect candidates and added them to your sourcing pipeline. They have the skills, experience and exposure you ideally want – such a fit that can get started with you from tomorrow. But wait, are they really looking for a job? Nine out of ten times, the qualified matches you come through would be passive candidates. In fact, around 87% of people in the entire workforce are open to new opportunities. Once you source passive candidates for your organization, it’s time to engage them for favorable results. In this blog, we will share the top 7 LinkedIn InMail templates that you can directly use to ace passive candidate engagement.
Recruiting quality talent is only becoming more intricate amidst the growing competition. From tech to growth, marketing and sales roles – organizations are doing everything possible to source and hire top talent. A majority of recruitment today involves passive candidate hunting. Although it was a thing earlier too, fast-growing startups backed by heavy investments have scaled up this practice.
It has clearly become a candidate-centric world. Amidst this sensitive era when you need to grow in order to sustain as a business entity, you cannot experiment with hiring talent. The ray of hope? 73% of the candidates are passive job seekers – you now know where to mine gold from.
Now while sourcing passive candidates, your communication is a vital aspect that needs to be optimized. The emails that you draft, and messages that you send – should be convincing enough for the candidates to hit reply.
If you get overwhelmed every time you hear recruitment emails - you’re not alone. And you don’t need to worry, we’ve got your back. Let’s dive straight into the blog, we discuss everything you need to know about engaging passive candidates along with tailored-for-you recruitment email templates!
Recruiting candidates is not just about sourcing and adding them to your talent pipeline. A lot goes into keeping the candidates actively involved during the entire hiring journey. Assisting them throughout the recruitment and ensuring a positive candidate experience is the key to driving top talent towards the end of the funnel and reducing the drop-off rate. As an employer, you need to establish a connection with candidates in the workforce. While recruiting passive candidates, consistent and clear communication through various channels lays down the foundation of efficient engagement.
89% of surveyed candidates say being contacted by their recruiter can make them accept a job offer faster. Here are the four core reasons why candidate engagement is critical for recruitment:
Hunting candidates for filling roles at your organization now involves building relationships steadily. Continuous engagement makes that possible. On the other hand, leaving your candidates in the dark after the first screening round would do more harm than good. The modern workforce wants to stay informed throughout the recruitment process.
Positive and timely engagement with candidates helps you overcome competitors by making them excited to work with you and delivering a great candidate experience. Remember that almost no candidate is involved only in your recruitment at a given time. Applying and interviewing with multiple employers simultaneously is a common practice. A consistent and effective engagement process helps you win the recruitment race.
The most underrated advantage of proactive candidate engagement is the pace at which the recruitment cycle gets completed. Top candidates are available in the market for only 10 days, your recruiting journey needs to comply with that requirement for optimal results. Apart from keeping candidates happy, the speed of recruitment often multiplies with effective candidate engagement.
The way you engage with candidates and the recruitment experience that you serve directly impact your organization’s brand as an employer. Your candidates, no matter if they get selected or not, will share their recruitment experience with their network. In fact, 35% of candidates share it publicly online.
Contrary to popular opinion, engaging candidates is not only about setting up communication templates. It should be a well-rounded approach toward representing your employer's brand and delivering a seamless candidate experience. Here are the top five strategies you should keep in mind while engaging passive candidates.
The first thing that recruiters need to optimize is the time taken to review candidate profiles. The slow screening also costs them quality candidates, as multiple organizations are approaching them at any given time. There shouldn’t be any obligations for reviewing a certain number of candidates together. The moment your sourcing pipeline starts filling, screening and filtering of candidates must begin too. Replying to your candidates at the right time helps in boosting their interest and hence, they would be more aligned to work with you.
A majority of modern candidates do not actively open their emails. Even if they do, there are high chances of them not replying because emails involve the highest effort among all communication mediums. Alternatively, if candidates are engaged through multiple channels like WhatsApp, SMS, and LinkedIn messages – the odds of them opening your messages and replying significantly increase.
A major chunk of the organizations today do not follow a strict hiring timeline. While this wasn’t too important earlier, it’s a vital factor defining your success in recruitment today. Preplanning all the stages of your hiring and sharing a chronological sequence of events ensures great candidate engagement. With an inclusive and dedicated approach, you can leave a mark in their mind which will further impact their employment decision.
One of the most underrated parts of effective candidate engagement is giving and collecting feedback. 52% of candidates who were given feedback were more likely to have a positive relationship with the company. No matter if a candidate successfully moves forward to the next round or not, a brief review of their approach is immensely helpful.
Additionally, collecting feedback for your recruitment would also help in identifying and further filling the gaps. And it’s not a step involving huge efforts. You just need to create feedback forms once and share them with candidates after each round of interviews.
The biggest mistake done by recruiters traditionally is not updating your candidates about their recruitment journey further. When a candidate doesn’t qualify for the screening or interview, you and the recruitment need to inform them. If a candidate does qualify through the assessment, a detailed brief on the next steps along should be shared timely. Reaching out and sourcing passive candidates, and then keeping them uninformed leaves a negative impression of your organization.
No recruiter ideally wants to dig through applications and filter among thousands of candidates. More importantly, quality candidates don’t usually apply to job boards. The only way to recruit them is by reaching out directly.
We have tailored 7 recruitment email and LinkedIn Inmail templates that you can instantly use to engage passive candidates. Each of the templates can be used in dedicated scenarios with respect to how you source your candidates.
Subject Line: Invitation: Recruitment drive for the position of [Job Title] at [Company Name]
Hi [First Name],
I came across your CV on [Job Board] and it instantly clicked on me that you may be a great fit for a [Job Title] opening we’re currently hiring for at [Company Name].
Here’s the link to access the job description: [JD Link]
We at [Company Name] are passionately solving problems in the [industry] space. Our objective is to [Company Mission] and we’re building a world-class team for the same.
I am sure you would love the company culture, employee benefits, projects, workplace and the learning opportunities that our organization offers.
If this excites you, let’s schedule an interview this week – any working day is fine.
Do you have any questions? Just reply to this email and I’ll be happy to answer them.
Looking forward to hearing from you,
Subject Line: Opportunity for the role of [Job Title] at [Your Company]
Hi [First Name],
If you don’t remember, we worked together at [Your Past Company] when I was working as [Your Past Job Title] there.
I hope you’re keeping well and having a good time there. I just wanted to quickly check if you’re ready to consider another exciting opportunity right now. A [Job Title] position is open at my current company, [Your Company], and I think you may be an excellent fit based on your experience.
I’ve worked at [Your Company] for [Length of Time] now, and it has been a pleasing experience here. You would probably appreciate the work culture, job perks, growth opportunities and inclusive environment of our organization.
For more details, check out the job description here: [JD Link]
If this draws your attention, let’s schedule a conversation for this week or next. I would be happy to answer your questions if you have any of them.
Let me know!
Subject Line: [Job Title] position at [Company Name]
Hi [First Name],
I hope you’re doing well.
I along with my team was impressed by the efforts you put in the last time you applied for a role at [Your Company]. Let me know if you’re ready to consider another opportunity right now.
The [Job Title] position is open here at [Your Company]. I strongly feel you may be a perfect fit for the role. Based on your previous application for the [Previous Application Job Title] role, and your experience, I would love to schedule an interview with you this week or next.
You can find the job description here: [JD Link]
Reply to this email if you’re ready for this. I would be happy to answer your questions if any.
Hope to hear from you soon,
Subject Line: You were recommended for the role of [Job Title]
Hi [First Name],
My team at [Company Name] is currently looking for a talented professional for the [Job Title] position, and [Referrer Name] recommended us your profile. I completely trust his/her experience and hence, I want to interview you to find out if you’re a good fit for the role.
I am sure you would be excited about the opportunity after reading the job description: [JD link].
If interested in taking this forward, kindly book an interview slot here: [Scheduling Link]
Let me know if you have any questions. I am looking forward to having a conversation with you!
Subject Line: An opportunity you don’t want to miss
Hi [First Name],
You probably heard this a dozen times, but your profile caught my eye, it truly reflects your passion.
I’m from the hiring team at [Company Name] and I along with my team believe your experience, would be a prolific fit for the role of [Job Title] at our organization.
Can we have a quick chat?
Looking forward to your response.
Subject Line: Recruitment for [Job Title] job at [Company Name]
Hi [First Name],
I hope you’re doing well.
A few days ago, I reached out to you for an exciting opportunity – [Job Title] opening at [Your Company]. I sincerely believe you may be a great fit for our team as a professional.
Just wanted to quickly check again if you’re interested in interviewing for the role.
We’re willing to begin the recruitment process soon.
If interested, please choose an interview slot over here: [Schedule link]. Please reply to this email with your queries, if you have any. We would be delighted to have a conversation with you.
You may read the job description here, if not checked already: [JD Link].
Looking forward to hearing from you!
Seeking passive candidates for hiring at your organization is a justified objective given the fact that a majority of applicants usually do not qualify your requirements. However, initiating, managing and consistently practicing passive candidate recruitment can be overwhelming for you. Especially, while scaling up your business – the hiring also needs to be scaled up and at a high pace. Reaching out to candidates, engaging them and keeping your candidate sourcing pipeline updated – Nurturebox helps you automate all of these and streamlines your recruitment journey.
It’s now easier than ever to scale your outreach and engage candidates with minimal manual intervention. Here’s how Nurturebox enables passive candidate sourcing automation and contributes to your organization’s growth:
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: