5 Email Templates to Respond to Recruiters (No Matter Where You Are in Your Search)

Author: Jaclyn Westlake

Getting approached about a job opening can feel super flattering (and it’s a sure sign that you’re doing something right!), but depending on where you are in your career, figuring out how to respond can be a bit of a headache.

You don’t want to come off as rude or dismissive if you aren’t interested, and you definitely don’t want to seem desperate or needy if you are. So yes, finding the right words can be tricky, but these five templates will make responding to recruiters a breeze—regardless of your current status.

1. If You’re 100% Not Job Searching

You love what you’re doing , and there’s nothing anyone can say or do to convince you to consider a new opportunity—at least not for the foreseeable future. But, you don’t want to close the door on what could be a potentially helpful relationship down the line either.

Hi [Name],

Thanks for reaching out! This certainly sounds like an interesting job, and I appreciate your consideration.

I really love the work I’m doing for [Your Company] and am not in the market for a new opportunity at the moment. That said, if I find myself looking to make a change in the future, I’ll be sure to get in touch.

Thanks again! 
[Your Name]

If you happen to know someone who might be interested in this role, you could also add something like, “I may have a colleague who could be a good fit for this role; would you mind if I passed your contact information on to them?” For recruiters, the next best thing to finding the right candidate is finding someone who knows the right candidate .

2. If You’re Open to the Right Opportunity

You’re pretty happy where you are and haven’t given a lot of thought to finding a new job, but this role sounds like it could have some potential. The goal here is to be upfront about your status while also conveying your interest. You’re essentially playing it cool—if this person wants to schedule a quick call , great; if he doesn’t, that’s fine, too.

Hi [Name],

Thanks for getting in touch!

I’m pretty happy in my current role with [Your Company] and am not actively looking to change jobs, but I’d be open to discussing this role, as I never turn down a chance to chat about [compelling trait about the job description, e.g., software development or sales enablement]. Would it be possible for us to connect sometime next week? I should be available for a quick call on [dates and times that’ll work with your schedule].

Moving forward, you can reach me directly here: [your email address and/or phone number].

Looking forward to speaking with you!

[Your Name]

3. If You’re Actively Searching But Aren't Interested in This Job

When you’re in the market for a new job, hearing from a recruiter’s really exciting—until you realize that the job she’s approached you about isn’t at all what you’re looking for. But don’t worry too much about the role itself; this is a great opportunity for you to establish a relationship with someone who might be able to help you find the right one. Now’s your chance to tell them what you’re looking for and ask whether they know of anything that lines up with your goals.

Hi [Name],

Thanks for thinking of me for this role! I am currently exploring new opportunities, but would ideally like to find a position that would allow me to [traits of your ideal position here, e.g., work from home, expand on my content development experience, step into the nonprofit space, earn at least $X annually, etc.]. It sounds like this particular role isn’t quite what I’m looking for, but do you happen to know of any other opportunities that may be a better fit? If so, I’d love to connect!

I’ve attached my resume for your review, and can be reached directly at [your email address and/or phone number] moving forward.

[Your Name]

4. If You’re Intrigued By This Opportunity

Now we’re talking! You’re open to new opportunities, and this one sounds like it could have some serious potential. You can keep your response pretty straightforward—the goal here is to confirm your interest and get an initial interview on the calendar.

Hi [Name],

This sounds like a really interesting opportunity—thanks for thinking of me!

As you probably saw on my profile, I have [X years] of experience in the [industry or job function, e.g., digital marketing or project management] space, and am particularly interested in opportunities that allow me to [relevant job duty/deliverable, e.g. leverage my creativity in a design-focused role or build new programs from the ground up]. Based on the information you’ve shared, it sounds like the role certainly could be a great fit!

I’d love to schedule a time for us to discuss how my skills and experience could benefit the team; would it be possible for us to connect sometime this week? I’ve included my availability below:


You can reach me directly at [your e-mail address and/or phone number]. Looking forward to connecting!

[Your Name]

5. If This Is Hands Down Your Dream Job

Be cool. Your dream job just literally fell into your lap. You’ve got this.

