Recruiters now have many options for getting in touch with possible candidates and people in their talent pipelines. There are plenty of social networks to choose between, from Facebook and Google+ to more professional ones like LinkedIn and GitHub. Indeed, it’s possible to contact candidates exclusively through social media and ignore email entirely. However, just because it can be done doesn’t mean it should be done. Taking a page from marketing’s playbook, recruiters will find email is still very relevant in talent acquisition, even among all the other options available for candidate contact.
The Costs Are Low
Recruiters who lean on LinkedIn may pay to use InMail to reach people who aren’t their first-level contacts or in groups with them. This can be a reasonable investment – but keep in mind that email is free. Recruiters who need to watch their budgets may wish to use email more often for this reason, and even those without financial constraints may like the idea of saving some money.
Email is Cross-Channel
Not everyone with Facebook or LinkedIn has an app for the program on his or her phone or tablet. In contrast, most mobile users use email on their devices, according to a report from Pew Research Center. The report specifically found 52 percent of U.S. cellphone owners look at emails on their phones. It’s also worth noting that tablets can access mail just as well as phones can, which can be a plus. Email has a great chance of reaching candidates where they are, even if they’re nowhere near a computer. Inc. said marketing through SMS does not have the advantage of reaching tablets and could incur a charge for the recipient – so recruiters who rely on SMS for mobile connections may wish to switch to email. This has the added benefit of allowing for a much longer message than a text.
Email Allows for Personal Messages
As personal and well crafted as an InMail message may be, it’s still going to show up as just one of the many messages talented candidates get every week from recruiters. Email gives recruiters a chance to create an engaging subject line and hope that they will stand out in an inbox full of many messages (not just recruiting solicitations). Recruiters who are able to find a prospect’s personal email may do particularly well with the medium as a more informal one. This benefit only increases the more recruiters use social media more often than email – which is in itself a reason to stay on email.
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