presentation letter recruiter

6 Recruitment Pitch Deck Examples Every HR Pro Should See

Learn how to create a winning recruitment pitch deck and get inspiration from proven recruitment pitch deck and proposal examples that attract top talent.

Dominika Krukowska

8 minute read

Short answer

What to include in a recruitment pitch deck?

• Introduction
• Company overview
• Job overview
• Full job description
• Team overview
• Company culture
• Compensation and benefits
• Clear call to action

Recruitment and sales are more alike than you might think

Have you ever watched a top salesperson in action? They can make you believe in a product’s magic and have you reaching for your wallet within minutes.

And while recruitment and sales might seem like they're from different planets, they're actually close neighbors. Both are about understanding the person on the other side, telling a captivating story, and convincing them you’re the perfect fit for their needs.

In today's competitive hiring landscape, the best talent isn't just looking for a job; they're looking for a vision, growth, and a culture they can resonate with.

Without a compelling recruitment pitch deck, you're essentially letting top-tier candidates slip right through your fingers, settling for less than the best.

In just a few minutes, you’ll learn how to write and design a compelling recruitment pitch deck that draws top talent into your company’s narrative. You’ll also get proven recruitment pitch deck and proposal examples to inspire your own.

Let’s dive in!

What makes a winning recruitment pitch deck?

A good recruitment pitch deck effectively communicates a company's values, culture, and vision. It provides essential job details and paints a compelling narrative that captivates and engages top talent, making them eager to be part of the team.

How to write a recruitment agency pitch deck

If you're in the recruitment game, you know just how crucial first impressions are. And guess what? The same rule applies when you're presenting your company or agency to potential clients or top talents.

Let's dive into how to write that perfect pitch deck that makes everyone sit up and take notice.

1) Strong hook

Your pitch deck's opening should grab attention immediately. Think of it as your elevator pitch ; within seconds, your audience should understand who you are, what you offer, and why they should care.

Here are some examples:

• "Ready to be more than just a job title? Discover a role where you shape the future."
• "Seeking people ready to redefine the industry. Is that you?"
• "Tired of the usual 9-5? Let's shake things up together."

2) Multimedia

Visual elements are crucial in making your pitch deck memorable. By adding relevant images, videos, or infographics, you give candidates a richer understanding of your company's culture and vision.

It's not just about beautifying the deck, but about offering a view of what life at your company looks like. When candidates can visualize themselves in the scenarios you present, they're more likely to feel a connection.

Here's an example of a beautiful multimedia deck:

3) Scrollytelling (Narrated design)

Scrollytelling is a modern storytelling technique where the narrative unfolds as the viewer scrolls through. Instead of static slides, think of it as a dynamic journey where each scroll reveals more about the company, the role, and the opportunities.

It's interactive, engaging, and ensures that candidates remain hooked from start to finish, absorbing every piece of information you present.

Here's an example of Storydoc scrollytelling:

4) Clear next steps

You've painted a picture; now guide candidates on their next move. Whether you're giving a prompt to fill out an application, a link to schedule a chat, or creating a QR code to a virtual office tour, make the next steps clear, compelling, and easy to follow.

Here's an example of a calendar slide:

5) Mobile optimization

We live in a mobile-first world. Many candidates will likely view your pitch deck on-the-go. Ensure that your content, visuals, and layout look good and are accessible on every device, from desktops to smartphones.

6) Personalization

Make candidates feel like the star of the show. Highlight how the role aligns with their skills, aspirations, and potential growth opportunities.

It's about making them feel like the role was crafted just for them and creating a narrative where they can already see themselves thriving in it.

7) Data-driven content

Navigating the recruitment landscape without data is like sailing without a compass—you're left guessing which direction to take.

Every presentation created with Storydoc comes with a nifty analytics panel, giving you a clear view of how candidates interact with your pitch deck.

Did they linger on the slide describing job responsibilities? Or perhaps they paused to ponder over the compensation package? Maybe there's a particular slide where most candidates seem to drop off. These insights are golden!

By understanding where candidates are most engaged or where they might have reservations, you can fine-tune your deck for maximum impact.

Crafting a recruitment pitch deck is about more than just listing job details—it's your chance to tell a compelling story that resonates with potential candidates.

8 essential slides of recruitment pitch decks:

Introduction: Your first impression. Set the tone and give candidates a hint of what's to come.

Company overview: A snapshot of who you are. Highlight your company's mission, vision, and achievements.

Job overview: Present the basics at a glance. Quickly inform candidates about the role, where it's based, and what you're looking for.

Full job description: Detail the role's day-to-day, but also touch on the growth opportunities and the kind of challenges that will keep them engaged. It's about painting a clear picture of life in this role.

Team overview: Introduce the team the candidates will be working with and show how they fit into the bigger picture.

Company culture: From core values to the little rituals that make workdays special, give candidates a taste of the environment they'll be stepping into.

Compensation and benefits: Outline the salary, bonuses, and any additional benefits that come with the role such as medical plans, but also gym memberships, or discounts.

Clear call to action: Whether it's scheduling an interview, reaching out for more info, or inviting candidates to read their open enrolment emails , guide candidates on what to do next.

Here’s an example of a deck that follows this structure:

Highly-effective recruitment pitch deck examples

An effective recruitment pitch deck acts as the bridge between a potential candidate and your company's vision. The most impactful decks go beyond job specs; they tell a story that highlights a company’s ethos, growth path, and the team behind it all.

Let’s take a look at some recruitment pitch deck examples that have truly hit the mark and explore what makes them so successful.

Candidate deck

What makes this recruitment pitch deck great:

Video on the cover slide increases the likelihood of candidates reading your pitch deck in full.

Tabs to click through in the job description section further boost candidate engagement.

Multiple image and video placeholders let you give potential candidates a sneak peek of what they can expect if they decide to join the company.

Position acceptance plan

Rich library of icons that you can easily tweak according to your company’s branding, giving off a custom-made feel.

Logo placeholder that lets you add your company logo in just a few seconds using the intuitive logo finder feature.

Narrator slide can be used to guide candidates through the contract details and later adapted for onboarding purposes.

Open vacancy pitch

Average reading time on the cover sets expectations and reduces the bounce rate by almost a quarter - you don’t want that top talent to get away, after all!

The ability to embed multiple links lets you add a short test or a form for potential candidates to fill out to assess whether they’d be a good fit for your company.

Intuitive user-friendly editor makes deck creation and editing a breeze, which is crucial when you have multiple roles to fill at the same time.

Highly-effective recruitment proposal examples

A standout recruitment proposal isn't just about the job details—it's an invitation into the heart of your company. The best ones capture the essence of the team, growth opportunities, and the vibrant culture awaiting the candidate.

Let's explore some top-notch examples and see what makes them shine.

Job contract proposal

What makes this recruitment proposal great:

Narrator slide guides potential candidates through the job offer details, making them easy to follow and digest.

Calendar embedded into the deck makes it easier than ever for candidates to book another meeting with you.

The option to insert dynamic variables lets you add candidates’ names to the introduction, adding that personal touch to your deck.

Job offer proposal

AI assistant that can guide you through the entire creation process, from tweaking your copy to adding relevant visuals.

The option to add your brand book to use cohesive company branding throughout the recruitment process.

Mobile optimization ensures your recruitment deck looks flawless on any device.

Gamification in recruitment can transform a standard hiring process into an exciting journey for both recruiters and applicants.

Employment proposal letter

Narrator and timeline slides walk candidates through the job specs and offer details, instantly making them clear and easy to follow.

Library of stock images that you can use to instantly spice up your deck - or, you can ask the AI assistant to create some new ones for you.

The option to include multiple CTAs gives candidates the option to book another meeting with you, learn more about your company, or go on a virtual office tour.

How to design a recruitment pitch deck?

When it comes to recruitment pitch decks, design isn't just about aesthetics—it's about crafting an experience. A well-designed deck can be the difference between a candidate's fleeting glance and their undivided attention.

Let's dive into the elements that make a recruitment pitch deck not just look good, but feel right.

1) Design to stand out

Starting your pitch deck with a video can be a game-changer. Think of it as a window into your company's soul—a glimpse of the energy, culture, and passion that defines your workplace.

According to our research , presentations with a video on the cover also get 32% more people to interact with them, read them 37% longer, and make them 17% more likely to take the desired step at the end.

Personalizing your deck to resonate with the specific aspirations and motivations of your candidates can make them feel seen and valued. It's the difference between saying, "We have a position open” and "Here's a job we believe you're perfect for."

And finally, it’s time to step up from those old PPTs and PDFs. Web-based formats are the way to go. They're sleek, interactive, and look great on all devices. If you're curious, there are some cool comparisons on how Storydoc compares to PDFs and traditional slides .

2) Design for interactivity

Imagine giving your candidates a deck they can play around with—tabs to click, sliders to slide, and calculators to tinker with.

It's simple: when candidates interact, they connect. An engaging design ensures they dive deep into what you're offering; it can get 41% more people to scroll your deck all the way down to the bottom and read it 21% longer.

I mean, just look at these two decks. Which one would you rather read?

3) Narrated design (scrollytelling)

Scrollytelling is about guiding your candidates through a structured narrative. As they scroll, they're taken on a journey—each section revealing more about your company, the role, and the opportunities that await.

It's a storytelling technique that's not only more memorable but also makes complex information easier to digest. And, being clear about all the aspects of your offering is more likely to sway their decision in your favor.

Here's an example of scrollytelling in action:

Recruitment pitch deck templates

Now that you know how to create a compelling recruitment pitch deck, it’s time to roll up your sleeves and put that knowledge into practice.

Interactive recruitment pitch deck templates are more than just pretty layouts. They’re packed with insights and transformed into ready-to-use formats, helping you tell a story that gets candidates excited about working with you.

Hi, I'm Dominika, Content Specialist at Storydoc. As a creative professional with experience in fashion, I'm here to show you how to amplify your brand message through the power of storytelling and eye-catching visuals.

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Article posted on May 1, 2023

Recruiters are valuable assets for companies, and the job involves more than simply identifying talent that would be a suitable fit for an organization's team. They're also tasked with effectively presenting these potential candidates to their clients.

We're taking a closer look at our recruiter's guide to successful candidate submissions, including tips from seasoned experts and what to avoid in the process.

Taking a closer look at the recruiter's role in the recruiting process

As agency recruiters begin a partnership with a client, the intake process is generally pretty similar across the board. A staffing professional will likely ask standard questions such as:

• What is the title of the position?
• How long has the role been open?
• What channels, if any, have been used to reach candidates thus far?
• What is the salary scope?
• How flexible is the salary?
• What are the timeline expectations? Or, is there a high degree of urgency to keep in mind?

Each unique hiring process is then clarified as conversations between a recruiter and client continue, emphasizing the importance of active listening to achieve the best results.

What information do recruiters need to gain a clear understanding of who a candidate is?

When a recruiter is getting to know a candidate, they likely already have their resume in hand. While this offers insights into their professional experience, it provides little information about who an applicant is or what they're looking for. An effective way to quickly understand an applicant is by asking a simple question: "Why are you looking for a job?" Recognizing the motivating factors behind a candidate's job search helps recruiters ensure that they're aligning with the client's intentions.

Staffing professionals need to bear in mind that in an increasingly complex labor market, most applicants won't check every box for a client. However, validating that motivations are complementary on both ends will lay a solid foundation for a strong long-term candidate-client relationship.

Strategies to present a candidate effectively

When a recruiter is ready to move a candidate forward, they can present them to the client via email with parameters about their characteristics and why they're a good fit for the role. However, some applicants who would be suitable for an open position might not look great on paper. In this case, a staffing professional should call the client and speak to why they feel the individual would add value to the team, despite a potentially weak resume.

The top tips for submitting candidates successfully include:

• Sharing your candid, overall impression of the applicant throughout the process so far.
• Underscoring how the holistic candidate profile meets the most important criteria for the position.
• Providing insight into the job seeker's experiences and career highlights with quantifiable metrics.
• Offering relevant references that support your pitch.
• Being transparent and disclosing a comprehensive overview of the applicant at hand.

Skilled recruiters have found that the most successful matches are generally personality-driven. In this vein, recent Gallup research suggests that the majority of employee turnover is preventable and often driven by factors unrelated to work product. Over half of exiting employees in Gallup's polling reported that their manager or organization could have done something to prevent them from leaving - however, only about a third of them said they had a conversation with their manager about leaving prior to them ultimately quitting.

Is there anything that can be lost in the process of communicating a candidate profile to a client?

Even an experienced recruiter can run into challenges that impact the process of presenting a candidate successfully. For example, some clients can be more difficult to get on the phone than others, which can lead a staffing professional to submit an applicant through email. This can be an issue because a resume and email generally aren't enough to communicate a holistic profile or explain why a recruiter thinks an individual is well-suited for the role.

To that point, recruiters can also lose a key element of a candidate's profile by focusing solely on their resume and hard skills. A significant part of the recruitment process requires professionals to dig deeper, uncovering an applicant's true motivations and how they would fit within the company culture. This is ultimately the most important aspect to convey to clients.

Furthermore, one of the key aspects of a successful recruitment process is obtaining client feedback. If a client is not forthcoming regarding the particulars of why a candidate was hired or rejected, it will leave the recruiter no choice but to "go back to the drawing board," essentially starting the recruitment process all over again. Lack of specific feedback also creates a negative candidate experience, leaving the candidate wondering what else they could have done to be considered. Recruiters must be persistent with clients who withhold details during the recruitment process, as that builds the foundation of what the client ultimately is looking for.

Other tips from seasoned recruiters to keep in mind

How can recruiters ensure they present a holistic candidate profile to clients?

Providing a comprehensive view of a job seeker's profile is key to the success of a candidate-client relationship, but finding the balance when accentuating the strengths and presenting the weaknesses of an applicant can be difficult.

Simply put, honesty is the best policy here. Recruiters should provide a genuine assessment of the applicant at hand, mentioning why they think the candidate meets the client's top criteria and the other boxes that the individual might not be able to check off — leaving the final decision in the hands of a fully informed client.

How can a recruiter help prepare a candidate for the client?

Although preparation can vary depending on the recruiter or staffing agency, professionals from Beacon Hill Staffing Group recommend trying not to over-prepare candidates or tell them exactly what to say in the interview beforehand. Instead, a staffing professional should be there to guide the applicant before meeting the client by:

• Walking the individual through their resume so that they're prepared to discuss it naturally.
• Discussing keywords that will be valuable to remember and include throughout the interview process.
• Ensuring they have thoughtful questions to ask.

The future of the recruitment process: What do recruiters need to keep in mind?

With the proliferation of technology across industries, it's safe to say that the recruitment space will likely see an accelerated use of cutting-edge technologies to streamline and improve the hiring process. However, the value of a recruiter who actively listens to match candidates and clients effectively hasn't changed. People will always remain at the core of the recruitment process, which requires strong relationships and great communication to be successful.

Find your home at Beacon Hill

Recruiters ultimately want to be strong partners for all key parties in the hiring process, establishing strong communication with the client and helping candidates feel comfortable and confident along the way. However, staffing professionals need support, too — not to mention the resources to do their job efficiently and effectively.

At Beacon Hill Staffing Group , we're dedicated to making the right match between talent and talent-seekers, while ensuring our recruiters have everything they need to succeed. With uncapped commissions, multiple career paths and a supportive, collaborative, determined team surrounding you, you'll have valuable opportunities for your own career, too.

If you're ready to take on the staffing industry with confidence, learn more about career opportunities at Beacon Hill and contact us to get started.

