One of the best ways of finding candidates online is marketing yourself via a recruiting e-newsletter, and it’s free. The idea behind this is similar to what top community Web sites do: If you’ve ever been to a big site related to your industry, parenting or favorite hobby that requires registration, ever since then you’ve probably been receiving a weekly or monthly newsletter by email.
These newsletters typically contain interesting information related to the subject the Web site focuses on, usually in the form of short blurbs with links to more detailed information on their Web site or elsewhere, plus some offers of relevant products or services. You can be darn sure that these sites get a lot more traffic than sites that don’t send these useful reminder emails!
Recruiting newsletters
Why adapt this for your company’s recruiting purposes? Because it turns an often-unused asset into results. You can compile email addresses of potential employees from past recruiting efforts, such as Web searches, personal networking or job fairs. Are you treating that like a marketing database? That’s what a newsletter lets you do.
Whether you have 100 or 100,000 email addresses, the vast majority of the people who get your newsletters will not be actively seeking a job; at best, they’re passive job-seekers — willing to consider a better offer, but only if it were plopped in front of them.
But sooner or later, a fair percentage of people in your database will be more receptive to a job change. There are lots of reasons: a new boss gets hired who’s a jerk, family circumstances require a change for financial or other reasons, rumors of merging or downsizing get them nervous, they become resentful (feeling under-appreciated, being passed over for a promotion), etc.
Figuring out which of your email recipients have shifted to this more-active mode at any given time is like timing the stock market — so don’t bother. If you create a good newsletter and send it monthly to everyone, consistently, then at some point you will catch each person at the right moment. Because they’ll be getting this e-newsletter all along with interesting content, you’ll have developed credibility as an undemanding, helpful resource. So when they start thinking about a job change, you’ll have already achieved top-of-mind awareness and will be among the first companies where they send their resumes.
From India, Gurgaon
660These newsletters typically contain interesting information related to the subject the Web site focuses on, usually in the form of short blurbs with links to more detailed information on their Web site or elsewhere, plus some offers of relevant products or services. You can be darn sure that these sites get a lot more traffic than sites that don’t send these useful reminder emails!
Recruiting newsletters
Why adapt this for your company’s recruiting purposes? Because it turns an often-unused asset into results. You can compile email addresses of potential employees from past recruiting efforts, such as Web searches, personal networking or job fairs. Are you treating that like a marketing database? That’s what a newsletter lets you do.
Whether you have 100 or 100,000 email addresses, the vast majority of the people who get your newsletters will not be actively seeking a job; at best, they’re passive job-seekers — willing to consider a better offer, but only if it were plopped in front of them.
But sooner or later, a fair percentage of people in your database will be more receptive to a job change. There are lots of reasons: a new boss gets hired who’s a jerk, family circumstances require a change for financial or other reasons, rumors of merging or downsizing get them nervous, they become resentful (feeling under-appreciated, being passed over for a promotion), etc.
Figuring out which of your email recipients have shifted to this more-active mode at any given time is like timing the stock market — so don’t bother. If you create a good newsletter and send it monthly to everyone, consistently, then at some point you will catch each person at the right moment. Because they’ll be getting this e-newsletter all along with interesting content, you’ll have developed credibility as an undemanding, helpful resource. So when they start thinking about a job change, you’ll have already achieved top-of-mind awareness and will be among the first companies where they send their resumes.
From India, Gurgaon
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