Few things are harder than making a ‘cold call’ introduction. But unless a candidate is a referral, or you meet them at a networking event, your first message is more likely to be chilly and indirect than warm and friendly. That doesn’t have to be the case, however. Here are thoughts on some of the worst ways to make an introduction, along with a few ideas on how to make a better first impression.
1. Indirect subject line.
How about – ‘Hiring Engineers!” or ‘Looking for Candidates Like You!’ They don’t quite jump out to you with your originality, do they? The subject line of your email or message is THE first impression. Make it a good one by being specific ‘Data Architect needed in Loudon – 100k +’ Yes, if you really want to get attention, include a salary range up-front.
2. Say ‘We’re Sourcing For.’
If you want the message to sound specific and intentional, one of the worst things you can tell a candidate is that you’re ‘currently sourcing this position.’ It basically screams the idea that you’re currently reaching out to every possible candidate you come across and they happen to be one of the 100. Congrats!
3. Mess with proper names.
A candidate recently told me he automatically deletes any email that shortens proper titles like Eng for engineer or Admin for Administrator. If you like to reach out via text or online messages with limited character counts, you might have to fudge the advice here. But if you’re sending an email you want to sound professional, make sure you stick with the proper title, and know the title/skill set of the person you’re reaching out to. It can make the difference between a reply and a delete.
4. Capitalize the wrong letter in the name of a technology.
Cybersecurity pros are in demand. In so much demand they can be persnickety. The same professional who said he doesn’t like abbreviated titles said he also ignores messages from recruiters who capitalize the wrong letter in a technology – like Vsphere for vSphere or liNUX for Linux. This is why it’s critical you have your job descriptions written or vetted by someone in the field you’re recruiting for.
5. Use incomplete sentences.
Bulleted lists have their place, but mind your spelling and grammar especially in an introductory email. If you want to come across warm and friendly, use complete sentences.
6. Redirect the candidate to a half-baked ‘registration’ form.
Cleared candidates are both security-conscious and more in-demand than ever. If your email seems like it’s just trying to redirect them somewhere else, and especially if it includes irrelevant questions, don’t expect to get much follow-through.
7. Start sentences with ‘must.’
You’re the one contacting the candidate. You’re the one making an ask. You should have some idea the candidate meets the baseline qualifications. If they don’t, they’re not likely to reply. A basic job description will do the job; don’t include a laundry list of ‘musts’ in an introductory email.
With cleared talent in higher-demand, first impressions are even more important. More candidates are willing to make a move, but they’re also more willing to ignore your email if you send them an awful introduction. Consider your first email the first step in a relationship. You don’t propose on the first date – you shouldn’t oversell in your first email. Be polite, know your stuff, and save the crazy requirements for when you’ve reeled them in.