Related Resources

How to manage underperforming employees

Finance and accounting trends making a major impact for job seekers

Retained search, contingency search and a hybrid approach: What your business needs to know

Recruitment Presentation: A comprehensive guide

This guide covers everything from identifying your target audience to delivering a persuasive pitch.

Raja Bothra

Building presentations

Hey there, future recruitment presentation rock stars!

Have you ever wondered what sets apart a jaw-dropping recruitment presentation from a snooze-fest?

Well, you're in the right place! In this comprehensive guide, we're diving deep into the world of recruitment presentations.

So, what exactly is a recruitment presentation, and why should you care?

Buckle up, because we're about to embark on a journey through the art and science of creating powerful presentations that can make or break your recruitment efforts.

What is recruitment presentation, and why is it important?

Let's kick things off with the basics.

Recruitment : The cornerstone of building a stellar team. From finding the right talent to convincing them to join your organization, it's a process worth perfecting.

Presentation : Ever sat through a mind-numbing, text-heavy slideshow? Yeah, we've all been there. A recruitment presentation is your chance to captivate your audience, whether it's potential hires, stakeholders, or your team.

A recruitment presentation is a dynamic, visual pitch that showcases your company's culture, values, and opportunities. It's like your elevator pitch on steroids, but with engaging visuals, storytelling, and personality.

Why is it important?

• First impressions matter : It's often your first interaction with potential candidates, and you know what they say about first impressions.
• Show, don't tell : Visuals, stories, and emotions are more impactful than a dry list of facts.
• Convincing power : A great presentation can sway hesitant candidates and align your team's vision.
• Competitive edge : In today's job market, standing out is crucial. A compelling presentation can make you the top choice.

How to structure an effective recruitment presentation

Now, let's get into the nitty-gritty of creating a recruitment presentation that wows. Think of it as crafting a masterpiece, one slide at a time.

Introduction

• Introduce yourself and your company : Begin by establishing a personal connection with your audience. Let them know who you are and briefly introduce your company.
• State the purpose of your presentation : Clearly articulate the reason for your presentation. Are you looking to fill a specific job role? Are you here to showcase your company's culture and opportunities?
• Provide a brief overview of the presentation : Give your audience a roadmap of what to expect. This helps them stay engaged and know what's coming up.

Company overview

• Give a more detailed overview of your company : Dive deeper into your company's identity. Share its mission, vision, values, and culture. This gives potential candidates a sense of your organization's ethos.
• Highlight your company's unique selling points : What sets your company apart? Explain why it's an exceptional place to work. Use real success stories from current employees to illustrate your points.

Job description

• Provide a detailed description of the job opening : Lay out the specifics of the role. Discuss responsibilities, required qualifications, and necessary skills. This helps candidates determine if they're a good fit.
• Explain why the job is important : Share how the role contributes to your company's success and the broader team's goals. This provides context and motivation for potential applicants.
• Highlight the benefits of the role : Discuss salary, benefits, and any career development opportunities associated with the position. Emphasize why this job is not just a job but a valuable career move.

Recruitment process

• Outline your company's recruitment process : Take your audience behind the scenes. Explain how your company finds, evaluates, and selects candidates. This demystifies the process for potential applicants.
• Explain what candidates can expect : Provide insights into each stage of the recruitment journey. From the initial application to interviews and assessments, offer transparency about what candidates will experience.
• Highlight unique aspects of your recruitment process : If your company has distinctive practices like employee referrals or virtual interviews, showcase them. These can be strong selling points.

Call to action

• Encourage the audience to take action : Whether it's applying for the job or exploring your company further, make a clear call to action. Motivate your audience to take the next step.
• Provide contact information : Make it easy for interested candidates to reach out. Share your contact details or provide a link to your company's website or application portal.

Now, you've got the skeleton of your recruitment presentation. But remember, the flesh and blood of your presentation lie in how you present this information. Use engaging visuals, storytelling, and compelling design to bring your message to life. Crafting an effective recruitment presentation is an art, and these steps are your brushstrokes to success.

Here is a guide on HR presentation .

Do’s and Don'ts on a Recruitment Presentation

Creating a stellar recruitment presentation isn't just about what to include; it's also about what to avoid. Let's dive into some essential do's and don'ts.

• Use storytelling : Share real success stories of your team members to make your company come alive.
• Keep it concise : Respect your audience's time by getting to the point.
• Use visuals : A picture is worth a thousand words; use it to your advantage.
• Highlight culture : Showcase your company's culture and values—what makes you unique.
• Practice : Rehearse your presentation until it flows smoothly.

Don'ts:

• Overload with information : Avoid cramming too much data into one slide.
• Neglect design : Poor design can distract from your message.
• Rush : Speak slowly and clearly, ensuring everyone can follow along.
• Ignore feedback : Seek input from colleagues to fine-tune your presentation.

Summarizing key takeaways

Before we wrap up, let's recap the key takeaways:

• Recruitment presentations are vital for showcasing your company's culture and opportunities.
• They make powerful first impressions and help you stand out in a competitive job market.
• Structure your presentation with a strong introduction , company overview , job description , recruitment process , and a clear call to action .
• Use storytelling, keep it concise, use visuals, and highlight your culture in your presentation.
• Avoid overloading with information, neglecting design, rushing, and not seeking feedback.

1. What is a recruitment presentation, and why is it important?

A HR recruitment presentation is a dynamic visual pitch that showcases your company's culture, values, and opportunities. It's your chance to captivate your audience and make a strong first impression. This presentation is crucial in today's competitive job market as it sets you apart from the rest.

Here is guide on company culture presentation

2. How can I create an effective recruitment presentation?

Creating an effective recruitment presentation involves several steps. Begin with a compelling introduction that establishes a personal connection. Then, provide a detailed company overview that highlights your mission, values, and culture. Describe the job in a clear job description section and outline your recruitment process. Finally, end with a strong call to action to motivate potential candidates.

3. Are there any tools or templates to help with my recruitment presentation?

Yes, you can utilize tools and templates to streamline the process. Consider using PowerPoint ppt or Google Slides to create your presentation. You can find ppt PowerPoint presentation complete deck with slides and Google Slides templates designed for recruitment purposes. These templates can save you time and provide a professional look.

4. How can I improve the visual appeal of my recruitment presentation?

To enhance visual appeal, use engaging presentation graphics, incorporate infographics, and utilize editable PowerPoint templates for a polished look. Visual storytelling is key to making your presentation more compelling and memorable.

5. Can elements of the recruitment process be automated through a presentation?

Certainly, leveraging technology allows for the automation of certain aspects of the recruitment process. When crafting your presentation, seamlessly integrate information about automating recruitment processes, highlighting the incorporation of a recruitment CRM . Showcase how your company utilizes this technology to enhance efficiency and effectiveness in the overall recruitment journey.

Create your recruitment presentation with prezent

Prezent offers:

• Templates : Use professionally designed templates for a polished look.
• Visual storytelling : Easily add visuals and engage with storytelling elements.
• Customization : Tailor templates to match your company's identity.
• Ease of use : User-friendly interface for all skill levels.
• Collaboration : Share and gather feedback from colleagues.
• Export options : Export in various formats for flexibility.

Prezent simplifies recruitment presentation creation, ensuring it's compelling and efficient. Explore the possibilities with Prezent, your one-stop solution for creating stunning presentations that leave a lasting impression. Whether you're a seasoned recruiter or just getting started, Prezent's templates and tools will help you shine.

So, go ahead, use the power of visuals, storytelling, and thoughtful design to create presentations that not only inform but also inspire action.

Ready to start crafting your own recruitment presentation masterpiece? Sign up for our free trial or book a demo !

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How to write a recruiting message to students (plus 7 templates)

Personalized messages are more likely to get Gen Z’s attention.

Do you remember the last recruiting message you received? If it was impersonal, probably not. It’s also possible you ignored it.

So perhaps it’s not shocking that our data has found students are more likely to respond to messages that feel personalized and relevant. And messages matter for the candidate experience: according to our Handshake Network Trends report, 92% of Gen Zers, the “always-connected” generation, prefer connecting with employers by email .

If you’re not seeing the message engagement you're looking for from students and recent graduates, read through these five effective strategies for personalizing your outreach. Then, check out seven recruiting message templates you can use throughout the candidate lifecycle.

5 strategies for personalizing recruiting messages

1. learn about your audience.

Today’s early talent is already doing their due diligence by researching you online, on social media, and on Handshake . It’s worth your time to research them, too.

For example: say you’re asked to build an early talent pipeline to fill your virtual summer internship program . You want all-star students pursuing business degrees, and while the competition for top early talent remains competitive, you know your employer’s flexible and autonomous culture stands out.

With this information in mind, find relevant talent that might be interested in what you have to offer by zeroing in on candidates who are looking for part-time work or have demonstrated autonomy through past work experience. Then set yourself apart by leading with those benefits in your outreach.

Handshake Premium Segments help you find students who meet your specific criteria, from filters like coursework and major to student organizations and underrepresented groups.

2. Include what stood out to you about the student

Begin your message with context around who you are and why you’re reaching out. Look at students' profiles to learn about their interests, skills, student organization affiliations, and so on to further tailor your outreach. Include what stood out to you about this candidate, how you think they can thrive at your organization, and why your employer is the best place for them to launch their career .

Finding commonality is another great way to establish rapport. Students are receptive to employers that have hired alumni from their school, location, or major. If you have that information handy, use it in your recruitment message.

And imagine how much more likely a student would be to respond if you reference current employees who share their alma mater. In the same vein, if you went to the same school or have another common interest with the candidate, go ahead and make that connection!

You can even reference how it felt when you were just starting out in your career, or at your current company. A little empathy for the candidate experience helps personalize messages for early talent who are just starting out in their careers.

One opportunity for personalization that sometimes gets overlooked is in the message subject line. Students on Handshake will see this in their email inbox, their Handshake inbox, and the push notification they receive from the Handshake App on their smartphone. Be sure to mention your company  — that’s the basis of Handshake's default subject line, which performs well! If you have a less recognizable brand, try inputting the job role for which you are hiring for into the subject line.

3. Communicate authentically and honestly

As they graduate from nearly two decades of schooling and move into their first or second job after college, graduates may have mixed emotions about all the changes ahead. In the same way you’re screening for fit, they are too.

"Students are invited to study your culture the moment they arrive for an interview. They dissect the language in your outreach—is the message positive and hopeful, or impersonal and terse? Students are even encouraged to look at your email signature for clues on inclusivity, and evaluate when and how calls are scheduled. Essentially every single point of communication provides input into how a student sees the relationship." Tiffany Taylor, Senior Director, EDU Success and Education, Handshake

If a student demonstrates interest in working at an employer with hybrid opportunities and that’s a perk that you offer, mention it in your message!

If you’re using a recruiting message to drive attendance at an upcoming virtual career event , provide helpful instructions such as for how to participate in Q&A sessions, whether or not to keep cameras on, etc. These details can make a lasting impression on students who are looking for guidance and support.

And if emojis are in your personal vocabulary, go ahead and use them in your recruiting message! 😊 Whatever is unique to you can help you build relationships with students, as well as show that your employer welcomes self-expression.

4. Close with a call to action

Always round off your recruiting message with a clear and persuasive call to action (CTA) that directs students to take action. What’s in a CTA? It could direct candidates to RSVP for an upcoming career fair or event, apply to an open job or internship program, or simply learn more about your employer.

Wherever it leads, it should be focused—don’t overwhelm your candidates with multiple CTAs—and include a hyperlink. You might also consider bolding and underlining information you want students to pay special attention to.

Your communication with a candidate also shouldn’t dissolve after one message. In fact, your first point of outreach should set the foundation for an ongoing, two-way relationship. Human connection begins the very moment a potential hire learns about your company , and it shouldn’t end there either. Including a personal note at the end of your message like, “I look forward to reviewing your application!” can increase your likelihood of a response.

Finally, even with a super clear CTA, keep in mind that most candidates won’t respond to their first email. Don’t get discouraged. According to industry sources, messaging the same contact multiple times leads to 2x more responses .

Handshake Premium partners can use Campaigns to nurture relationships, such as to schedule follow ups or further personalize messaging based on historical engagement .

5. Review before sending

It’s critical to review your recruiting message a few times before hitting send. If you’re messaging a large list, invite a colleague to proofread your message.

Gen Z is the most diverse generation yet , so when messaging students, it’s important to communicate in a way that celebrates their unique identities while highlighting the value your organization places on diversity, equity, inclusivity, and belonging.

If you are messaging an underrepresented group, it’s a good idea to ask someone with a shared identity at your organization to review the message and ensure sensitivity. Get started by checking out our blog on the dos and don’ts of messaging underrepresented students .

Actionable emails succeed because they’re hyper-relevant to the receiver. They’re curated by carefully mapping content to the reader’s persona. Does your message address a student directly? Does it sound genuine and personal? Does it have a clear CTA?

Keep your recruiting message between 80 and 110 characters to get the highest read rate. The content that gets the highest open rate is about jobs!

Students might get over your company receiving negative coverage in the press, but one surefire way to ensure you never hear from them again is to send a generic, impersonal message. Misplacing your variables, such as your name with theirs, or disclosing inaccurate information can have harmful effects on your reputation and misrepresent your brand.

The more a student feels like they’re talking to a real person, the more likely they are to respond and apply to your open roles.

The bottom line

Whether you’re building your early talent recruiting program from scratch or rethinking how you approach your current one , continue exploring ways of customizing your messaging.

Career services centers are coaching students to ask about an employer’s culture during their interviews. Along those lines, ask students about their candidate experience with your company—such as message relevance and interaction with your team.

Handshake Insights offers you a detailed look at messaging data, such as open and engagement rates, to reveal trends around language that outperforms.

Your recruiting message should ultimately answer why your company is a great place for that candidate to work, and reference how their interests align with your key value propositions.

And while this article focuses on how personalization improves the quality of a recruiting message, it’s important to be thoughtful about message quantity as well.

Candidates are receiving messages from many employers at once. If you notice open and engagement rates dipping, that can be a sign that you are sending too many messages, or that the message content isn’t relevant.

Achieving the right balance for your audience may require some experimentation with cadence, frequency, and even seasonality. Check out our guidance on messaging limits to encourage meaningful, intentional conversations with students.

See how your messages are performing and unlock unlimited personalized messages on Handshake .

Seven early talent recruiting message templates

We’ve compiled templates based on hundreds of messages from employers with the top message engagement rates on Handshake that can help you build better relationships with the candidate throughout their journey. Feel free to use these templates, and fill in the blanks!

Since conducting research student-by-student and personalizing each message can be time-consuming, Campaigns, a Handshake Premium feature, includes 3 variables that help you save time by personalizing your message at scale: {{first_name}}, {{institutions_name}}, and {{major_name}}.

1. Message content: Introduction

Hi [student’s first name],

My name is [your name] and I’m a [your title] at [employer]. We’re currently hiring for a(n) [role], and based on your [interests], I think you should apply!

[Employer] is a [brief description]. With tuition reimbursement, wellbeing programs like a free gym membership, and opportunities to meet employees with shared interests via resource groups and Slack, our culture is a place where people who are passionate about [extracurriculars or interests] thrive. We have amazing opportunities for students just like you.

Learn more about who we are! [insert CTA]

I look forward to connecting more with you, [student’s first name].

[your name]

2. Message content: Career fair introduction

Hi [student’s name],

My name is [your name], [your title] with [employer]. Our company is a [brief description]. We’ll be at the [career fair name] and would love to meet with you!

[Employer] is focused on creating a great place for new college graduates to thrive. We offer a virtual training program to build both leadership and technical skills. In addition, we offer mentor support and opportunities for you to build your professional network.

I'd love to invite you to stop by our info session during [name of fair] on [date, time]. If you're interested, sign up by clicking the button below.

3. Message content: Relationship building

[student’s name],

Can you believe that graduation is right around the corner?

I remember being in your shoes and not knowing which career I wanted to pursue, and had no idea how to get my foot in the door. Now, I have the pleasure of connecting with students like you to support your career exploration. I help identify top students for our internship and full-time opportunities, and was excited to come across your profile. I believe that your interests and experiences could make you a great addition to the team at [employer]!

Here is a job at you might be interested in: [link to job description]

Please reach out to me directly or click the link below to apply online. Once you complete the application, let me know! I’d love to stay in touch.

Very warm regards,

4. Message content: Invitation to apply

Hi [student first name],

We saw that you are interested in the [industry] and wanted to reach out to invite you to apply to our [program]. This is a unique program where students join us from all backgrounds and areas of study to work alongside cross-functional leaders.

Here are a few things to keep in mind:

• [application limits]
• [internship duration]
• [compensation]
• [in person location/remote/hybrid]
• [interview process]

For further details, feel free to click through to the job posting below. If you are interested, please be sure to apply by [deadline] so that you may be considered.

We look forward to reviewing your application!

5. Message content: Ambassador/alumni connection

Hi [student’s first name]!

Here at [employer name], we always want potential candidates to learn more about the meaningful projects we work on, and hear about our culture from our current employees.

I noticed that you’re a [institution name] alum studying [major name], which is why I wanted to offer you the opportunity to have an informal 15-minute virtual info chat with [ambassador name] to learn more about roles here. If you’re interested, click “Find a time” below to schedule a time to speak.

6. Message content: Reminder/follow up

Hi [student name],

I’m following up on my previous message because I think you would be a great fit for [role] at [employer], and thought you might be interested in learning more.

It’s not too late to sign up for our upcoming virtual information session on [event details]! RSVP here: [insert link].

Thank you for your time and consideration–hope to see you there!

[your name, your role, company name]

7. Message content: Thank you

Thank you for [action]. We appreciate your interest in [employer] and are excited to get to know you better!

[Next steps]

Thank you again! Looking forward to staying in touch.

Download our infographic for quick tips to personalize your recruiting messages .

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Recruiter's Guide to Making the Ultimate Candidate Pitch

Your candidate pitch can make or break your deal, so it's a good idea for recruiters to have their pitch nailed down before meeting with their account manager or customer.  I've coached thousands of recruiters and have heard my fair share of both great and not-so-great candidate pitches.  For this post, the recruiter's guide to making the ultimate candidate pitch, I'd like to share with you the anatomy of a good candidate pitch including our seven-step framework.

With that being said, I share with you the recruiter's guide to making the ultimate candidate pitch.

Why Nailing Your Candidate Pitch is Important I like to refer to the candidate pitch as the “last mile” because it’s the final stretch of the screening and interview process that is still 100% in control of the recruiter.  Your candidate pitch, or "the last mile," is critically important because it is the only thing that connects all of your time and energy invested in screening and interviewing the candidate to achieving your objective of securing a candidate interview with the hiring manager.  Ironically, for many recruiting professionals, the candidate pitch is often overlooked and undervalued .  Conventional wisdom tells most recruiters “my job as a recruiter is to source , screen, interview and present candidates and at that point the account manager or hiring manager decides whether or not they want to interview my candidate.” While that is certainly true, our job is also to influence how our account manager or hiring manager thinks about and perceives our candidate relative to the job opportunity. The effectiveness of our candidate pitch is how we influence the account manager or hiring manager.  Fortunately, there is a relatively easy way to improve the quality and effectiveness of your candidate pitch and increase your candidate submittal to interview ratios.

Do’s and Don’t of Making Your Candidate Pitch When it comes to presenting your candidate do NOT simply send an email to your account manager or hiring manager with the candidate resume attached. This is an incredibly weak and passive approach.   When you submit candidates exclusively via email messages and fail to discuss your candidate with the manager directly, you have no way of knowing how your manager perceives your message. In fact, they may perceive it (an email or text) as you lacking confidence in your candidate.  After all, if you’re really confident in your candidate, why wouldn’t you want to discuss your candidate with the manager face-to-face or at least over a phone or video call?  After investing all of your time and energy sourcing , screening and interviewing your candidate , don’t leave it to chance.  Present your candidate to the manager face-to-face or via video call so that you can get immediate feedback and have the opportunity to address any questions or concerns in person and without delay. If your account manager or hiring manager is not comfortable with interviewing your candidate or feels they lack the proper experience or qualifications, make them tell you that face to face. You’ve earned that right. 

Recruiters who rely exclusively on submitting candidate’s via email, can’t express confidence, conviction or enthusiasm in their email message the same way they can in an actual conversation. Not only that, whenever you present a candidate to your account manager or hiring manager, you should know that they will ALWAYS have questions.  In many instances they may have concerns regarding your candidate. But if you present your candidate via an email message they often will not proactively raise those questions or concerns.  And you want and need to be able to address any questions or concerns in a face-to-face phone or video call rather than through an email thread.  You can’t effectively sell or pitch your candidate through back and forth email messages. Instead you must speak directly with your account manager or hiring manager.  When pitching your candidate keep the following tips in mind.

• 93% of communication (your pitch) is not what you say but HOW YOU SAY IT.  You MUST have confidence and conviction in your voice tonality. This can’t be overstated which is why our recruiter training programs focus heavily on communication skills
• You must also deliver your candidate pitch with energy , enthusiasm and a smile on your face.  We are NOT suggesting that you overdo it to the point where your pitch sounds fake. But if you don’t LOOK and SOUND excited and confident about your candidates, neither will your account manager or hiring manager
• Before you pitch your candidate to your account manager, script your pitch out word for word and anticipate potential questions and objections ahead of time. You need to be prepared. You just worked your tail off to recruit your candidate, don’t let your hard work go to waste. 
• Be assertive and take charge . Remember, you are the expert on your candidate. Nobody knows your candidate better than you.  You have to be assertive and advocate for your candidate.  Recruiters have rights, stand up for yourself and your candidate! 

There will be instances where you can’t physically meet with your account manager or hiring manager face-to-face to pitch your candidate. In these instances I suggest you make your candidate pitch via video conference call. There are plenty of tools you can use for this such as Zoom, Skype and Google Hangouts and many others.  The point is, to maximize the effectiveness of your candidate pitch, your account manager or hiring manager needs to physically see you and you need to physically see them. 

Another (relatively) new approach that is gaining traction is many recruiters are recording their candidate pitch on video and sharing their video with the account manager and hiring manager.  You can also ask your candidate to record a video pitching themselves for the opportunity. 

Seven Step Candidate Pitch Framework For Recruiters to Increase Candidate Submittal to Interview Ratios.

To formulate your candidate pitch we suggest you follow the 7 step framework.

1.) Frame Your Candidate Pitch with Context Begin your pitch by providing context. The degree and relevance to which you provide context for your account manager or hiring manager will have the biggest impact on how your pitch is received.  Context adds relevance and specificity which will help your account manager or hiring manager visualize and understand exactly how your candidate will make an impact in the position. In essence, your candidate pitch needs to be highly tailored for the specific role they are being considered.   To provide relevant context, share with your account manager or hiring manager when and where your candidate worked on a similar project that was similar in size and scope and shared the same or similar goals. You can use this script to provide relevant context.

“Mr. hiring manager, as we know, the overall goal of the project is to improve supply chain efficiency and reduce the amount of time product sits in your warehouse. We also understand that the specific challenges you need the candidate to resolve include integrating your SAP supply chain management solution with the your warehouse, distribution and manufacturing execution systems. The candidate is also expected to deliver the functional workflows diagrams and data migration strategy road map.   Having said that, let me share with you when and where <insert candidate name>   worked on a similar project in which he resolved the same types of issues and produced the same work product and results.”

Providing context enables you to properly frame the candidate pitch in which the information you share is highly tailored to the specific role which makes it relevant and valuable to the account manager and/or hiring manager.  Yes, to do this does mean that the recruiter must fully understand the client job description .  But when recruiters properly frame the conversation with context they achieve higher candidate submittal to interview ratios.   Keep in mind that this approach is WAY different than the  standard candidate pitch where the recruiter simply states:

• My candidate has 3 years of "X" skill
• My candidate is certified in "A, B, and C"
• My candidate has used "X, Y, and Z tools"

2.) Make Your Candidate Pitch Now that you have properly framed the conversation for you to make your candidate pitch, share in detail how your candidate helped their current or recent employer solve the same or similar challenge that your hiring manager needs resolved. Explain how your candidate solved the challenge including the steps or action items they took to resolve the issue.  ( Side note , yes, when executing the candidate interview , recruiters should be uncovering when and where the candidate resolved the same or similar challenges that the hiring manager needs resolved and the steps or action items they took to resolve those issues. That is the purpose of the candidate interview).

Next, explain the relevant work product, artifacts or deliverables your candidate produced.  Finally, be sure to explain when, where and how your candidate applied the relevant tools, processes, methodologies, technologies and skills to resolve the issues and deliver the final results.  

After making your candidate pitch you need to check for feedback.  You might say:

• “What do you think?”
• “What do you think of their experience and background?”
• “Wouldn’t you agree that they have the perfect pedigree for this role?”
• “Isn’t this candidate amazing? How would you like to proceed?”

Checking for feedback at this stage is critically important because it lets you gauge your account manager or hiring manager’s reaction to what you’ve just said. It allows you to identify what, if any concerns or objections they might have regarding the viability of your candidate. Checking allows you to know exactly where things stand with your candidate and their candidacy for the role.  By checking you can change or adjust your position and strategy as you proceed through the conversation.  Checking in this context increases your chances of advancing the opportunity because you have verified with your account manager how they feel about proceeding with your candidate. 

The skill of checking is one of the most undervalued recruiting skills but one that can easily be developed through experiential training.

4.) Explain Why Your Candidate Wants the Job Next, and this important, be sure to share with your account manager or hiring manager why your candidate wants the job and is interested specifically in working for this employer.  This is important because employers don’t just want candidates who are qualified and available, they want candidates who want to be a part of their organization. Sharing this information with your account manager or hiring manager also sends a strong message that you really took the time to get to know and understand your candidate through your interview and screening process.  

5.) Share Your Candidate’s Interview Availability Next, share with your account manager your candidate’s interview availability.  It is inexcusable for a recruiter to NOT have confirmed and verified with their candidate three specific dates and times in which the candidate can interview for the job.  Be sure to share with your account manager or hiring manager three separate dates and times in which your candidate can interview.  

7.) Share Your Candidate’s Agreed Upon Rate or Salary Finally, share with your account manager (NOT THE HIRING MANAGER)  the hourly rate or salary that you and your candidate have agreed to.  If you are presenting your candidate directly to the hiring manager for a full time, direct hire position, share with the hiring manager your candidates expected first year full salary.  If you are presenting your candidate to the hiring manager for a contract position, share with the hiring manager the hourly BILL RATE.   Don’t offer wishy-washy rate ranges.  Provide the specific number. There should be zero ambiguity regarding the rate. To do this you will need to make sure you properly qualify your candidate's pay rate.

Pro Tip: It is OK to quote your account manager a pay rate that is slightly HIGHER than what you and your candidate agreed to. You can do this to ensure that you have a little wiggle room to work with in the event the hiring manager tries to negotiate or makes a low-ball offer.  This way you save margin in your deal and commissions in your paycheck.

Hopefully you can see how and why the skill of  making the candidate pitch  is key to increasing your candidate submittal to interview ratio and equally as important as candidate qualification and executing the candidate interview .

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How to Write a Cover Letter to a Recruiter

While a resume is certainly essential to get noticed by an employer, when it’s paired with a carefully curated cover letter, it can help you stand out from the crowd of other applicants. Showing off transferable skills in a cover letter is one way to appeal to hiring managers, but what about writing a cover letter to a recruiter?

Recruiters are looking for basic facts when they read a cover letter you’ve sent them. They already know what marketable skills you have from the resume , so the cover letter supports it with facts about your background, goals, and work experience.

Even though experts say many recruiters won’t look at a cover letter, many will. And even those that don’t require it or look at it initially may return to it if your resume catches their interest, making a cover letter to a recruiter an important communication tool.

Tips for Writing a Cover Letter to a Recruiter

Aim to be as concise as possible . Get to the point right away: recruiters are busy individuals and likely don’t have time to read a lengthy cover letter that summarizes your life story. Also, consider using a reader-friendly format, such as bulleted lists and short paragraphs. This lets recruiters skim the content and hone in on your marketable skills.

Second, be sure to load your cover letter with keywords that are relevant to your industry or skill set. This helps automatic tracking software parse relevant information about your application to recruiters.

In a cover letter to a recruiter, be sure to include the following five pieces of information:

• All contact information, including your phone number, address, and email
• Why you’re in the market for a new job and what you are looking for
• Job titles and industries that interest you
• Your salary expectations
• Locations of interest, which can also indicate your willingness to relocate or travel

When a recruiter has these answers, they can put you directly into their database. Otherwise, the recruiter may have to contact you to gather all these details.

Other pieces of information you may want to include:

• Your availability for interviews
• When you can begin a new assignment after acceptance
• A list of companies you would like to work for
• Other recruiters you are working with and where they have sent your resume previously

Finally, it never hurts to add an eye-catching intro that includes some sort of hook that entices the recruiter to keep reading. Be creative, but don’t go too over-the-top.

How a Cover Letter for a Recruiter is Unique

A cover letter to a recruiter or potential employer is going to focus on a specific position and why you’d be a good fit for it. A cover letter to a recruiter provides some more general information about you as a marketable candidate for multiple clients.

For instance, in a cover letter to an employer, you would never include the reason you are looking to leave your current position or why you’re on the market, and you should never include information about salary expectations in a cover letter for an employer.

The following are examples of cover letters written to recruiters and how you might tailor the cover letter for each specific scenario. For more information, see our article on sample cover letters that help entice recruiters.

In response to a job ad

In this scenario, the jobseeker writes in response to a job ad the recruiter is handling on behalf of the employer. When responding to an ad of this type, be sure to include keywords directly from the job posting and explain how your skills and experience align with that job .

Here is an example of a cover letter for a recruiter in response to a job ad:

Dear (recruiter’s name),

Your open position advertised on (source) fits my experience and qualifications, and I am writing to express my interest in and enthusiasm for the position. As an accomplished educator, I have taught at the kindergarten and first-grade levels for X number of years in the [name of school district]. I have achieved significant experience in developing scope and sequence of curriculum in reading, math, and science, and have successfully maintained ongoing communication with families.

Writing at the recommendation of a referral

In this case, you’ll want to mention the friend or colleague that referred you to the company and encouraged you to apply. Here is an example of a cover letter for a recruiter the mentions a recommendation from a referral:

I was referred to your recruiting company by [so-and-so] and was encouraged to submit my credentials.

The rest of the cover letter should go on to concisely explain why you left your last position and the jobs or types of jobs you’re interested in pursuing.

Writing a cold cover letter

This is the most common type of cover letter for a recruiter. In it, the jobseeker explains who they are and what their career goals are. Here are some tips for writing a cold cover letter to a recruiter:

• Tailor it to the job you’re applying for
• Don’t ramble
• Consider submitting it in PDF format (unless the recruiter’s instructions say differently)

Here is an example of a cold cover letter for a recruiter:

My relevant qualifications include a Bachelor’s Degree in Computer Science and extensive knowledge of Java, C++ and Javascript. I have developed and maintained web applications, and I’ve collaborated successfully with colleagues for testing and QA purposes.

When you take the time to write a cover letter for a recruiter that’s interesting, brief and summarizes your marketable skills, you can increase your chances of landing an interview for a position the recruiter’s clients are trying to fill.

About the Author

LiveCareer Staff Writer •

At LiveCareer, we live and breathe the belief that we can help people transform their work lives, and so do our contributors. Our experts come from a variety of backgrounds but have one thing in common: they are authorities on the job market. From journalists with years of experience covering workforce topics, to academics who study the theory behind employment and staffing, to certified resume writers whose expertise in the creation of application documents offers our readers insights into how to best wow recruiters and hiring managers, LiveCareer’s stable of expert writers are among the best in the business. Whether you are new to the workforce, are a seasoned professional, or somewhere in between, LiveCareer’s contributors will help you move the needle on your career and get the job you want faster than you think.

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Recruitment Presentation

In a competitive market, recruiters and HR representatives need to attract and lock down top talent for their organization. Your company might provide competitive benefits, high salaries, an engaging company culture, and enticing opportunities for growth, but if you don’t know how to sell those perks, you won’t bring in those candidates. 

A compelling and informative job recruitment presentation can set you apart from your competitors and bring in top quality job candidates who are perfect for your team.

Use our recruitment presentation template to:

• Highlight your company’s advantages
• Connect and network with candidates in your industry
• Attract high-quality candidates

Create a memorable Job Recruitment Presentation

Every slide in your recruitment presentation tells an important part of your company’s story. Make each slide impactful and memorable by using images, videos, charts, timelines, or graphs. Each of these design options is available with our job recruitment template.Some potential slides to include are:

Pro Tips for your Job Recruitment Template

When filling out your job recruitment packet template, keep these tips in mind.

Your recruitment presentation is selling your company to potential employees. Be persuasive and appeal to emotion in order to tell your company’s story.

While you should tell a story, you also need to give your potential job candidates the facts that make your company their best option.

A recruitment presentation is a great opportunity to engage with the audience; after all, they may join your team! Leave time for questions and discussions in your presentation.

Have your company perks, leadership structure, or number of offices changed? Don’t forget to update your presentation frequently as needed to make sure recruitees have the most accurate information.

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How to Write A Killer Recruitment Sales Pitch

Recruitment is an industry where you’ll find yourself making hundreds of sales pitches over time. You need to be ready to deliver a persuasive speech at a moment’s notice, whether you’re showcasing candidates to clients, presenting a new job opportunity or introducing your agency at a networking event .

Whilst having an outstanding elevator pitch written and rehearsed will benefit you massively, this isn’t the only kind of pitch you’ll have to nail as part of your work. Longer sales pitches are required when you’re delivering a proposal to a potential client to try and win them over, and these often require you to put in the work before and after to ensure your pitch is successful.

So how do you write a killer recruitment sales pitch? What should you include, and what are you better off forgetting? 

We’ve put together a guide of some of the best tips and techniques to get you started, whatever situation you’re preparing a pitch for. Read on for our advice. 

Home > Blog > How to Write A Killer Recruitment Sales Pitch

Getting Started

Before you begin crafting a sales pitch, you need to identify what it is about your recruitment agency that is worth a potential client’s time. Having this information laid out in front of you will help to focus your pitch as you write, and make sure that you don’t leave out anything important.

To do this, ask yourself these questions:

• Who is your target audience? Is there a particular kind of client that you are going to be pitching to?
• What does your agency offer? How will this benefit your customers?
• What are your unique selling points?
• Why do your potential clients need your services? What are their pain points?
• What impact will your recruitment services make?

Once you’ve listed all of these key points, you’ll be ready to start writing. 

Writing an Elevator Sales Pitch

An elevator pitch is like bread and butter to a recruiter, and is one of the first things you’ll have to perfect when starting out in the industry. You’re not trying to sell your services at this point; you’re just trying to engage a potential client enough so that they agree to continue the conversation and consider your recruitment agency.

To keep things concise, try using the following to format your pitch.

Who are you and what do you do?

Obviously, you need to open with your name and the name of the recruitment agency you are part of. Then go into more detail, and explain which area of recruitment you work in or what specific services you offer.

What sets you apart from the competition?

Once you’ve identified the who and the what, you need to focus on the why. This will take up the bulk of your sales pitch, and is where the initial information you wrote down will come in handy.

Focus on your unique selling points and why they can help with the recruitment issues that your potential client might be facing. To add emphasis, include statistics or brief case studies that illustrate the points you are making. 

It might seem contradictory, but a successful way to approach a sales pitch is by shifting the conversation focus away from your recruitment agency, and instead explain what you can do for the client. Don’t waste time just listing the reasons why you’re a great choice – show your potential client why you are a great choice for them specifically.

Instead of listing what you do and stating that your agency would be good for the potential client, present your services as solutions to the common problems they are likely to experience. By leading with benefits, you won’t leave any room for doubt as to what your agency can do.

If you have had time to prepare for this particular pitch (and aren’t having to spontaneously deliver it in a lift for example) you should also include details that are specific to the company you are pitching to. You want them to know that you have done your research and that this isn’t just an off the cuff proposition.

What next steps should your potential client take?

Always finish a sales pitch with a call to action. There is no point spending the time writing and delivering an incredible pitch if you just walk away at the end of it and don’t give your client any information about what they should do next.

This might be a selection of packages to choose from if you are at the point of sale, or it might be getting a date in the diary for a follow-up call to discuss how to take things forward.

Depending on what stage you’re at , “Can I give you my details?”, “Shall we schedule another conversation soon?” or “Would you be interested in hearing more about…?” are all great ways to round off what you’ve been saying in a way that encourages further interaction, and hopefully a new client later down the line.

Pitching Your Agency to Candidates

There’s no use trying to win over clients for your recruitment agency if you don’t have an outstanding pool of talent to offer them once they’ve joined you. Pitching your company to potential candidates is just as important to pitching to clients, and having a polished sales pitch will massively help you when you’re sourcing and securing new talent for your agency. 

The format of this pitch will be quite similar to your elevator sales one; after all, you are still trying to sell the benefits of your company. But instead of tailoring your points to how your agency can help solve the problems of a potential client, think about what your potential candidates are looking for in a recruitment agency, and lead with these instead. 

Here are some key points for what to include when trying to get a potential candidate to come on board with you rather than other agencies:

What are the benefits of joining your agency?

Just like you focused on what set you apart from the rest when pitching to a client, tell your candidate what benefits they will receive when joining your recruitment agency that they won’t get anywhere else. It may be worthing researching what your current candidates appreciate the most about the services you offer, as this will give you a much better idea of what a potential candidate is looking for.

Again, try and sell each of these benefits as a solution to a problem that a potential candidate might be experiencing whilst trying to find a job. 

What are your goals?

Many candidates nowadays, especially younger ones, want to work with agencies whose goals are more than just sourcing as many employees for job roles as possible. Does your agency pride itself on exceptional, personal customer service? Do you work with your candidate’s career goals in mind to ensure they are successful? Are you fully transparent?

If you include your agency’s goals in your pitch to candidates then not only will you help your services stand out from your competitors, but you’ll also guarantee that you’re recruiting the perfect candidates for your agency who will benefit the most from what you offer. 

Who have you worked with?

If you have landed previous candidates in roles with big brands or companies, you might want to consider including this fact in your pitch. You don’t want to sound like you are name dropping for the sake of it, but it is a great way to catch a potential candidate’s attention and demonstrate the level of your agency’s success. 

The majority of candidates want to be working for companies that they will recognise and admire, so even if it’s only a local business, if your candidate recognises the name then it will have a positive impact on your pitch.

What can you offer their career path?

Whilst your role as a recruiter will require you to simply focus on finding the right jobs for your candidates most of the time, in your sales pitch you want to focus on the effect that your agency will have on a potential candidate’s overall career. Retaining candidates for a long time is brilliant for business growth , so you want them to trust that you will keep finding them roles that will progress their career if they stay with your agency.

This is also a relevant tip if you are pitching to a potential candidate with a specific job opportunity in mind. Don’t just focus on details such as hours and salary; sell them the whole experience of working with the company and how their career will benefit by staying with this employer. 

Just like with an elevator pitch, end your discussion with a potential candidate by agreeing on how you are going to follow up on the conversation, and encourage them to get back in touch if they have any questions. Don’t immediately chase them up on the offer after 24 hours: most people need a couple of days to consider a proposal from a recruitment agency. 

Want to get in front of the right people?

Writing a longer sales pitch for a client.

The most important pitch you’ll have to deliver as a recruiter is the one that comes after a successful elevator sales pitch. You’ve got a potential client interested in what your agency has to offer; now you need to put the work in and deliver a proposal that they won’t be able to say no to. 

As well as preparing a pitch to deliver in person, to ensure your success you’ll have to take action both before and after the pitch. We’ve broken down this process and included our best advice for absolutely nailing the sales pitch for your recruitment agency.

Before…

If you’ve managed to secure a proposal meeting with a potential client, chances are that you’ve already delivered a brief sales pitch to them to gain their interest in the first place. To make a client much more receptive to your suggestions, it certainly pays to put the work in before delivering a full-blown pitch.

You don’t want to look like a suck-up, but it won’t do you any harm by sending a follow-up email after your initial pitch thanking them for their time and saying how much you are looking forward to speaking to them later. Keep your tone professional, but make sure not to sound like you’re just rattling off a standard email. You’ll give a better impression if your enthusiasm is genuine. 

Then, it’s time to put your nose to the grindstone and prepare a pitch that is tailored precisely to the client you are pitching to. You want to stand out from any other agencies they might be considering at the moment, and to do that you need to focus on the specifics of what you can offer them.

The best way that you are going to interest a potential client in your recruitment services is by highlighting what value you can add to their current set up. They might believe that they already have a flawless recruitment process; you aren’t going to convince them otherwise unless you show them what more you can do.

A firm knowledge of who a company is and what they do is essential as you can discuss specific recruitment issues they may be facing in their industry and explain why your candidates in particular are precisely what they are looking for. However, you can take this preparatory research a step further by reading up on the current roles that the company is looking to fill, or finding out what hiring systems they use.

With this information, you can illustrate in your pitch why working with your agency would be valuable for a potential client by showing how you would improve their employee intake and recruitment processes even further. Not only does this show that you have taken the time to read up on a company, it creates a proposal that most clients will find it hard to say no to. 

During The Pitch…

To keep the structure of your proposal simple, we suggest following a similar format as your elevator sales pitch. You don’t need to go into as much detail about who you are and what you do this time, but it helps to begin with a quick recap of your agency’s specifics.

Once you’ve introduced yourself, show your potential client that you’re an expert recruiter in their industry. What will set you apart for other, bigger recruitment firms is the fact that your agency has unique knowledge of the sector that you recruit in, and that you dedicate your time to finding the most talented candidates within this. 

Next, you want to hone in on the specifics: what your agency can do for the client, what your plan would be for refining their recruitment success, and how you would eradicate any issues they have previously had with recruiting. Use data and case studies here to illustrate the points that you make, but keep these supporting points short. You don’t want to overdo it on presentation slides and graphics. 

As with your elevator pitch, keep the bulk of your proposal centred around what makes you different from your competitors, and how your agency specifically is going to make a difference. Remember again to avoid only talking about your agency; approach each point instead in the context of how it will affect or benefit your client. 

A useful technique to keep this focus is by asking questions throughout the pitch, with phrases that begin with “Do you often find…?” or “Have you ever noticed…?” . Not only does this keep the client you are pitching to more engaged, but it also helps your pitch sound more conversational and less rehearsed.

Whilst you don’t want your pitch to sound too informal, you also don’t want to throw in a lot of technical jargon just for the sake of it. Dumbing a pitch down unnecessarily can look like you are patronising a client, but trying to make yourself sound smart by using heaps of technical language is equally unhelpful. You should avoid using too many clichés or buzzwords in your pitch as well, unless you want to sound like a robot rattling off as many corporate phrases as possible.

The way that you finish a sales pitch can be make or break for its success, as this will be the last thing that sticks in your potential client’s mind when they look back on your proposal. Don’t bother trying to recap everything you have covered; instead, close with a statement that sets your agency apart from the rest and offers your potential client an unbeatable opportunity. Who could say no to that?

After…

Once again, we’re going to stress the importance of following up after a sales pitch. This is particularly important after a recruitment sales pitch of this scale; you want to keep your agency in the mind of a potential client and show them that you’re committed to building a relationship with them. 

Ideally, you’ll have agreed on a timeframe for the potential client to get back to you, but it is worth sending a follow-up email afterwards anyway with a summary of your pitch and the points you made. Try not to sound pushy, and instead frame the email as a helpful recap that they can consult when making a decision. 

By following the above advice, we’re sure that your pitch will be successful. But there are numerous reasons why a company might not choose to work with a recruitment agency at a certain moment, and it’s important not to get too downtrodden if you’re not successful the first time around. 

Unless you have been specifically told by a client that you are not what they were looking for, it’s worth thinking of your pitch as the first step in building a better relationship with them. Maybe they’re not looking to work with a new recruitment agency right now…but that doesn’t mean that they won’t be in the future! 

If you can continue to build on the relationship you have already established, then you’ll be the first agency that comes to mind when a company is in the position to think about changing how they recruit. Get in contact with your potential client periodically and discuss what things are looking like in their business and in the recruiting side of things. You’ll both benefit from these conversations, and you’re laying the groundwork for potential success later on.

Final Tips for Successful Pitches

Keep it snappy.

It can be incredibly tempting to try and cram as much information as possible into a pitch, but after a certain point, you’ll lose your audience’s interest, and then there are very few ways to get it back.

Length is particularly important in an elevator pitch or a pitch that you deliver to a new candidate, so bear in mind that you’re trying to write something that could be delivered in an elevator ride – if you’re still talking when your time runs out, the other person might just walk away.

Whatever kind of pitch you’re delivering, edit it until it only includes essential points, and then don’t be tempted to add anything else. If you get it right, you’ll have plenty more opportunities to get into everything else you want to say.

Don’t Forget Delivery

In a recruitment sales pitch, the way you deliver your speech is just as important as what’s in it. It doesn’t matter if you have an outstanding pitch on paper – if you deliver it without any enthusiasm you might as well not have delivered it at all.

Be friendly, enthusiastic and confident throughout your pitch. You want to come across as professional but approachable in order to make a lasting impression. 

There’s Never a ‘Finished’ Pitch

Every chance you get to deliver a sales pitch is a chance you get to refine your technique. Don’t just decide on an approach for each situation and then stick with it; keep honing and changing your pitches based on what seems to work and what doesn’t. 

Invest in Your Brand

If you feel like you’re struggling to stand out against your competitors, then it might benefit your agency to invest in marketing or PR work to boost your brand image and help refine what you offer. If candidates and clients have already heard of you then they’ll be a lot more receptive to sales pitches, and quality recruitment marketing will help with this.

Practice, Practice, Practice!

It goes without saying that the best way to get really good at delivering your sales pitch is by practising it. Repeat it to your friends, try it out on your colleagues, or even just practice by yourself in the mirror. It’s all going to help.

Speaking out loud will immediately let you identify if there are any words or phrases that don’t sound natural, so it can be useful to practice even when a pitch is in the early stages. Practice will also improve your delivery, as you’ll become more familiar with the pitch and can feel more confident when it comes to giving the real thing. 

A pitch is going to look a little different in every context it is used in, but it’s an absolute staple for anyone in the industry. You never know when you might suddenly come across a networking opportunity, and having a solid pitch to fall back on is incredibly useful.

Whether you’re making prospecting calls all day or going out and meeting new clients, delivering a killer recruitment sales pitch makes a big difference to your success rates. Remember to keep your audience in mind and engage them throughout, and you’ll be onto a winner.

About the author

Tom Mcloughlin is the Director of Growth Recruits. A passionate marketer, he loves sharing his ideas with the industry and helping people take that knowledge and use it to get extraordinary results.

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Tudor Collegiate Strategies

Where college coaches come to dominate their recruiting competition.

Admissions , Sales Basics , Winning Solutions · July 7, 2015

5 Critical Things You Need In Your Recruiting Presentation

As a college admissions recruiter you’re tasked with managing one or more recruiting territories. To be an effective, consistent recruiter who gets more “yes’s” than “no’s” from his or her prospects, you must be able to plan and execute both on and off-campus recruiting presentations.

“Presentation” might not be the appropriate word actually. I say that because you don’t give recruiting presentations to prospective students and parents the same way that a business/sales professional might to a prospective client. If any of you are currently doing it that way, stop right now. There are fundamental differences in what you want to do as an admissions counselor who’s trying to connect with today’s teenager.

Having said all of that, “presentation” is the best word that I could come up with because it really brings together all the elements of the process that you use to recruit a prospective student. We’re not just talking about the opportunities you have to go into a prospect’s school and talk to them about all the great things your college/university has to offer or speaking briefly with them at a college fair. “Presentations” can include a lot more:

• The letters and emails that you write. That’s part of your presentation.
• The phone calls that you make. That’s part of your presentation.
• Things that are said about your school (and possibly even you) on the world-wide-web. That’s part of your presentation.
• When a prospect comes to visit your campus. That’s a part of your presentation.

You can’t overlook one area of your overall presentation and expect consistent success.

Here are 5 things that I recommend you incorporate as a part of your next recruiting presentation.

• Believe in, and be enthusiastic, about your school . As part of your overall recruiting presentation you must have complete confidence that your institution is the best option for your prospect. This is something I see newer counselors struggle with, specifically when it comes to competing against bigger name colleges for the same students. If you don’t believe that you’re going to win those battles then neither will your recruits. Today’s prospective student is looking for someone who is confident that his or her college offers that “right fit.” If you don’t display enthusiasm about your school don’t expect them to be excited about the idea of spending the next four years there.
• Share stories. The most successful public speakers tell stories to get their points across. Each of you has success stories with past recruits. Sharing those relatable stories with your prospects will make a much greater impact than relying on statistics, rankings and PowerPoint slides.
• Focus on helping your prospects reach their goals . Every single one of your prospects has goals. Are you helping him or her connect the dots, as well as showing them how you and your school will help them achieve those goals? You need to be! Make it your goal to explain how what you do each step of the way during the recruiting process helps your prospect achieve their goals. If you’re not sure what your recruit’s goals are, go ahead and ask them.  Always remember it’s about them, not you.
• Ask amazing questions . I want you to come up with one for your first letter, your first email, your first phone call, and for when you first meet. I’m talking about questions that make your prospect stop and really think about the answer before they give it to you. Whenever you’re able to ask a question they haven’t been presented with before, that’s a sign of a great presentation.
• Anticipate objections . In the past I’ve shared strategies for dealing with various objections . Rarely will you not get at least one objection. You know what the common ones are. Once you’ve started cultivating your relationship with your prospect, try putting yourself in their shoes and asking yourself what you might be concerned about. Then, develop your response and be ready to address it at the appropriate time.

These five principles can help you form the basis for a really effective recruiting “presentation,” which will help you make a big impact on this next recruiting class you’re starting to contact.

Do you have questions?  Email me directly at [email protected]

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10 Recruiting Email Templates for a Great Candidate Experience

Using recruiting email templates makes it easy to keep in contact with candidates — especially those you’re interested in — during every stage of the recruiting process. 

But there’s an art to using recruiting email templates.

“I try to be direct and concise, while personalizing the message to the candidate’s profile. There is nothing worse than a recruiter cold blasting out job descriptions that have no relevance to the candidate’s background,” David Chie, chief executive officer of Palo Alto Staffing , told Built In.

Use the following 10 recruiting email templates to keep candidates informed and engaged throughout the recruiting process .

How to Write a Recruiting Email

Recruiters have seen an almost 45 percent increase in their workloads, making time-saving techniques key to improving the efficiency of the recruitment process.

Email templates help ensure you’re providing all the information candidates need to be successful and comfortable during the process. For example, many candidates and employers prefer video interviews and your templates can include needed information to make this happen.

In addition to double checking your message details, adhere to these rules, regardless of the type of recruiting email you’re sending.

Join us to discover actionable strategies to align your employer brand with tech and convert sought-after tech talent.

Maintain Your Employer Brand

While your tone should change depending on the candidate’s level of seniority, the voice you use should align with your employer brand . If you’re corresponding with an executive, your language should be more formal than how you would communicate with a recent college graduate. 

Ultimately, your message should be consistent but tailored to your specific candidate persona . If you pride yourself on having an exciting startup culture , use a conversational voice and tone when communicating with candidates. A formal voice will sound stuffy compared to your relaxed office dynamic.

No one likes reading a long email, especially when it comes from a stranger trying to sell something. Regardless of the stage in the process, keep your recruiting email templates short. Provide only the most essential information to avoid confusing or disengaging the candidate.

However, that doesn’t mean your emails should be devoid of personality. If you’re excited about a potential candidate, let them know to hold their attention. Additionally, if email conversations veer “off-template,” use your best judgment regarding the length of your replies. A candidate’s illness or unforeseen personal matter could merit more detailed responses.

Use Plain Language

As you tinker with a template to ensure it suits your needs, be purposeful about the words you choose to include in the email. Make sure the language is simple, easy to understand and doesn’t unintentionally intimidate people into thinking your application process will be overly complicated. This best practice applies at all phases of recruitment, whether you’re crafting job description details for first contact or offering information about the technical aspects of the interviewing process for job openings in fields like software engineering or data science.

Personalize When Possible

Your goal should be to create a stellar candidate experience for every applicant. That means you can’t throw candidates into a cookie cutter process and expect them to feel valued and appreciated. Tailor your recruiting email templates to the individual, adding personal details and touches when possible. 

Utilize your applicant tracking system and other recruitment tools to record personal information — from reference letters , cover letters and your personal research — and notes from previous conversations you’ve had with candidates. This lets them know that you’ve done your research and are invested in them as a prospective employee.

Read More 26 Recruitment Videos That Attract Qualified Candidates

The longer you wait to send an important follow-up email or application status update, the more time you’re allowing for another employer to swoop in and hire your candidate. Be prompt with your email correspondence and stick to any timelines you set for yourself.

If a candidate has to follow up with you regarding information you said you would send, you’ve waited too long. A good rule of thumb is to respond in no more than 24 hours , but know that the average response rate for email is typically two hours.

When using recruiting email templates, the chances of a typo popping up are high — more than half of people admit they’ve made embarrassing errors in emails . That reflects badly on your company, and it appears to the candidate that you don’t care enough to send grammatically correct emails. Ensure that no placeholder text makes its way into an email.

Additionally, double check that all personal details you added are both accurate and relevant to the candidate before you press send. No one wants to feel like they’re being confused with or compared to someone else, especially a job seeker who is doing their best to stand out.

Optimize for Mobile Viewing

It’s more common for users to open their emails on a mobile device rather than a desktop computer. Capitalize on this trend by optimizing your emails to be read on a mobile screen so that you get the most out of your email recruiting efforts.

Set your font sizes to be large enough that a recipient can easily read them on a smaller screen. Don’t clutter your messages with images or clickable buttons that can make emails load slow and look crowded on mobile devices. Make the subject line appealing, but keep it short and front load the email copy so that you catch the reader’s attention when they glimpse the preview text even before opening the message.

Have a Clear Call to Action

The purpose of sending these emails is to get someone whose career goals you believe align with the job opening to take action. You want that person to fill out an application, submit their resume, schedule an interview and eventually maybe even accept a job offer. Don’t be vague about what you need from them to be able to move into the next stage of the process. 

Are you just looking for a reply to gauge the person’s interest? Do you need them to send contact information for their references? Whether you’re establishing initial contact or corresponding with an applicant who you’ve already got moving through the recruiting pipeline, be sure your email clearly communicates a call to action that lays out what steps they should take.

10 Recruiting Email Templates for Your Hiring Process

While it’s easy to fall into the trap of copy-paste-send when using a template, these recruiting email templates call for some personalization which could potentially bolster your relationship with potential candidates early on in the recruitment process.

First-Touch Sourcing Candidate Email

When you’re reaching out to prospects for the first time, be clear and engaging in your approach. If they’re a really strong candidate, they’ll be sifting through several messages in their inbox. Your main objective when sending an outreach email is to stand out and cut to the chase. 

Why It Matters: A strong, compelling outreach email template is essential to bolstering your applicant pool and continuously building your talent pipeline . 

When to Send: Send an outreach email to a passive candidate you’d like to have as an actual applicant, but only after you’ve researched them thoroughly. Review their social media and professional profiles, as well as their digital portfolio or website. 

This is vital to vetting their preliminary qualifications — it’s a waste of your time and theirs to ask for an application from an individual you won’t even offer a phone screen interview to. Additionally, take note of personal details that you can include in your email. Personalization is key to compelling the individual to apply.

What to Include in a First-Touch Email:

• How you found the candidate: Add a personal detail you noticed to develop a solid relationship with the candidate.
• The role you’d like them to apply for: Let them know what the job opening is within the first two sentences.
• Why they would be a good fit: Make the individual want to apply and sell them on their own candidacy.

What they should do next: If you want to schedule a formal phone interview, provide dates and times they can select from.

First-Touch Source Recruiting Email Template

Copy and paste the following recruiting email template into a blank email. Customize the copy within the given fields and anywhere else you see fit.

Email Subject Line: Job Opportunity — [Job Title] Position at [Your Company]

Hi [First Name] ,

I came across your profile on [Where/How You Found Them] and wanted to reach out regarding a unique opportunity. 

I work for [Company Name] , and we’re looking to hire a [Job Title] . I think your experience in [Field/Skill] is a great fit for this role. 

If you’re interested in learning more, I’d love to connect. Would you be available for a quick phone call on [Date/Time] ?

I hope you and your loved ones are safe and healthy, and I look forward to hearing from you soon.

[Your Name]

[Your Email Signature]

Are You Still Interested in the Position? Email for a Past Candidate

Why It Matters: Leveraging your talent community and reaching out to past candidates cuts down on the time you spend sourcing, helping to reduce your cost-per-hire . It can also minimize your time-to-hire and mitigate the staggering cost-of-vacancy .

When to Send: Reach out to past stand-out candidates that didn’t receive or accept an offer. Compare their qualifications against the candidate persona to ensure they’d be a good fit before you ask them to reapply. 

What to Include in ‘Are You Still Interested?’ Email:

• The role they previously applied for: Remind them how you know one another and that you took note of them as a great candidate.
• Why didn’t they get the previous job: Before they reapply to your company, they need to know what went wrong the last time.
• Why they’re a better fit for this role: Knowing what is different about his role and why they are an ideal candidate will entice them to apply.
• The job description: Attach a document or link to the job description so they can review the role.
• What happens next: Outline any next steps, such as a formal call or coffee meetup, and include relevant date and time information. 

You already have a relationship with the candidate, so personalize this recruiting email as much as possible. This will show that you value them as an individual, not just a resume in a pile.

Template: Are You Still Interested in the Job? Email for a Past Candidate

Email Subject Line: New Job Opportunity at [Your Company] — [Job Title]

I hope this email finds you well. I know you applied to our [Previous Role] back in [Month or Year] , and while [we went in a different direction then, or we paused our search because of the Covid-19 pandemic] , we kept you top of mind.

A [Job Title] position just opened up at [Your Company] and given your [Detail About the Candidate] , I think you’d be a great fit. 

I’d love to reconnect, discuss the role and hear about what you’ve been up to since we last spoke. Would you be available for a quick phone call on [Date/Time]?

Further Reading How To Sell Candidates While Assessing Their Fit

Employee Referral Email

A successful referral program can greatly reduce your time-to-fill and improve your quality-of-hire — two important recruitment metrics . Nurture and incentivize your employees for their recommendations, and communicate with referred candidates diligently and frequently. 

Why It Matters: Leveraging employees’ networks for recruitment can expand a company’s talent pool . Plus, your best employees likely know really great people that could be your next top performers. 

When to Send: During the sourcing stage of your recruitment life cycle , reach out to any referred individuals after you conduct a preliminary review of their qualifications online.

What to Include in a Referral Email:

• Name of the contact: Mention who is the reference and include their name in the subject line to immediately engage the reader.
• How you know the contact: Establish a connection to the contact so the candidate knows you are genuine and trustworthy.
• What you know about the candidate: Explain why they were referred, what the reference had to say and what makes the individual qualified.

Treat referral emails similarly to first-touch sourcing emails: Keep your message short and include only the most essential information. However, because you have a mutual connection, make the email more personal.

Referral Email Template

Email Subject Line: [Open Role] Opportunity — Referred to You by [Contact’s Name]

[Contact’s Name] gave me your email address — we [How you know the contact] . They speak very highly of you and your [Experience/Expertise] .

I work for [Company’s Name] , and we’re in the market for a [Job Title] . [Contact’s Name] recommended you for the job and I think you’d be a great fit.

I’d love to learn more about you and tell you about the role. Are you free for a quick phone call [Date/Time] ?

I hope you and your loved ones are safe and healthy and look forward to connecting.

Application Follow-Up Email

Send an application follow-up email to a candidate to confirm receipt of their application and inform them of the next steps. 

Why It Matters: An excellent candidate experience requires regularly updating candidates about the status of their application. Start a prospective employee’s interview experience off right by letting them know you received their application and you’ll keep them informed as the process develops.

When to Send: Send a confirmation email to a candidate immediately or shortly after receiving their application.

What to Include in a Follow-Up Email:

• Confirm you received their application.  
• Thank them for their interest: Show you appreciate their time and consideration of your company.
• What happens next: Inform them of the review process and that you’ll keep them updated. Optional: include a date they can expect to hear back from you by.
• What they can do while they wait: Direct them toward your social profiles, website or blog to keep them engaged while they wait for an update.

Your applicant tracking system (ATS) can help automate this process or you can manually send follow-up emails to individual applicants. Whether it’s automated or not, a confirmation email assures candidates their application was properly submitted and received.

Template: Application Follow-up Email

Email Subject Line: [Company Name] — We Received Your Application

Thank you for your interest in [Company Name] . We have received your application for the open [Job Title] position and will review your materials thoroughly.

Someone from our team will be in touch to update you on the status of your application within [Time Frame] .

In the meantime, please visit [Link to Relevant Web Page] to learn more about our company.

[Company Name] Recruiting Team

[Company Logo]

Interview Invitation Email 

There are several stages of the interview process, and candidates should be well aware of their status during each. Use the following templates to ensure quality, consistent communication with prospects.

Why It Matters: Apart from planning the details of the interview, the interview invitation email is an important step in making a first impression and keeping the candidate excited about the opportunity.

When to Send: Send an interview invitation email to candidates you’re extremely interested in or those you simply need and want to know more about. Ideally, you can give the candidate at least a few days' notice, depending on whether the interview will be conducted over the phone or in person. For top talent in highly sought-after roles, though, speak with them as soon as possible.

What to Include in an Invitation Interview Email:

• The role  the interview is for: Job seekers occasionally apply to multiple open positions at a company. Let the candidate know which role the interview is for.
• Why you’re interested in them: Let the candidate know you’re excited about them and interested in learning more.
• The interview format: Mention whether it will be a phone, video or in-person interview.
• Who the interviewer is: Tell the candidate who they will be speaking with and their role in the interviewing process and/or at the company.
• The interview timeframe: State approximately how long the interview will take. This will help them plan their schedule accordingly.