Demonstrating enthusiasm for a role’s always a great move (recruiters love working with motivated candidates), but don’t forget that you’ll want to highlight the myriad reasons that you’re absolutely perfect for this job. A response that demonstrates your excitement and emphasizes your transferable skills should all but guarantee that you’ll land an initial interview.

Hi [Name],

Thanks for getting in touch! Based on what you’ve shared about this role, I’d be eager to learn more.

It sounds like you’re looking for an [job title] with [relevant skills/experience] expertise and a talent for developing [insert outcomes, e.g., unique and compelling marketing campaigns across a variety of digital channels]—that’s me!

As someone with [X years of experience] in the industry, I know what it takes to deliver [deliverables based on job description, e.g., flawlessly executed e-mail campaigns from start to finish]. In my current role at [Your Current Company], I [description of relevant experience and tangible results based on job description, i.e., guide the production and execution of 25 unique monthly email campaigns and have grown new lead generation by 50% in just six months].

I’d love to schedule a time for us to discuss how my skills and experience could benefit the [Company Name] team; would it be possible for us to connect sometime this week? I’ve included my availability below:


You can reach me directly at [your e-mail address and/or phone number]. Looking forward to connecting!

[Your Name]

If you happen to have something in common, like a shared connection or alma mater, it wouldn’t hurt to mention that at the end of your message. Try saying something like, “By the way, I noticed you’re a Chico State alum, too. It’s always great to hear from a fellow Wildcat!” or “it looks like you’re also connected with [Name of Mutual Acquaintance]. I used to work with her at [Company Name]!”

Going beyond the basics serves to establish a more personal connection and might just give you an edge.

Finding the right candidates to approach about an open position can be a tough job, and recruiters spend a lot of time trying to track qualified people like you down, so receiving a response—even if it’s a “Thanks, but no thanks!”—is always appreciated. Taking a few minutes to write back will help you to establish what could be an invaluable career ally. And if the role you’ve been approached about is exactly what you’re looking for, even better!

To read the original document, click here.

How to Have a Great Coffee Meeting—Guaranteed

Author: Lily Herman

You’ve been admiring a particular professional for a really long time, you finally worked up the courage to say hi and ask her to coffee, and she surprisingly said yes! But now the panic sets in: How do you wow your role model without coming off as trying too hard or being a total stalker (especially after looking at her LinkedIn profile at least 10 times)?

Good news: We’ve scoured the web for the best resources to use when you’re asking and meeting an important professional contact for coffee. (It’s actually a pretty easy feat once you know what you’re doing.)

  • The hardest part of a coffee meeting is sending an email asking for one. Luckily,here’s a step-by-step breakdown of how to craft the best “Wanna grab coffee sometime?” message. (99U)
  • If you’re still having trouble putting together your email, here’s one really great example that only takes five sentences. (Lifehacker)
  • Having trouble grabbing a slot with someone who just seems super busy all the time? There are ways to get around even the most jam-packed schedules.(Forbes)
  • Ever wondered why meeting someone for coffee is the norm? Comedian Jerry Seinfeld breaks down this 21st century contraption. (Fast Company)
  • Entrepreneur and venture capitalist Mark Suster encourages people to take 50 coffee meetings . Find out why. (Both Sides of the Table)
  • If you’re worried that asking someone to coffee might be too informal, here’s why coffee metings are totally awesome. (LinkedIn)
  • The four secrets to a great coffee meeting? Don’t be awkward, stalk, don’t do it out of obligation, and make later plans. (Technori)
  • Lastly, have you ever considered just working in a “coffice ?” (DailyWorth)

Looking for more advice on how to have awesome coffee meetings? Check out our suggestions!

Photo of coffee cups courtesy of Shutterstock .

4 Things Networking Can Help You Do (Besides Get a Job)

Author: Lily Zhang

How many times have you been told how important networking is? Plenty , I’m sure. So, at this point, you know that who you know can be the difference between you getting that new gig or not.

But, if that’s not motivation enough for you to go out and meet new people, here are four more ways networking can help you, beyond just growing your network in preparation for you next big career opportunity.

1. Gather Info on the Industry

Whether you’re changing industries or furthering your knowledge of your current one, networking and conducting informational interviews are a great way to figure out what’s going on in your field of interest.

Ask people you meet or sit down with about their recent challenges and accomplishments or about trends they’re seeing in their work. In particular, if something big has recently happened in your industry, see what your conversation partner thinks of the impact it might have on the field as a whole. You’ll get a much broader perspective if you expand the conversation beyond your own friends and officemates.

2. Learn From the Wins (and Mistakes) of Others

Sometimes it can be difficult to get people talking, even if you’re meeting one-on-one and not at some large awkward networking event. If this is happening to you, try asking the person you’re networking with about his or her successes and failures. Of course, you don’t want to say, “Tell me about a time you failed”—so try asking if, looking back on his career, if there’s anything he would do differently, or if there’s anything she would definitely recommend to people just starting out in the field.

Don’t feel weird asking about personal experiences. There’s plenty to be learned from the achievements and mistakes of others, and people love to talk about themselves.

3. Get Free Career Advice

Another bonus of networking is the chance to get some free career advice. Chatting with more experienced professionals in your industry of interest gives you the chance to ask them what they think of the career moves you’ve been mulling over.

Aside from getting good advice ( here’s how to know if it’s not ), it’s also a great way to show people your admiration. You wouldn’t be asking for advice if you didn’t respect their opinions, right?

4. Bounce Ideas Off People

You can also take the advice seeking a step further and bounce ideas off of people you meet through networking. Maybe you have an ambitious work-related project that you want to pitch to your boss or a presentation you’re thinking about submitting to an upcoming conference. Seeing what other industry professionals have to say can help you refine your argument and think through weak points.

This is also a great way to show off your skills a bit. Sharing some of your ideas gives you an opportunity to talk about your expertise and the issues that you care about. It’s usually easier to talk about your ideas than it is to talk about yourself, so if you feel weird tooting your own horn, this can be a good strategy.

Bottom line: There’s no excuse to not be networking. You stand to benefit from it no matter what stage of your career you’re in. And, if none of these four reasons appeal to you, consider this final perk of networking: helping people. Maybe you won’t directly benefit this time around, but helping someone else out has its own intrinsic value.

Photo courtesy of Nana B Agyei .

The 15-Minute Habit That'll Impress Your Boss (and Boost Your Confidence)

Author: Erica Gellerman

This may sound unbelievable, but it’s true : My client asked for—and received!— two promotions and three raises in the span of 18 months. Clearly, she’s a superstar.

However, it takes more than being awesome at your job to pull this off and she partly attributed her success to a habit she developed: tracking her own performance on a weekly basis. She used this document as tangible evidence when speaking to her boss about promotions and raises.

And the good news is that keeping track is something we can all do! Knowing exactly what you’ve achieved can strengthen your negotiation conversations, bolster your answers to interview questions, and help you better understand where you thrive, so you’re able to continue seeking out those opportunities.

Above all, this running list can boost your confidence, which’ll make you better at your job—seriously! A study conducted by psychology researchers Zachary Estes and Sydney Felker found that if you believe you performed well in the past, you’ll do better in the future, too. And something as simple as reminding yourself of what you’ve achieved previously can help you do better on a difficult task.

Here’s How to Do It

To begin keeping track, you need to get in the habit of spending 10 to 15 minutes every Friday taking stock of your week. You won’t always have a week where you’re logging accomplishments that’ll specifically help you get promoted , but you’ll likely have at least one thing that you can be proud of.

When taking notes, use the sections below to guide you in what to write—using this framework not only helps you to remember the full picture of what you’ve done, but it also gets you prepped to re-tell the stories easily.

To illustrate this, let’s walk through an example. You’re a marketing manager for a chain of stores and you’ve just been alerted that sales for one store are struggling.

Here’s what your log could look like:

Situation: What’s Going On

“The Broadway store’s struggling with low sales.”

Task: What Needed to Be Done in Order to Improve the Situation?

“The team and I needed to come up with a promotion that would both drive foot traffic into the store and be quick to execute.”

Action: What You Actually Did

Make sure you’re taking note of both things that you personally did and activities you helped facilitate.

“I met with them and assigned everyone a job. One person researched past promotions to figure out what performed the best. I visited the store and interviewed sales people to find out what people were asking for. After, I brought everyone together to brainstorm solutions.”

Result: What Is the Outcome of Your Actions?

Try to make these as quantifiable as possible. While you likely won’t have the results that you’re looking for by the end of the week you can update this in future weeks.

“At the end of the 90-minute meeting, we’d developed a concept for a styling event to get customers ready for holiday parties. Boss gave it the green light and it’ll happen next week.”

Feedback: What Was the Response?

It’s so easy to forget feedback from others—especially when it’s positive!

“Store’s head of sales is excited about it and was impressed by how quickly I’d been able to create something that would make an immediate difference.”

Satisfaction: What’s Next?

Use this part to remind yourself what you enjoy and what you’re good at (so you can continue to chase opportunities that bring you the most satisfaction).

“This was one of the most fun things I’ve done recently. Having a challenge with a short deadline that took research, creativity, and team brainstorming was exciting. I’d love to continue working on these just-in-time solutions and create things that make an immediate impact.”

While this definitely will take you time to think through each week, it’s a habit that can lead to a big boost in your confidence and your salary. And both of those are hard to say no to.

Photo of person working courtesy of Hero Images/Getty Images.

To read the original article, click here.

Finally: 5 Email Templates That Make Following Up With Anyone Way Less Awkward

Author: Aja Frost

I think most of us would agree the initial part of networking—meeting people—isn’t the hardest part. (And if that sentence just floored you, check out this and this on making the process much easier.) However, maintaining those connections is much more difficult. After all, if you don’t have an immediate reason to stay in contact with a person—you just think he or she would be “good to keep in touch with,” it’s hard to justify sending an email.

Well, until now. After dealing with this issue one too many times, I created five check-in email templates —one for each type of connection. With these in your back pocket, you’ll have no trouble holding on to relationships that could one day prove very valuable.Read more

The Etiquette of Making Introductions

Author: The Daily Muse Editor

Once you’ve started to build up a respectable network in the working world, you’ll certainly find yourself with opportunities to connect the people you know. Maybe a friend of yours is looking to hire a marketing manager , and you know a great candidate, or maybe one of your new connections is interested in meeting one of your mentors or advisors.

This is great. It’s an opportunity to help out the people you know, strengthen your relationships with them, and also stay on their radar in a positive way. But there’s an art to making connections among your network—and truth is, it’s not always that easy to navigate when one of your connections is eager to meet another.

Next time someone asks you for an intro, here’s your primer on handling it with grace.

Don’t Make Cold Intros

Rule number one: Don’t make an introduction to someone without asking her first. “Cold” intros are the virtual equivalent of planning a one-on-one catch-up with someone, and showing up with another friend—they’re off-putting, and they can leave the recipient feeling off-balance, annoyed, and unsure of what to do next.

There’s an easy way around this. Before making an intro, give the people involved a heads up. If a friend of mine wants to meet an editorial contact I have, for example, I’ll send that contact a note first, to the effect of “Hey, I wanted to introduce you to my friend Julia. She’s [insert 1-2 sentences on her background]. I’ll send an email intro shortly!” This way, the recipient of the intro has some context and knows to expect the email from you.

Now, depending on your relationship, there may also be times when it’s more appropriate to ask permission than to send an FYI. “My friend Julia [insert background] would love to meet you—is it OK with you if I make the introduction?” is entirely appropriate.

Present an Angle

When you’re introducing people, presumably it’s because you think there’s a reason they should meet. Sometimes this reason is one-sided, for example, if someone in your circle has asked you to connect her with someone at her dream company. Other times, it’s mutually beneficial—two people have expressed interest in meeting each other, or you see synergies between the companies they’re working for and think they’d get along.

Regardless, you have a reason for making the introduction. So, when you go to actually make that intro, you’ll do both people a huge favor by stating what that reason is.

This is helpful even if both people know why you’re making the intro, because it gives them something to go off of when they respond to one another. On the other hand, I’ve found that when I receive an email that says, “Meet my friend—she’s awesome, you two should talk,” it’s hard to formulate a non-awkward response to the person I’m supposed to meet. (“Hey, nice to meet you—I hear you’re awesome!” just doesn’t cut it.)

Be Aware of Power Dynamics

All relationships are not created equal. And as you expand your circle beyond your immediate peers, you have to be aware of the dynamics amongst the people you know and the people you’re connecting. Asking a senior marketing exec to sit down with the somewhat-aimless-but-nice woman you just met at a conference is—well, not cool.

Of course, there are a lot of grey areas in relationships, but the bottom line is to be aware of what you’re asking of people and make sure it’s appropriate. More importantly, if you know you’re asking a big favor of someone, acknowledge it: “Would you do me a favor and talk with my colleague Mark about moving into the business development world?” Other times, you can be more subtle—but use phrases like “I would appreciate it if… ” or “It would be so helpful if… ” that clue the recipient in to the fact that you know you’re asking something of her.

Remember it’s OK to Say No

Finally, if someone asks you to make an intro you aren’t comfortable with,give yourself permission to say no . You don’t have to do every favor that’s asked of you. If a junior peer comes asking you to intro her to every senior exec you know—be polite, but don’t feel bad turning her down.

At the end of the day, your network is your network because you’ve built those relationships. You want to maintain them and show respect for the people you know and their time. Connecting people is a great way to further your network and relationships, but if you think that making an intro is wasting one person or the other’s time, or get the sense that one party wouldn’t be so receptive to it—sometimes the appropriate thing to do is to pass.

Photo of people meeting courtesy of Shutterstock .

To read the original article, click here.

How to Hunt Down a Hiring Manager's Email Address

Author: Alexis Grant

We all know it’s better to address a cover letter or pitch email to a specific person rather than just saying “Dear hiring manager.” And not just anyperson, but the right person—the person who could choose you for the job.

But even once you figure out who holds the power to hire for the position you seek, getting your note to land in his or her inbox is often easier said than done. Sure, some hiring managers post their email addresses in obvious places, making it easy to contact them. But others go out of their way to keep their contact information private with the hopes that they won’t hear from unsolicited job seekers (like, er, you).

Ironically, the people who are difficult to get in touch with might actually offer more opportunities: If it’s not easy to find their email addresses, fewer candidates are emailing them—and your email stands a better chance of getting read.

All it takes to get your foot in their inbox is a little sleuthing. (These tips, by the way, work whether you’re a job seeker, a freelancer trying to land clients, a blogger growing your network , or a startup aiming for news coverage.)

Start With Google

Obvious, right? But don’t just type the person’s name into Google. You can start with that, but if it doesn’t land you on his or her website or another digital home with an obvious way of getting in touch, take it a step further.

Let’s use Joe Schmo who works at Starbucks as an example. Try Googling:

“Joe Schmo email”

“Joe Schmo @gmail.com”

“Joe Schmo @Starbucks.com”

Most of us only use Google’s basic features, but you can also add words and symbols to target your search . If you wanted to limit your search to the Starbucks website, for example, try “Joe Schmo site:http://www.starbucks.com.”

Try Twitter

Does the hiring manager have a Twitter handle ? The best way to find out is via Google—searching for “Joe Schmo Twitter”—rather than using Twitter’s lackluster search tool.

Once you find someone’s profile, check out the link that’s listed feature in the URL field. Occasionally you’ll find a gem here: an About.me page or a personal website that doesn’t rank high in Google. Dig a little on that page, and you might find an email, too.

Still coming up empty-handed? Use your own Twitter account to @reply to the tweep and let him or her know why you want to get in touch . (Be specific and compelling—a random “Can you send me your email?” won’t get you far.) You might also follow the person, so he or she can send you a direct message—people are often more comfortable disclosing their email address via direct message than in their public feed.

Give LinkedIn a Shot

No luck yet? Try Googling “Joe Schmo LinkedIn.”

First, look at the hiring manager’s contact information on his or her profile; as with Twitter, there’s a chance you’ll find a website you haven’t noticed before, and if you follow that trail, you might find an email, too.

If you happen to be a member of a LinkedIn group this hiring manager is also a member of, you might be able to send him or her a message (depending on whether that person accepts messages from group members). This sounds far-fetched, but if you work in the same industry, there’s a chance you’ll have at least one group in common.

