In any well-executed hiring funnel, there is a lot of outbound communications to candidates about where they stand in the process. And why not? You don’t want the most promising candidates to wander off to another opportunity for lack of perceived momentum, and you don’t want the weaker candidates to continually engage with you when you already know there is not a fit. But in a world with too much spam and junk email, how do you get your emails read and noticed?
Make the Title Actionable
Guess what? If your subject line sounds like more corporate-speak that is indiscernible from the mountain of promotional emails that rockets towards the junk bin, your emails’ fate will be towards that digital version of the circular file.
Go for a subject line that conveys the biggest point of the email. One that works well for us (and it’s personalized to the candidate) reads like this: “Jim, RIVS is waiting for you to complete your digital interview.”
Even someone with an overflowing inbox is going to see that subject line as they scroll through their unreads. They’ll see it. They’ll immediately understand where they are in your hiring funnel. And, disproportionally, they’ll take action.
No emails titled “Following-up about your application” please.
You are Not a Robot
You have a personality. Your email templates should too! Is your company’s marketing communications inspirational? A bit irreverent? Eccentric? Bold? Your updates to candidates during the interview process should have a tone that says something about your brand and your company’s culture. The best candidates are looking for a long-term home for their career — a place where they fit in. Time to show a bit of personality and help candidates see what your company is all about!
At RIVS we’re a fast-growing tech company. People come here to put their fingerprint on the world. They come to be at a company where the red tape is minimal and the opportunity to impact the direction of the company is huge. So, instead of “Please complete this interview by (date/time),” we’re starting to use “Think you’ve got what it takes to change the way companies hire? Interview by (date/time) for a shot at joining the team at RIVS.”
Apply Reasonable Urgency
Your follow-up should have a time limit (but make it a reasonable one). Your opening will no doubt attract candidates with a wide range of personalities, and plain-and-simple some top candidates will never get around to applying if you don’t state a deadline.
At RIVS, we like digital interview invitations that expire sometime in the three to five day range. Seven days is too much leeway, two days is too little, for our particular situation.
Oh, and let us help!
We almost forgot to mention, you can customize all of your interview pipeline emails via RIVS — and you get a wide variety of “tags” that you can embed in the templates, to personalize the emails:
Drop us a line for a 1:1 session to talk about your needs, we’re always glad to help you create a hiring process that follows-up with candidates in a smart, actionable, and personality-filled way!
Originally published at http://blog.rivs.com/2015/09/email-follow-ups-drop-the-robot-voice/