When the interview will take place: State the date and time, with time zone details of interview, or offer a range of dates the candidate can select from.

Interview Invitation Email Template

Email Subject Line: [Company Name] Interview Availability

Thank you for applying to the [Job Title] position at [Company Name] . 

After reviewing your application, we are excited to move forward with the interview process.

We would like to schedule a [Interview Format] with [Interviewer] , [Interviewer Job Title] at [Company Name] . The interview will last approximately [Length of Interview] .

Are you available on [Day, Date] at [Time, Time Zone] ?  

Please reply directly to this email and let me know if you are available at that time.

Interview Confirmation Emails

After you schedule the interview, send a confirmation email to the candidate to restate the set time, location and details, such as how to use your video platform for the interview.

Why It Matters: A confirmation email ensures the correct date and time was scheduled. This is especially important for currently employed candidates who have work responsibilities that may interfere with their interview. Additionally, this can be a particularly anxious time for people in the middle of a job search, so an interview confirmation email is a great way to reassure and comfort candidates. 

Because of the growing popularity of video interviews, it’s important to include details on which video platform will be used in the interview, so the candidate can download the application and practice using it before the interview.

When to Send: Send a confirmation email to the candidate once you’ve confirmed the date and time internally, as well as reserved any necessary materials such as a conference space or phone line. Refrain from confirming with the candidate until you’re aligned internally to avoid any confusing back and forth. 

What to Include in an Interview Confirmation Email:

• Interview details: Restate the date and time of the interview. Keep it clear and simple. 
• Meeting Information: Include a link to the video conferencing meeting, or the conference phone number and access code, or the office address.
• Interview agenda: If there are specific items you’d like to cover and the candidate should prepare for it, such as an exercise or assessment, let them know ahead of time.
• Talking points: As a recruiter, you can provide the candidate with tips on what to discuss so the interview is productive and informative.
• Dress code: Let the candidate know if you have a casual office or a formal one where most people wear suits.

A calendar event: Send the candidate an event invitation that they can add to their calendar.

Interview Confirmation Email Template

Email Subject Line: [Company Name] : [Interview Format] Interview Confirmation

We have confirmed your [Interview Format] interview with [Interviewer] on [Day, Date] at [Start Time - End Time, Time Zone] .

To give you a sense of what to expect, here is a brief agenda for the interview:

[Interview Agenda]

During the interview you should plan to discuss your experience in [Talking Points] .

We’re looking forward to meeting you soon! You can find these interview details within the calendar event invitation. If you have any questions in the meantime, don’t hesitate to reach out.

For Phone/Video Interviews:

Here is the [Phone number / Video platform that will be used and meeting link] . To enter the meeting room, use this code: [Access code] .

For In-Person Interviews:

Our office address is [Address] . When you arrive, check in at the front desk. The security guard will give you a temporary elevator pass. Our office dress code is [Dress Code] , but please wear whatever you’re most comfortable in.

Interview Reminder Emails 

Interview reminder email templates are easy to create and automate, and they can have a big impact on the candidate’s application process .

Why It Matters: Reminding a candidate of their upcoming interview is one of the small details that makes the difference between a good candidate experience and a great one.

When to Send: Send the candidate a reminder email the day before or morning of their interview. Adhere to business hours when you send the reminder — otherwise it might not be seen. 

What to Include: No need to reinvent the wheel here — include all the same information as you did in the confirmation email. Reformat the message to call out the most important information.

Interview Reminder Email Template

Email Subject Line: Reminder: [Company Name] [Interview Format] Interview [Date/Time]

This is to remind you of your upcoming interview for the [Job Title] role at [Company Name] .

When: Your interview will take place on [Day, date] at [Start Time - End Time]

Where: [Phone Number/ Meeting Link / Address ]

Who: You will be speaking with [Interviewer, Job Title]

[Include Agenda]

Be prepared to discuss:

[Talking Points]

When you arrive:

Check in at the front desk. The security guard will give you a temporary elevator pass. 

Office dress code:

Our office is [Dress Code] , but please wear what you are most comfortable in.

We look forward to seeing you! 

Interview Follow-up Emails

When a really great candidate comes along, don’t wait to follow up with them after their interview.

Why It Matters: The best candidates are probably interviewing at multiple companies. Show them your interest and encourage them to stay engaged with your team by following up after a great interview. 

When to Send: While a prompt thank-you email is the mark of a considerate and thoughtful candidate, don’t wait to follow up after an interview if it’s someone you’re highly interested in and excited about. Send a follow-up email shortly after their interview or the following day.

• What impressed you: Refer back to the interview and include a specific detail that struck out to you.
• Why they are a good fit: Connect what impressed you to how it will serve the candidate well in the role. This is key to selling the role while you continue to assess candidates.
• What they can expect from you: Let them know you’ll be in touch soon and provide a specific time frame if possible.

The ultimate goal of a follow-up email is keep the candidate engaged with your company and interested in the job opportunity.

Interview Follow-up Email Template

Email Subject Line: [Company Name] Interview Follow-Up

Thank you for taking the time [Today/Yesterday] to speak with our team about the [Job Title] role.

[Interviewer] was very impressed by your [Experience/Expertise] . We believe you will be a good fit for the role and a strong addition to our growing [Department Team] at [Company Name] .

We will be completing interviews this week, and you can expect to hear from someone within [Time Frame].

Thank you again for your time. It was a pleasure to get to know you better! 

Read Next How To Write Job Requirements

Job Offer Email 

When you’re ready to extend an offer to a top candidate, it has to be perfect. Make sure nothing is missing by having a job offer email template at the ready.

Why It Matters: As a tech recruiter , you know that great candidates don’t last long as job seekers. Your job offer not only needs to be fair and compelling, it should also serve as the final selling point to seal the deal. 

When to Send: In today’s candidate-driven market, send an offer letter as soon as you’ve identified the right person for the job. If you’ve made a verbal offer over the phone, send the formal offer letter over email shortly after. 

What to Include in the Job Offer Email

• Your excitement: Tell the candidate you’re eager to have them as part of the team.
• Job details: Restate the job title, the department and working hours.
• Compensation: State the salary you’re prepared to pay the candidate.
• Benefits: Mention healthcare, insurance, financial and vacation benefits provided with the job. 
• Employee perks: Let them know about some of the exciting perks employees are offered.
• Offer expiration date: Let the candidate know the date when you’d like to hear back from them at the latest.

Your offer letter should neatly summarize all the important details about the job, including compensation and benefits.

Template: Job Offer Email 

Email Subject Line: [Company Name] : Enclosed Is Your [Job Title] Offer Letter

It is my pleasure to offer you the position of [Job Title] at [Company Name] ! 

Our team was extremely impressed by you during the interview process, and we are excited to have you join the company. We believe your skills and experience will make an excellent addition to the [Department] team.

Please review the following offer details carefully. 

The position is a [Full-time/Part-Time/Temporary] role as [Job Title] at [Company Name] . In this position, you will report to [Direct Manager] in [Department] .

As a [Full-Time/Part-Time/Temporary] employee, the position requires [Hours/Week] . Your working hours will be [Start Time — End Time] with a [30-Minute/Hour] break for lunch. 

Your first day will be [Month, Day, Year] .

Compensation

[Company Name] will compensate you [Dollars] per [Hour/Week/Year/Etc.] for the stated position.

With the position and as an employee of [Company Name] , you will receive the following benefits:

Medical Insurance; Stock Options; 401K Matching; 15 Days of PTO; Dental and Vision Insurance [Add or Remove Benefits]

In addition to these benefits, [Company Name] is also proud to offer its employees [List of Perks] .

Attached is your full offer letter. Please sign it to indicate your agreement and acceptance of this offer, and email it back to me by [Date] .

We look forward to welcoming you to the [Company Name] team. If you have any questions regarding the attached offer, please contact me directly at [Phone Number] .

Rejection Email 

Why It Matters: No news is not good news when it comes to job interviews. Letting candidates know they’re no longer being considered for your open role is respectful of their time and improves their candidate experience.

When to Send: If you sent an interview follow-up email, adhere to the timeline you set for yourself and send a candidate rejection email by the previously stated deadline. 

What to Include in a Rejection Email:

• Thank them for their application: Reiterate that you appreciate their time, consideration and interest in your company.
• Your decision: Clearly state that you will no longer be considering them for the job opening.
• Constructive feedback: Job seekers are four times more likely to apply to an open position in the future if offered feedback during the initial application process. Briefly explain why you’re going in a different direction.
• You’ll keep the door open: Let them know you’ll keep their resume on file and reach out if a more suitable opportunity becomes available.
• Encourage them to stay connected and reapply: Urge them to subscribe to your career page and join your talent community to stay informed on new opportunities.
• Another thank you: Show that you truly appreciate the candidate and the time they dedicated to this process.

Make your decision clear, but let the candidate down gently. Since this is a very important stage in the recruitment process, you can opt for a more formal tone, even if it’s out of character for your brand.

Template: Rejection Email

Email Subject Line: Your Application for [Job Title] at [Company Name] 

Thank you for applying to our [Job Title] role and for speaking to our team about your experience. We appreciate your interest in [Your Company] . 

We were fortunate to have a strong group of applicants, and we regret to inform you that we have decided to pursue a more experienced candidate for this role. [Constructive Feedback] .

We will keep your resume on file and reach out if we think you’d be a good fit for other roles as they become available.

We hope you will continue to stay connected with us on [Link to Social Profiles] and keep an eye on our career page [Link to Career Page] for future opportunities that may be a better fit.

We truly appreciate your time and consideration of [Company Name] .

All the Best,

The [Company Name] Team

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Apr 14, 2023

How to email a recruiter – with 14 samples and a template

This article explains the fundamentals of writing a fantastic email to a recruiter, finishing with 14 superb email samples.

Lawrie Jones

Table of contents

Recruiters are like gatekeepers to the world of work. Impress them, and you could secure the job of your dreams (or get one step closer!). Every email to a recruiter must make an impression, marking you out as a candidate they want to communicate with.

How? Let's show you...

This super-detailed article explains the fundamentals of writing a fantastic email to a recruiter. We'll break down the professional recruiter email format and provide 14 superb email samples you can use for (almost) every email situation. If that's not enough, we describe how to respond to a recruiter's email, presenting yourself professionally.

We can't guarantee you'll get the job (or even an interview). Still, our professional emails to a recruiter will give you the best chance.

How to write recruitment emails

When writing to recruiters, every word matters. Recruiters are in high-pressure jobs where they often look for reasons to get rid of applications.

Don't believe us? The average US applicant must apply to over 100 positions before they get one.

Every email to a recruiter must sell you as a candidate. How? Here are some top tips for writing a professional recruitment email:

• Stick to the formal format (which we outline below!)
• Treat every recruiter with respect, and use a professional tone of voice
• Use an appropriate greeting and sign-off
• Make it as easy as possible, and provide everything they need (like a CV, portfolio, or other work examples)
• Explain why you're an ideal candidate
• Describe how you’ll add value to a team, department, or organization
• Push for communication and clarity on the next steps

If you're writing to a recruiter, always remember that professional email etiquette applies.

This might seem like a lot to take in, but don't worry. We demonstrate the best practices for email communication with recruiters in our samples below. But first, let's begin by breaking down the recruiter email format...

Recruitment email format

The recruitment email format follows the standard rules . The email structure has four parts that we'll explore:

• Subject line
• Addressing a recruiter

Let's start with some of the fundamentals of crafting pro messages to recruiters.

You'll want to deliver an attention-grabbing email opening . The best email beginnings are clear, easy to understand, and offer a little insight into your character.

Wondering about email length? Recruiters are busy, so keep all messages clear and concise. Check out our samples below to see how we're packed in massive amounts of information into just a few paragraphs.

Remember to check each email for the proper punctuation and grammar. If you're not a super-speller or great at grammar, use an online program to check before sending (or use Flowrite!).

Here's a step-by-step breakdown of the suitable format for sending an email to a recruiter:

1. Recruitment email subject line

When creating a recruiting email subject line, remember we're trying to be formal, not funny. Stick to the tried and tested approaches that we know work. Keep your subject lines short and to the point, and ensure they're relevant to the email content.

• Application for (job name)
• Are you accepting applications?
• I'm interested in any roles you may have
• Can you update me on the progress of my application?

You can add some adjectives to make them attention-grabbing and help you stand out. (But avoid using misleading or vague subject lines as these could affect your application.)

• Experienced freelance programmer available!
• Do you need more talent for your team?
• I'd love to work for (organization name)

2. How to address a recruiter in an email

Whenever emailing a recruiter, remember you're engaging with a professional. So, use a proper salutation and personalize it using their full name.

It takes seconds to search for a person on LinkedIn, so there's no excuse for not using somebody's name and proper title.

• Hi (person's name)
• Dear (person's name)
• Dear Dr (etc.)

3. Recruitment email body

As we've said before, recruiters are busy people who spend their days sifting through CVs and answering emails. They don't have the time to mess around, so after a brief introduction, get straight to the purpose of the email.

• My name is (your name), and I'm contacting you to see if you have any opportunities for an experienced programmer.

This is a great intro that explains everything they need to know. Then, they can choose to read on or respond.

Next, you'll want to provide a little background. You can add details of your relevant qualifications, skills, and experience.

• I've worked as a programmer at (company name) for 5 years. I have qualifications in (provide details).

Now you'll want to explain why you're contacting them. Whether you're emailing an agency or an individual at an organization, a few compliments can work wonders...

• I've been a huge admirer of your organization, including (provide some examples). I'd love the opportunity to work at such an exciting and advanced business.

It's a great idea to add some proof of who you are. For example, you can attach a CV, link to a portfolio, or share your LinkedIn profile.

• I've attached a copy of my CV so you can learn a little more about me. If you want to see some examples of my work, check out this link.

4. How to end an email to a recruiter

By now, the recruiter should know who you are and what you want. It's worth expressing gratitude at the end of the email.

• Thanks for reading my email and considering my application. While I appreciate you will receive a large number of approaches, I believe I have the skills, experience, and attitude to set me out as an exceptional candidate.

After these closing remarks, be sure to include your contact details. If you're confident, you can also set out some suggested next steps, such as an invitation for further discussion or follow-up.

• If you want to discuss my application, please contact me at (include details). Would you like to arrange a call?

Finish with a proper sign-off (yours faithfully, kind regards, best regards, etc.).

All there is to do now is to sit back, send, and wait for a reply from the recruiter.

14 recruiting email examples

Ever wanted to know how to write effective emails to a recruiter? Here we provide 14 (yes, 14!) recruiting email samples covering almost every situation you can imagine. (If you can't find the example you need, head to the end, where we provide a completely customizable template).

Don't forget to say thanks when you land that new job!

1. Recruiter email to candidate sample

We'll start with an example of an email from a recruiter to a candidate introducing a new opportunity. Given this is what recruiters do every day, having a sample somewhere can save huge amounts of time and effort in creating emails.

We provide an introduction and details of the job opportunity. Then, we list the qualifications needed, ask whether they're interested, and request contact details. Simple!

• List out the qualifications required (or professional memberships, etc.)

2. Thank you email to a recruiter sample

Let's say you're a candidate who has received the email above. How would you respond?

This thank you email to a recruiter includes a thank you before getting into the specific details of the interaction. (In this example, we'll assume you're not interested.) Finally, we finish with a professional closing.

