August 16, 2023
Reaching out to candidates by landing directly in their inboxes can be a tough call. Most of the emails that you intend to candidates are usually found in their spam folder. It leads to less engagement and unfulfilled sales expectations. In order to engage candidates, your sales efforts need to be carefully planned.
About 17% of emails almost never make it to the primary folder because of promotion & spam filters.
Now the question is, how to prevent emails from going into the spam folder?
But before that, we need to dive more into knowing why is it important that your emails go into the inbox and not in the spam?
By knowing the answer to this, you’ll be able to better assess the sales process & make changes accordingly.
Sales emails in the spam folder not only mean that your efforts are down the drain, but it has far-reaching effects. Lower response rates aren’t going to be the only problem then. These emails later on move to the spam filters, thereby affecting the conversion rate.
To make the candidates read your follow-up emails, you need to have a better plan! Avoid slowing down your sales cycle—increase sales outreach by addressing this issue.
We’re going to help you out with some tips to save your emails from going into spam! Take a look at these—
When you’re sending out out-of-the-blue emails to cold prospects—that’s straight-up spam for them. Candidates are less likely to open & read cold emails—which further reduces your chance to cut through.
A smart way to connect with candidates outside the realm of cold emailing is through social media platforms such as LinkedIn, Twitter, & others. Social media platforms are less noisy and a much better way to interact with candidates.
Once you’ve established the conversation on social media, move on to email communication—now for a better engagement with candidates.
The subject line is the first thing candidates see when they get an email. If your email has a gripping subject line, half the battle is won! The subject line should have good content that engages the candidate & grows interest to know more.
Research about your prospects, know their interests, and carefully frame the subject line. Set out the right tone for further conversations. Candidates should know that you’ve researched well about them.
What must separate your emails from promotional emails is no use of triggering keywords. Email services can easily identify such keywords & automatically put the email in spam. So beware!
Marketers often use persuasive keywords to attract the attention of prospects—but that doesn’t help much in this case. If you want to increase email engagement, you need to be careful while applying keywords to your email.
Ask the recipients to create a custom filter on their email. There’s a setting in Gmail, where the users can select how & where they want to receive their emails.
If you think that your emails are mostly going into the spam folder, reach out to the candidates on other platforms such as LinkedIn or Twitter to start a conversation with them!
HTML content is likely to change every time with each email. However, if you’re using too much HTML in your email, it’s bound to make your email content heavy with media—leading to the email being considered promotional.
The ideal text to HTML ratio would be 60:40, making 60% of the content as text.
While using your own domain to send out emails, do not forget to add authentication records! Email service providers identify & authenticate emails that come from your domain. It’s proof that the emails are being sent from domain users.
Without authentication, your emails can be considered spammy or malicious & a threat to the recipients. DMARC, SPF, and DKIM are the authentication records you need to add to your domain.
Emails created with the aim to attract prospects shouldn’t be going to the spam folder. Emails that you send to candidates can make or break possibilities. So, ensure that you have a few things straightened out before sending those emails to the candidates.
Our tips on saving emails from ending up in the spam folder are a savior for sure! Apply these and see the difference for yourself.
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: