I would recommend adding a specific question at the end of the email. If the client is actually interested they will answer if the questions is clear and concise for example - That being said, would you be open to seeing a few resumes? or If interested ,do you have time for a quick chat tomorrow to discuss further? " Again not saying these questions are perfect and this is just my opinion- your way I could see working as well. I think adding a question forces someone who is interested to answer.
Hey Brianna, love your videos. Great energy keep em coming! Question- Do you find that cold emails are more effective these days than cold calls? i feel like cold calling is old school. Or do you mix it up? Also what ATS and CRM software do you use? Thanks!
Great video. What approx percentage reply back with a job lead? Do you find in tech these days, it is difficult to get through to hiring managers on a cold phone call for new biz development?
It could be as a low as 1 in 20 may reply to you. And that may happen after the 2nd, 3rd, 4th, 5th follow up email you send. That usually starts the conversation and then you'll talk to them on the phone in more detail. It's a lot of work to put in! Cold calling is a thing of the past nowadays, at least with my company. A warm lead or referral will get you much further!
The Millionaire Recruiter Thanks for your rely Brianna. Yes I find similar myself re biz dev email reach out and follow up pattern is similar too. Yes same with cold calls too...hours of dialing and little connection...bad time investment.
The Millionaire Recruiter How many days do you leave between follow up emails if no initial reply? There’s always the magic fine line between persistence and being a pest! 🙂
@@KravMagaThailand Yes, of course! You can't please everyone. I'd suggest 1-3 days in between follow-ups. Experiment with that as well, though. See if Mondays vs Fridays work better, mornings vs afternoons, etc.
Brianna, This is a great video! I have been in the industry very long and want to make sure I am not doing "old school" approaches. I have always been taught to present a candidate, so I would tend to write a brief profile of my best candidate within a marketing email to tempt a potential client. What is your thought on this? Also, I have heard a view opinions on sending resumes. One, that a blocked resume can tempt them just like the profile I write and let them see that you know quality. Another, that I should never send a resume, even if I block it very creatively until I have a contract in hand. Another, that I am insulting potential clients by blocking a resume, showing I feel they may not be trustworthy. Your opinion on these scenarios please? Anyone's opinions and success with one of these scenarios would be appreciated.
Thanks! You have to use your best judgement for each client. Personally, if it's a client that I feel is trustworthy and I want to develop a good relationship with, then I am fine sending over a profile without blocking parts of the resume.
I would recommend adding a specific question at the end of the email. If the client is actually interested they will answer if the questions is clear and concise for example - That being said, would you be open to seeing a few resumes? or If interested ,do you have time for a quick chat tomorrow to discuss further? " Again not saying these questions are perfect and this is just my opinion- your way I could see working as well. I think adding a question forces someone who is interested to answer.
Yes, excellent point! Having a direct call to action is something I missed in this video.
Back to the archives baby!
Love your delivery 😊
Thank you!! 😊
Hey Brianna, I am your new syscriber :) love your videos. Great energy keep them coming!
WHo am I emailing? The TA or and executive?
Hey Brianna, love your videos. Great energy keep em coming! Question- Do you find that cold emails are more effective these days than cold calls? i feel like cold calling is old school. Or do you mix it up? Also what ATS and CRM software do you use? Thanks!
Thanks! Yes, we don't do cold calls anymore. We use a database called talenthook and no CRM software. Just LinkedIn!
1:53
Great video Brianna!
Thank you!
Great video. What approx percentage reply back with a job lead?
Do you find in tech these days, it is difficult to get through to hiring managers on a cold phone call for new biz development?
It could be as a low as 1 in 20 may reply to you. And that may happen after the 2nd, 3rd, 4th, 5th follow up email you send. That usually starts the conversation and then you'll talk to them on the phone in more detail. It's a lot of work to put in! Cold calling is a thing of the past nowadays, at least with my company. A warm lead or referral will get you much further!
The Millionaire Recruiter Thanks for your rely Brianna. Yes I find similar myself re biz dev email reach out and follow up pattern is similar too. Yes same with cold calls too...hours of dialing and little connection...bad time investment.
The Millionaire Recruiter How many days do you leave between follow up emails if no initial reply?
There’s always the magic fine line between persistence and being a pest! 🙂
@@KravMagaThailand Yes, of course! You can't please everyone. I'd suggest 1-3 days in between follow-ups. Experiment with that as well, though. See if Mondays vs Fridays work better, mornings vs afternoons, etc.
Brianna, This is a great video! I have been in the industry very long and want to make sure I am not doing "old school" approaches. I have always been taught to present a candidate, so I would tend to write a brief profile of my best candidate within a marketing email to tempt a potential client. What is your thought on this?
Also, I have heard a view opinions on sending resumes. One, that a blocked resume can tempt them just like the profile I write and let them see that you know quality. Another, that I should never send a resume, even if I block it very creatively until I have a contract in hand. Another, that I am insulting potential clients by blocking a resume, showing I feel they may not be trustworthy. Your opinion on these scenarios please? Anyone's opinions and success with one of these scenarios would be appreciated.
Thanks! You have to use your best judgement for each client. Personally, if it's a client that I feel is trustworthy and I want to develop a good relationship with, then I am fine sending over a profile without blocking parts of the resume.
Great video
What if you are just starting out and don't have any resumes on file? What is a alternative call to action?
Let them know how you'll bring value and how you specifically will source candidates for their roles.
@@TheMillionaireRecruiter Thank you!
Can you zoom your email,I can't see
Finesse !
Dont you want to execute a Contingency Recruiting contract first??
You should have a contract in place before you start sending candidates and setting up interviews
@@TheMillionaireRecruiter or you can redact the names and contact details? Would that look tacky?
nice video
Thanks!
Where do you find potential client?
You can search job openings, LinkedIn, industry newsletters
@@TheMillionaireRecruiter Do we talk about how much they will pay us before sending in candidates?
@@aysenurdikici1736 Yes, once you have an initial conversation with them about how you can help out you should go over your pricing.
Awesome! Thanks
You bet!
CovidImages need to be invested more than half19
CovidImages need to be invested more than half19