[MUSIC PLAYING] Once you source some awesome potential candidates, you want to put together a well-crafted reach out. Some people cringe at the thought of hearing from a recruiter or a cold email, but it's because of the approach that's been traditionally used. To craft the best reach out, keep it light and friendly. Put your personal spin on it because templates are boring and candidates see right through it.
Try to make it as tailored as possible. Don't be afraid to add something funny because your ultimate goal is to have a human conversation. For example, I try to keep reach outs informal by using emojis. Just don't use too many emojis. Mention a cool project they have on GitHub or ask somewhere they've worked. Go in depth about it. Always include the reason why you think it's cool. It definitely helps relate to them.
Add context about your business as well. Describe what you do. Talk a bit about the position you think would suit them and why. Most importantly, keep it short and sweet. Most people won't read anything that has a lot of text, and it's overwhelming to open a big email. So keep it between a couple paragraphs. Finally, end with a question. People feel obligated to answer a question.
By ending with one, you're more likely to get a higher amount of responses. We want candidates to be curious, not overwhelmed. So keep the questions easy. Reach outs are all about strategizing. Smaller companies simply add another layer of complexity to that strategy. Only reach out to one candidate at a time and leave a few weeks between your new reach outs. Remember, it's about expanding your network, having human conversations, and learning something new, and ultimately, building a bigger business.
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