Physician recruitment emails are part of many physician recruiter’s comprehensive sourcing strategy. In their efforts to get their opportunity in front of as many candidates as possible, more and more recruiters are turning to email to reach the ever elusive passive candidates.
But with so many recruiters utilizing physician recruitment emails, are they still effective? And if they are, how can recruiters ensure that they get the most out of them? Below are five easy steps recruiters can follow in order to create engaging and effective physician recruitment emails that will get them the candidates they’re looking for.
Step 1: Identify Your Audience
The most important step in creating effective recruitment emails is identifying exactly who you are targeting. Everything from training, to age, to area ties will affect how you sell your opportunity in the email.
Step 2: Write an Engaging Subject Line
35% of email recipients open an email based on the subject line alone. Knowing this, it becomes clear that creating an engaging and intriguing subject line is key to getting your opportunity in front of as many prospective candidates as possible. Using tactics such as personalization, specificity, and appealing to your audience’s main concern can improve open rates and increase the likelihood of receiving a response.
Additionally, it’s important to keep the subject line short. Under 50 characters is ideal, making sure that candidates who see your email on their mobile device can read your entire subject line.
Step 3: Create the Value Proposition
What is it that makes your opportunity unique? Why would a candidate take your opportunity over another? This is the value proposition that needs to be the center of your recruitment email. Make sure any candidate that reads your email has a clear understanding of what they will gain by joining your practice, whether it be lucrative compensation, flexible scheduling, or the ability to live and work in a fantastic town.
Step 4: Decide on Your Visuals & Call-To-Action
Humans respond very quickly to images, and some in more positive ways than others. Pastoral images, panoramics, and images of faces are all shown to be types of images that individuals respond positively to. Additionally, images can provide you with an opportunity to showcase your community or even your team, and in the case of faces, can even direct a candidate’s eye to your call to action.
But if a candidate is interested in your opportunity’s value proposition, what are they supposed to do? This is where the call to action comes in. The call to action directs the reader to what action you’d like them to take. Using a colorful button with engaging and specific language can point the reader to apply on your website, learn more, or set up a time to speak with a recruiter.
For more information on the types and colors of images and CTAs to include in your emails, check out our Physician Recruitment Email Best Practices.
Step 5: Pick the Best Time to Send
Studies have shown that sending your email at the right time can dramatically increase the open rate of your email. For physician recruiters who want to get their opportunity in front of as many people as possible, this is key. The best time to send an email however varies based on your target audience and industry. Because of this, it is important to test which times work best for who you’re sending your emails to.
More and more recruiters are discovering the value of emails in physician recruitment. But as more physicians get inundated with recruitment emails, it becomes even more important for recruiters to make sure they are following best practices and constantly improving the quality of their emails so that they remain an effective tool for sourcing candidates.