1. Stake out the requirements and search, search, search
A survey shows that 65 percent of all developers consider e-mails to be an appropriate means of alerting them to new jobs. It's about time that recruiters know what's important!
The first step in the search for candidates is the question of their own needs:
- What does the developer have to do?
- What do we need and what would be nice-to-have?
2. Use networks for research
When researching, business networks can be a good source of information, but services like Github or Stack Overflow Developer Story are also very valuable in finding candidates.
They show the programmer's projects and their skills, which is worth more than the mere names of the universities or professional stations. This also makes the most important point possible: Recruiting e-mails can also be personalized with the right key data and topics.
3. Personalized address trumps mass mail - always!
The most important thing about this message is subject line, personal address and transparency. The subject is the ticket to the candidate's attention.
Those who do not win attention at the beginning have bad cards. A very good subject line briefly and succinctly reflects what the offer contains and mentions individual information about the candidate. The following examples show a bad and a good subject line:
Bad: Coding Guru Wanted: We are looking for you for our unique, passionate startup:
Better: Python post with XY, - Euro fee: Your experience of Project XY is absolutely right:
4. The main text: Do you know the projects of your preferred candidate?
The main text should not be too long and must definitely show that the recruiter has dealt with the career and the knowledge of the developer.
- Which projects are exciting and why?
- What does the candidate bring with him, which is valuable for that Company and the new team could be?
5. Know projects, show transparency
In addition, search results from other sources of information can also be included and addressed openly. This shows that the recruiting expert looked at the work of the developer, dealt with the candidate and that the company works transparently.
This mail will become even more transparent and probably more successful if a salary negotiation base is already provided and one or two sentences about the company culture and the new team are written. Maybe there is a link to a video from a conference talk, a Meetup or the company? That should also be in the eMail, So the developer can assess whether he wants to face this new challenge or not and saves frustration on both sides.
6. Correction loops are the adornment of any recruiting mail
You can not say it often enough: Proofreading is incredibly important. In the heat of the moment and hectic everyday work, it can happen that grammatical or spelling mistakes are made.
This leaves a peeling aftertaste with the recipient. At the same time, all marketing buzzwords, adjectives, jargon and phrases must be deleted. These are mostly empty phrases that take away space and in the worst case cause mistrust, because it is too promotional.
7. Use templates
Of course templates can be used for recruiting eMails. They are wonderfully suited to defining a structure, which then has to be adapted for each candidate.
A good structure is for example:
Hello [NAME], I noticed that you are doing a very interesting job at [COMPANY / INDUSTRY]. Above all, I am impressed that you are doing [CURRENT PROJECT / INDUSTRY]. Our company [NAME OF THE COMPANY] is currently looking for someone like you: with [ABILITIES / EXPERIENCES] you could be exactly the right person and [MEANING / CONTRIBUTION TO THE COMPANY]. The scope of duties includes work on [CONCERT TASKS / DAY BUSINESS]. I would be glad if we could speak to it personally and best still the [CTO or COMPARATIVE POSITION] bring along. We could get to know each other and answer any questions directly. Let me know if you are interested and available. Sincerely, [YOUR NAME]
This template should be individually adapted and equipped with thoroughly researched cornerstones and a personal reference.
This allows a conversation to begin directly and the candidate realizes how much value is placed on his work and person. This certainly convinces candidates more than a football table or bean bags in the office.
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