3. Reply email to a recruiter sample

This example shows you how to respond to a recruiter's email if you're interested in an opportunity. In this response to a request, we say thank you, outline our availability, and suggest some next steps.

• Insert dates and times

4. Email to recruitment agency sample

Recruitment agencies are used to dealing with hundreds of emails daily, so yours better stand out to stand a chance! The format here should be familiar, with an introduction, an outline of your relevant qualifications, and a request to discuss suitable opportunities.

You must describe the value you can bring, so be confident (and don't forget your contact details).

• Add details!
• Explain the value you can bring to any business...

5. Sample email to send resume to recruiter

Sometimes a recruiter will request a sample of your resume for an opportunity. Again, we led with an intro and a clarify the position we're applying for.

Before you send the resume email , ensure you've attached your resume and end with a polite thank you.

6. Sample email to a recruiter for job opportunities

If you're struggling with how to send an email to a recruiter to inquire about job opportunities , let us help. Like previous examples, we describe your relevant qualifications and experience and provide an insight into you with information about your interests.

This sample sets out what type of opportunities you're looking for (part-time, hybrid, fully remote, etc.). Again, being specific will ensure you only get sent relevant opportunities.

As always, end with a thank you and keep checking you've added those contact details.

7. Sample email to a recruiter for job interest

Let's say you've spotted a job opportunity online, and you're enthusiastic; this is a great email to send a recruiter. We explain who we are and the opportunity we're applying for.

We express interest in a position enthusiastically and complete the sample with our contact information.

8. Cold email to recruiter sample

You'll read lots of examples of how to approach a recruiter. Our advice is don't try to be too smart, just keep it simple and provide the basics.

Start by introducing yourself to the recruiter, explaining who you are and the opportunities you're searching for. Then, request details of any opportunities and provide a professional closing.

Short, simple, and suitable for any recruitment situation.

9. Sample email to recruiter after applying

This follow-up email to a recruiter is ideal if you've already applied for a job but are waiting for an update. We'll assume the person knows who you are, but we include a short introduction, including the job you've applied for.

The follow-up request is a polite reminder of the next steps in the process, with a request for a reply and a thank you.

10. Ask a recruiter how to prepare for an interview email sample

Recruiters want you to do the best you can at an interview. If you're worried or want some advice, ask! It's a good idea to introduce yourself again and remind them of the job opening you're applying for.

Then, provide some details about your request for information and why you need it for your interview preparation.

If you've got a deadline, say so (and always say thank you!).

• Bullet points are a good way to add a list...

11. Thank you email to a recruiter after an interview

In this sample, we outline what to say in a thank you email to a recruiter after a phone interview. We explain what happened and offer our gratitude for setting it up.

You can add specific details about the interview and (if you want) request feedback . If you're still searching for a new job, ensure you say so and finish like a pro with a professional email closing .

12. Sample email to a recruiter asking for an update

If you've done an interview but are still waiting for information, here's how to request a status update. Provide details of the job opening, including when you were interviewed.

Request additional information, and conclude with a professional closing.

If you don't hear anything back immediately, don't be disheartened. Recruitment processes can take months, so stick with it!

13. Sample thank you email to recruiter after getting the job

You've received the great news you've got the job; now it's time to set out the next steps.

Start by advising the recruiter of your decision (in this case, yes!). It's a good idea to express some enthusiasm for the new role and request details of the next steps in the process.

Sign off with a stylish and professional closing.

Cheers on the new job; you're worth it!

14. Sample email to recruiter after rejection

It's disappointing not to get a role, but you should always email the recruiter back. Why? Because they're probably working on the next position, and we're 100% sure that's right for you.

You'll need to accept the decision gracefully and wish the successful applicant well (even if you don't really mean it). If you want, ask for feedback and stay positive for the future! The right role is out there; you just need to find it.

Recruiting email template

The samples here focus on helping you find a job and build a rewarding relationship with a recruiter. However, if they're too basic or not doing the business, you can create your own with our customizable template.

This template uses professional and effective language to convey your point. It's consistent in formatting and tone and easy to adjust for different recruitment scenarios.

You can work your way through, including relevant email for each scenario (and delete anything that doesn't work for you).

Final words on recruitment emails

Finding a job is most often hard work. You'll need to build relationships with recruiters, creating and maintaining communication channels throughout every stage of the process.

Remember, recruiters are people, so focus on being professional and include some of your personality.

Every day recruiters are sifting and sorting through hundreds of emails, so hit them with something 100% you for the best chance of success.

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How to Send an Introduction Email to a Recruiter (Sample Included)

In This Guide:

Why you'd want to send an Introduction email?

How to write introduction email

Introduction email samples.

Emails are the most common form of communication in the business world, and a great way to start a communication about a position that you desire to get.

And a great way to introduce yourself as a candidate for an open position is to write an introduction email.

The problem is, most professionals receive tons of emails on a daily basis, and to capture their interest is a hard task.

We are here to help you, in this article, we are going to explore the following questions:

• Why would you want to send an introduction email?
• How to write an introduction email?

And we are going to leave you off with a template for you to use, as well as an introduction email example to get you started.

The next step after your introduction email would be to send out your application documents, so make sure they are as good as possible. Check out our Resume Builder and Cover letter builder, and create a unique design in no time .

But if you are ready to learn how to write an introduction email, stick around.

Why you'd want to send an Introduction email?

Upload & check your resume.

Drop your resume here or choose a file . PDF & DOCX only. Max 2MB file size.

Contacting someone you don’t know via email might seem awkward, or even scary, but it is a great way to start off a communication.

The most common reasons for you to write an introduction email are:

• Asking about more information about a job position
• Asking for advice
• Trying to sell a product or service

No matter your reason, you need to make sure you can catch the recipient’s attention, and engage their interest.

Now that you understand why you need an introduction email, it is time to learn how to write one.

You can do so in just a few quick steps.

Find a contact that connects you with the recipient

The first step to your introduction email requires some research on your part.

A great way to capture the recipient’s attention is to mention a mutual contact of yours.

It might be someone who works in the same company as them, or someone who they know through college , or any other way.

A great place to look for mutual connections is within the recipient’s LinkedIn profile .

If you find a mutual contact, try asking them if they would be willing to introduce you, or let you mention them in your introduction email.

Use a good subject line

When it comes to writing your introduction email, the first and most important step you need to take is to give it a clear subject line.

That’s what would make the recipient open your email, or ignore it.

You need to make sure your subject line is professional, informative, and brief.

It needs to show the recipient exactly why you are reaching out to them.

Write a proper greeting

After the recipient have opened your email, you need to start off with a proper greeting.

You might think that you can use the same greeting no matter what, but that is not entirely true.

If you are contacting someone in the industry of finance or law, you should stick to the traditional “Dear Ms./Mrs./Mr.”, but that is not the best approach for every industry.

For example, if you are reaching out to someone in the tech or media business, the much more informal “Hello” followed by their name might be perceived better.

To get this right, make sure you know who you are contacting, and consider the industry they work in.

Get to the reason for reaching out fast

As professionals receive tons of emails on a daily basis, you would want to quickly get to the point, before you lose their interest.

You can start your email with pleasantries, but make sure you keep them short.

Share with them how you have their contact, and move on to the reason for contacting them.

Add a call to action

Once you have explained the reason for contacting the recipient, it is time for the most important part of your introduction email body – a call to action.

That’s the place you need to invite them to act on your email.

Keep your request brief, but specific, such as asking to meet to discuss the details about an open position, or organize a job interview.

Make sure your call to action sounds like a polite request, instead of a demand.

Close professionally

Finishing your email professionally is just as significant as anything else, so don’t rush through it.

That’s where it is essential for you to thank the recipient for their time and acknowledge their busy schedule.

Make sure you include your contact information if they want to contact you, and include any portfolio or online professional profile.

Last but not least, use a professional sign-off for your email, like:

• Best regards

Email subject :

[Main topic]

Email body :

Dear Mr/Mrs/Ms [recipient name],

My name is [your first and last name] and I [include a compliment for the recipient and their company]. I am reaching out to you because [write the reasons for reaching out to them]. I hope to [include your call to action].

Thank you for your time!

Sincerely, [your first and last name] [contact information, online professional profile, portfolio]

Email example

Email subject:

IT Techinicial Application

Email body:

Dear Ms Doe,

My name is John Doe, and I greatly admire the work of your software company. The reason I am reaching out to you today is that I saw your email address listed for contacts under the open position for an IT technician posted online. I have attached my resume and cover letter to this email, and I am looking forward to discussing the role further.

Thank you for your consideration and your time!

Sincerely, John Doe [email protected] (555) 555-5555

We are all done, now you know how to write a great introduction email.

Let’s do a quick recap of everything you need to do:

• Find a mutual contact – do your research and find if you have a mutual contact who can introduce you, or if they would let you use their name in your introduction email
• Use a good subject line – that’s what would make the recipient open your email, or ignore it, so make sure it is brief and clear
• Write a proper greeting – pick the best greeting according to the industry the recipient is working in
• Quickly get to the point – don’t write long emails, as the recipient might be busy. Instead, quickly get to the reason you are reaching out to them
• Add a call to action – invite the recipient to take action toward your reason for contacting them
• Close professionally – make sure you thank the recipient for their time, provide your contact information, and use a professional sign-off

Check out our template and example one last time, and write your own introduction email for your next opportunity.

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Eight Cover Letter Greetings for Every Situation

Published: May 26, 2021

When you’re trying to make a good first impression, a greeting is critical. Saying “Yo, what’s up” to your new employer will evoke a different, likely more negative reaction than, “Hello, it’s nice to meet you.” 

A cover letter greeting is just as important as your first in-person salutation. It’s a chance to demonstrate professionalism and even effort — for instance, addressing your hiring manager by first and last name shows you did your research. 

Here, we'll explore the best cover letter greetings you can use to ensure your cover letter is well-received.

Cover Letter Salutation and Greeting Examples

Sometimes job listings let you know who will be in charge of your application process, but sometimes they don’t. Let’s go over how to address your cover letters for either situation. Please note that it’s always important to capitalize the nouns for all of your greetings.

• Dear Hiring Manager,
• Dear [name of team or department you’re applying for a position in],
• Dear [company name] Recruiter,
• To the [name of team you are applying for a position in] Department,
• Dear [title of the person you would report to],
• Dear [position title] Hiring Manager,
• Dear [hiring manager, recruiter, or name of point of contact],
• Dear Human Resources Manager.

Below we’ll go over an example of how to start a cover letter greeting when you have the name of the hiring manager, recruiter, or point of contact for your application process.

How To Start a Cover Letter Greeting

1. use "hello," or "dear," followed by their first and last name..

If the job description includes the hiring manager's name, or if you've managed to figure it out through research (which we’ll cover below), an easy greeting uses a full name with a "Dear" or "Hello" before it. Additionally, this helps prevent the possibility of misgendering someone that can come from using “Dear Ms./Mr.”

2. Include their title if possible.

If you're writing to a hiring manager with a title like "Dr." or "Professor,” include it in your greeting. It will demonstrate a level of respect and that you’ve done your research. It’s also non-gender specific, again reducing the likelihood of misgendering. 

For instance, you might start your cover letter like this — "Dear Dr. Grace [Insert Last Name]."

3. If you don't know their name, you can still make it specific.

If you've done your research and can't find a specific person hiring for the role, it's likely because the company has a team assembled to delegate the hiring responsibilities. To address a letter to a team, figure out the department or group in which the role falls. Then, follow this formula — "Dear [Department] Hiring Team.”

For instance, if you're applying for a role within Customer Service, you might say, "Dear Customer Service Hiring Committee," or "Dear Customer Service Hiring Team." 

However, it’s worth putting in the effort to research who the hiring manager may be, as the information can sometimes be easy to find.

How to Address a Cover Letter Without a Name

A customized greeting goes a long way towards helping your cover letter stand out in a sea of "To Whom It May Concern." Let’s go over what you can do to uncover who the hiring manager or person responsible for the application process may be. 

Find Recruiters on Company Website

An easy way to try and find the direct responsible individual is by visiting the company website and looking for an “About Us” tab. Some businesses list names of people who work there, and you can browse through the list to see if you can find the recruiter for your position or relevant department.

Find Recruiters on LinkedIn

Some companies have such big teams that each department has its own recruiter or hiring manager. LinkedIn can come in handy here, as you can use the “People” tab to search for keywords like “hiring manager + department you’re applying to,” or “department you’re applying to + recruiter” to figure out who the direct responsible individual is for different departments. 

Find Recruiters on Twitter

Twitter is also a great social media tool for identifying recruiters or hiring managers. You can search through keywords related to the business you’re hoping to work for and browse through profiles to see what you can find. Most professionals using Twitter have some description of their job position in their bio, so you should be able to identify them when you see them. 

You can also search on Twitter for the position title you’re applying for to see if a recruiter has Tweeted a link on their profile. 

If you’ve done all your research and you can’t find a hiring manager to address your letter to, and you weren’t given a name in the application process, there are still some alternatives:

• Dear Hiring Manager
• Dear [name of team or department you’re applying for a position in]
• Dear [position title] Hiring Manager
• Dear Human Resources Manager

To Whom It May Concern is an often recommended option, but most would say that you shy away from it as it is considered a more outdated and less personalized greeting than others on this list. It would be safe to consider using it as a last resort option.

At the end of the day, when writing your cover letter , your ultimate goal is to make a good impression. If you’re able to find the name of the recruiter or hiring manager, use their name, but if not, any of the recommended greetings in this post will do.

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How To Write a Thank You Note To a Recruiter

How crafting the perfect “thank you” letter to a recruiter can make or break your job search.

Fear has begun to creep in.

The job interview went great, the recruiter loved you and deep down you know you’re right for the job.  But a week has gone by and…it’s radio silence.  In this situation, it might be tempting to call the hiring manager over the phone to check on your application, and/or show up in person at the company’s physical location to follow up on the position.

Not so fast… Hit the brakes! 

There is something far stronger, and simpler, that you can do: write them a strong thank-you note, simply letting the hiring manager know you appreciate them taking the time to interview you.

But, you may ask, how do I write a thank you note to a recruiter for their time?

Well, while it’s true that some people have stopped writing thank-you letters to recruiters (sometimes seeing them as time consuming and unnecessary), the very fact that those folks are omitting their letters should make it that much more of a reason for you to write one.

Most recruiters and hiring managers still expect a thank you note , but only 57% of candidates actually send them. And yet, there’s a catch: how you write the letter and what you say is where the real gold in this job hunting tip lies.

The Importance of Writing a Recruiter Thank You Note

As a career coach, I often advise my clients to follow up with a thank you email within the first 24 hours of the interview, and then, if they feel truly connected to the role and company, to send a handwritten mailed letter as well.  

According to research, job seekers could be majorly cutting themselves short when they don’t follow up with a thank-you note after their interview. A survey found that 68% of hiring managers and recruiters say the absence of a thank you note negatively affected their decision making process.

Moreover, if you were interviewed by a team or went through a panel of contacts, be sure to thank each of them individually and uniquely. Make your thank-you notes personal based on the conversation/interactions you had — it’s key to demonstrate that you were paying attention during the interview. 

Different Kinds of Recruiter Thank You Notes or Letters

Depending on the type of job that you are trying to get, the kind of thank-you letter you’ll need to write will vary. According to Indeed , it should always include:

1) a subject line 2) a personalized greeting 3) a note of appreciation 4) a qualifications recap 5) a short prompt to move on to the next step in the hiring process 6) your direct contact info

Those six elements should be in any type of thank-you note that you write to a recruiter. But, it is the style of the letter that changes to cater to the type of position you’re looking to attain. The four basic styles are Short, Detailed, Informal, and Formal.

Sample Recruiter Thank You Notes

1. Short Thank-You Notes. This is the most brief, uncomplicated, and forthright style.

Who they’re for: Short thank-you notes will work with almost any type of position that you are aiming for… They’re particularly ideal for people who know it’s important to get a brief thank you in, because the decision-making process is moving quickly. It would likely be more suitable to send over via email than in handwritten form.

Be sure to include the 6 elements and send within 24 hours of having met for the interview. The goal with this note is to be swift and proficient in your communication, especially if the company is looking to hire quickly.

Email Subject Line: Thank you for the interview. Hi Jesse, I wanted to say again how much I appreciate you setting time aside for our meeting last week. Our conversation about the responsibilities for the Food & Beverage Manager role was insightful, and it solidified my excitement about the possibility of running the department. With the recent growth in the department, I sensed that you are looking to hire someone who is ready to adapt quickly and create even more collaboration in the culinary team. My degree in Culinary Arts, coupled with my 15 years of experience, gives me confidence that I could [insert the result they really want here]. I look forward to talking to reconnecting! Feel free to call or email me for additional references, or any other information you may need for your decision. Gratefully, Mike Brown [email protected] (333) 444-5555

2.  Detailed Thank-You Letters

These are a step-up from the previous short note, in that they contain a little more information about what was actually discussed in the interview. 

Who they’re for: Detailed thank-you notes work great for jobs that require you to be more conversational and information-focused within the actual role, such as in customer service or marketing. If the interview process is still ongoing, this style of note serves as a way to stay connected and follow up on any loose ends in the conversation or the interview process overall. 

This thank-you note (and any one, really) is also an opportunity for recruiters and hiring managers to evaluate your written communication style. With the average person sending 40 business emails per day , you can bet your manager wants to see how well you communicate online.

This can be sent over email or in written letter form, depending on which one you think will catch the recruiter’s attention the most.

Email Subject Line: Thank you for the interview  Hello Jesse, I wanted to reach out and express my appreciation for you setting time aside to meet earlier this week. Our conversation about the Food & Beverage Manager position further solidified my excitement about the possibility of filling this role! Your feedback on how the department is run has brought a few ideas to mind on strategies to resolve [insert any issues discussed during the interview]… I am excited about the possibility of sharing these with you in the near future.   Pulling from my 15 years of experience and educational background, I am confident I could [insert the results they want]. The unique layout of your resort is an exciting change that I feel confident I could adjust to quickly. Feel free to call or email me later so we can connect further…. I look forward to hearing from you. Thank you, Mike Brown [email protected] (333) 444-5555

3.  Informal Thank-You Notes

Who they’re for: These are better used for jobs that don’t entail a great deal of online communication, or if they do, the communication style is more casual in nature. Leverage this template when you need to send a follow up, but neither party has expressed a need to carry on a long conversation online.

Let’s be honest… No one wants to sit down and sift through a novel of an email, especially when they are usually out on the floor or engaging in real time with customers or clients.

Research shows people do not have the time , nor interest, in reading through long winded emails. Take a hack from email marketers, and be sure to keep it to less than 125 words for optimal engagement .

Email Subject Line: Thanks for the meeting! Hello Ashley, Thank you for meeting this morning. I am grateful for your clear explanation of the Food & Beverage Manager position, which seems exciting given my 15 years of experience and Culinary degree! Based on what you shared, I am confident I could help you [insert goal they have]. Feel free to call or email me later so we can connect further. Again, thanks for your consideration. Regards, Mike Brown [email protected] (333) 444-5555

4.  Formal Thank-You Letters

Who they’re for: If the company is slowly looking to hire, or if the interview was more of a networking connection to prescreen you for a position that hasn’t opened up yet, this format offers more brevity on the content you can cover and pace in which it is received. While this isn’t landing directly in their inbox, snail mail is quicker than you think. You can hand deliver the note to the office front desk or you can mail it overnight.  

If casual talk is not generally the way business communication is handled in the job you are trying to get, then chances are your everyday meetings with associates will be more proper, such as with a meeting of company CEO’s in dressed attire.

This is the type of job where a formal thank-you letter would be better to write to the recruiting manager. And, although email works fine, a formal letter will come across well if written in good handwriting, and likely score you major points with the hiring managers.

Use this as an opportunity to share a solution to a problem you discussed, lean into being a supporter right off the bat and show that you walked away from the interview searching for ways to get to work and help the business. Don’t ever forget, the interview doesn’t end when you walk out the door.

Dear Ms. Ashley Stahl,

Thank you so much for the time you took to discuss the Food & Beverage position with me today… Your insight on the position, and the fact you once occupied the role, solidified my excitement to learn from you and contribute to the growth of the brand.

I appreciated the overall vision that you have for the departmental teams to [insert results they’re seeking], and after doing some research, I discovered a few strategies to reach these goals, including:

• [insert one approach]
• [insert another approach with data or solutions]

This is just a start, and I would love to explore these concepts further with you in the near future.

Given my 15 years of experience in a very similar role, I see multiple crossovers in this position that I am confident will help build the team and reach your goal to [insert their goal].  

Your consideration for this wonderful position is much appreciated. Feel free to call or email me as needed.

Mike Brown [email protected] (333) 444-5555

When it comes to landing your dream job, it’s worth going the extra mile and sending a well thought out and constructed thank you note to a recruiter.  The reality is, the job market is filled with talented people fighting for the same roles.  It’s up to you to be the one that stands out.

9 Responses

What if you don’t have the hiring managers email. I had an initial interview with the recruiter. A couple days after I was contacted to set up an interview with the hiring manager. The interview was virtual and I asked the manager if I couple follow up with them personally and they told me everything has to go through the recruiter.

I have the same question as Stacey. I went through the exact process, in fact I went through 3 rounds of interviews with 8 people! How would I send a thank you to all 8 plus the recruiter?

There is an awesome tool called JobSeer and also Email Hunter that help you search emails! Both google chrome plugins– highly recommend trying that. My Job Offer Academy course has a tutorial on how to find an email, and while I don’t cover it as much in the shorter free course preview, it could help– just on the button on this page for the free course! That said, if the hiring manager set the boundary that they want you to go through the recruiter, I would email the recruiter a thank you, asking them to forward it along! Wishing you well!

I like how you mentioned that it is important to be appreciative of your people. My brother is looking for a trustworthy HR professional for their firm and has asked if I have any suggestions. You did an excellent job of explaining things, and I’ll make sure to remind him that it’s much better if they consult a reputable HR recruiting firm, as they will be able to address all of their issues.

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I have read your post very carefully and I just want to say that the information fnf you shared is really great and I have learned a lot from it.

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Presentation Specialist Cover Letter Sample

Kick-start your career and learn how to improve your cover letter with this modifiable Presentation Specialist cover letter sample. Copy and paste this cover letter example free of charge or try to redesign it using our HR-approved cover letter creator.

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Presentation Specialist Cover Letter Sample (Full Text Version)

Anna Pramoj

Dear Hiring Managers,

I am writing to express my interest in the Presentation Specialist position at DEMM Corporation, Inc. in Norwich. I believe that my qualifications align well with the requirements of the role and I see this as an opportunity to leverage my expertise and further advance my career.

I bring a strong background in creativity, communication, and negotiation skills, along with a proven track record of success in meeting project deadlines under pressure. During my tenure at Devonshire Appointments, Ltd., I was commended for my professionalism and ability to deliver high-quality presentations, storyboards, and marketing materials. I also have experience representing organizations at industry events and providing valuable client support.

Additionally, I hold a Business & Management degree from the University of East Anglia and am a Certified Marketing Management Professional. I am proficient in the software programs specified in the job posting and am fluent in Thai, English, and Spanish.

I have attached my resume for your review and am available for any further inquiries. Please feel free to contact me at 555-555-5555 or [email protected]. Thank you for considering my application. I look forward to the opportunity to discuss how my skills and experiences align with the needs of DEMM Corporation, Inc.

Milan Šaržík, CPRW

Milan’s work-life has been centered around job search for the past three years. He is a Certified Professional Résumé Writer (CPRW™) as well as an active member of the Professional Association of Résumé Writers & Careers Coaches (PARWCC™). Milan holds a record for creating the most career document samples for our help center – until today, he has written more than 500 resumes and cover letters for positions across various industries. On top of that, Milan has completed studies at multiple well-known institutions, including Harvard University, University of Glasgow, and Frankfurt School of Finance and Management.

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Recruiters and employment specialists usually introduce the corporate they work for in recruiting letters to colleges and employment agencies, similarly as prospective candidates. Recruiting letters are a good methodology for sourcing candidates, which implies locating prospective candidates with the qualifications your organization must fill bound jobs. To discover the latest trends in HR Recruitment Templates, browse our recent posts on the subject. You may also see more different types of recruitment   letters in Word from our official website template.net.

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Last modified 01/24/2024

In the work related issue, we must enforce any opportunity at the right time. If someone resigns or if the company you work at is expanding, then this might be an opportunity for taking the place of a senior position.

If you have the required experience and expertise in order to have a higher position, then you have a big chance of meeting your goal. The first thing you have to do is evaluate the company and its needs and demonstrate genuine interest to take care of the job title you want.

You can do this in several ways, you can send a letter to the Human Resources Manager or to the authority which is the director of the company. In this article we will give you some of the reasons that are written in a letter to take up a new post.

Example 1 of a sample letter for a candidate’s presentation:

Lima April 14, 2012

Juan Dominguez Flores Arboleda Avenue No 842 Phone 545 556 21

KEPRI S.A.C Human Resources Office Geraniums Avenue n ° 87968 Phone 386 8737

To whom it may concern :

Through this letter I greet the people working in the Human Resources area and at the same time I want to state the following :

For obvious reasons after the resignation of the head of the maintenance area that took place yesterday, it stands to reason that someone will be taking his place at the company, I state my desire to occupy this position. I have over four years of experience working in the area of maintenance of this company and I know of about the work being done.

I have had the opportunity to assume the leadership position over the staff of the maintenance area during the absence of my superiors and I am qualified to take on such an important post.

If the case you approve my candidacy for this job position , I promise to give my best effort and professionalism and to be able to meet my new job functions in order for the company to improve day after day.

Juan Dominguez Flores Maintenance Technician

Example 2 of a sample letter for a candidate’s presentation:

Managua February 2, 2013 Maritza Garrido Juarez Ruiseñores Avenue No 270 Phone 862 873 19

TENISAN S.A. HR area Los Heroes Avenue No 855 Phone 422 1463

Through this letter I extend a respectful greeting to all the people working in the Human Resources area of this honorable company, and at the same time state the following:

Due to the expansion of the company and the opening of a new branch in the city, I present my candidacy for the position of sales supervisor , I have more than three years performing at this area of the company and I have been able to gain the confidence and experience that the job profile needs.

During the time that I have been working in this company I have given my best effort and have demonstrated responsibility and professionalism to meet each of the objectives given by the company.

Wishing that my candidacy is approved to participate in the new projects of the company.

Maritza Gomez Juarez

Sales Area Assistant

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A former Google recruiter shares 4 emails to send hiring managers to avoid getting mistakenly ghosted — and when to move on

• Ex-Google recruiter Nolan Church explains why candidates might get ghosted after interviews.
• Recruiters often forget, shift priorities, or are unaware of internal changes affecting hiring.
• Nolan says a strategic follow-up strategy can help, but moving on if unresponsive is crucial.

This as-told-to essay is based on a conversation with Nolan Church, a 35-year-old former recruiter for Google and Doordash from Salt Lake City. It has been edited for length and clarity.

Job interviews can be exciting, especially after applying for a wide variety of positions, but the process can quickly become stressful when a candidate doesn't hear back from the recruiter right away.

As a former recruiter at Google and the ex-head of talent at DoorDash, I've seen my fair share of candidates get ghosted by jobs they've interviewed for, and I've definitely ghosted candidates, too, but never intentionally.

Still, ghosting does happen. Before assuming it has intentionally happened to you, here are four scenarios to consider. Also, here's how to follow up with a recruiter properly and when to move on.

1. Recruiters forget

When candidates interview for a role and think, "I really want this job, but I'm not hearing back," I advise them to email the recruiter. Then, if they don't hear back within 24 to 48 hours, send another email.

Candidates often make assumptions about why they aren't hearing back on jobs they've applied for, but, in many cases, the recruiter just got really busy.

Right now, recruiters are expected to do more with fewer resources. This means they're hiring more, working more, and handling more candidates. With everything going on, recruiters often get buried in tasks and forget. Try to give recruiters the benefit of the doubt and assume good intentions first. But when needed, follow up.

One way to follow up with a recruiter is to send them a thank-you email within 24 hours after the interview.

You could try something like:

Email #1: Hey [recruiter/hiring manager name] —

Thank you for coordinating the on-site interviews today. The caliber of the team is impressive. I'm excited about the role and opportunity for impact.

When can I expect to hear back on next steps? Let me know if you need anything in the interim.

Your email should thank them for setting up the interview, and it should give your impressions about the team and role. Then, let them know you're excited about the company and team and ask for the next steps and a timeline.

If the recruiter responds, maintain contact and respond quickly to their messages.

2. Recruiters shift priorities

Recruiters are constantly buried with tasks, which requires them to focus on the business's top priorities. Even though a candidate might feel excited and think they're about to receive an offer, something else might emerge, diverting the recruiter's attention .

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For example, perhaps a new role has just opened, or maybe an internal matter requires immediate attention. Recruiters should strive to treat every candidate as a top priority, but sometimes, internal priorities do take precedence.

If you feel ghosted after sending your thank you note, you could try sending this other email 48 hours after the first email:

Email #2 Hey [recruiter/hiring manager name] — Is there any feedback you can pass along from the team?

This gives a gentle nudge.

3. Something has changed within the business

Sometimes, business circumstances change, including layoffs and hiring freezes, and unfortunately, recruiters aren't always informed first. The tech industry is experiencing a significant wave of layoffs , for example.

When this happens, open roles are often the first to be closed. As a result, there's usually a delay in informing recruiters about these changes, as decisions are made at the management level and require thorough consideration before being communicated.

This leaves recruiters uncertain about how to update candidates on the situation. If you still have yet to hear back, wait 72 hours from the time you sent your second email, and then send:

Email #3: Hey [recruiter/hiring manager name] — Is everything OK?

This is a great strategy because it enables the candidate to push for an answer while being perceived as empathetic and caring. I love this one, personally.

4. Recruiters are talking to other candidates

If a candidate gets ghosted early in the hiring process, the recruiter is most likely talking to other candidates. But if it's later in the process, especially if the recruiter has indicated an offer and the candidate hasn't heard back, it's much less likely to be the case. Still, there's no way of knowing, so following up is still your best bet.

If you still haven't heard anything, it's time to move on to email four, the last email in the sequence. Again, wait 72 hours, and send something like:

Email #4: Hey [recruiter/hiring manager name] — Checking in one last time. Can you pass along any feedback from the team?

If they don't respond to this fourth email, it's safe to assume you've been ghosted.

A solid follow-up strategy is the antidote to ghosting, but nothing is 100% guaranteed

Unfortunately, in today's culture, ghosting does happen, but it doesn't mean it's intentionally happening to you. After all, recruiters are human, and they get busy. But if you've followed up and you haven't heard back, it's time to move on.

Take comfort in knowing that if a company has truly ghosted you, it's a sign that you've dodged a bullet, and that's not a place you'd want to work anyway.

Whether a company moves forward with you or not, you deserve to hear back, and with the right company, you will.

If you're a recruiter or hiring manager and want to share your unique advice, email Manseen Logan at [email protected] .

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