If that’s a dead end, consider sending this person an InMail (LinkedIn-speak for a message to someone you’re not connected to). You’ll have to pay to send InMail, either on a one-off basis or as part of an upgrade to LinkedIn’s premium version, but it can be worth it for people who are extra-tough to find.

And of course, look to see whether you and this person share any connections—you might be able to ask that common contact to introduce you . A warm introduction is always better than a cold one.

Find a Colleague

So, you’ve scoured Google, Twitter, and LinkedIn and still can’t find contact information for the person you want to reach. Know what’s second best? An email for one of his or her colleagues.

This is one of my absolute favorite hacks—look at the structure of that colleague’s email and apply it to the name of the person you want to reach. Say you found one of Joe Schmo’s colleagues, Mary King, and her email is [email protected]. Knowing that, you can easily guess what Joe Schmo’s email might be: [email protected].

Of course, sometimes your target’s email will deviate from a company’s email structure—Joe Schmo’s a pretty common name, so he might need to include his middle initial, for example. If you suspect that might be the case, find emails for several people at the company, compare them, and take an educated guess.

Then, send your pitch or cover letter to that email with your fingers crossed. If it doesn’t bounce back, you can bet you’ve found a way in.

Still in the dark? Well, sometimes you’ll go through all of these steps and still hit a dead end—but at least you know you did the best you could, right? When you do find an email you’ve been looking for and finally land an interview , it makes all the effort worth it.

What tactics or tools have you used to track down someone’s email address?

Photo of man on computer courtesy of Shutterstock .

To read the original article, click here.

How to Get A Referral to Your Dream Job

Author: Chris Ng

A Jobvite study found that employee referrals have the highest applicant to hire conversion rate with 67% of employers and recruiters saying that the recruiting process was shorter. But how do you get a referral from someone in a company where you have no 1st-degree connections?

There are two ways you can go about in doing this. One is by cold messaging/emailing people who work at the company, and the other is by finding someone in your network who knows someone else in that company. Essentially, finding a 2nd-degree connection where your mutual colleague is willing to introduce you to the other person.

But before we get into how to ask for a recommendation or a referral, you need to do your due diligence regarding the company and the role you are looking for in your next play.

5 Gripes Referees Have With Referral Seekers:

  1. Cold referral seekers
  2. Not serious about switching roles
  3. Not inquiring about a particular position
  4. Being demanding
  5. Asking what the trick is

1) Cold referral seekers

No one likes getting messages from someone we do not know asking for a favour. It is generally a bad idea to come out of the blue and ask a person for a referral when they have never worked with you professionally. A bad referral would prove detrimental to an employee’s reputation in the company, which is why there is quite a hesitation towards referring someone whose skills you cannot vouch for (also, is it really a referral if you do not even know that person?).

Instead, try to find mutual connections to bridge an introduction towards the referee. Otherwise, show that you are interested with specific examples rather than buzz words and rote messages.

2) Not serious about switching roles

Asking someone to take time out of their day to help you get a job at their company is a big ask. Even for a colleague, you have worked with in the past, this is a cumbersome process at most companies. If you end up making it to the funnel make sure to update your referee on your status and if you found out any deal breakers that would deter you from joining their company. Keep in mind, especially for millennials, where you work can be your identity so be sure to do so tactfully.

Changing jobs is an important life event, being transparent with your contact would serve you both better as it clears the air if either party wants to move forward with the process.

3) Not inquiring about a particular position

Most companies have all the available positions online. While a number of companies do not have their job listings fully baked into LinkedIn or have positions that are not advertised yet, it is still a good idea to identify positions that are you are interested in by browsing through their online listings. At the very least it shows that you did your homework and are serious about looking for a new role.

A great way to start a conversation with a referee is to link them job postings from their company you have seen beforehand to have a common understanding of what role you are looking for.

4) Being demanding

Sometimes there are no roles available at the moment, and while it is perfectly ok to ask someone to keep you in mind if they hear anything, it is generally bad practice to harass someone to keep checking and asking if there is something available. Remember, the employee you are trying to get a referral out of is essentially the start of your interview process.

It is always a good idea to send a thank you note to your referral after the whole process even if you did not get the job.

5) Asking what the trick is

I could not count the number of times I have been asked this question personally: “What is the trick to landing a job at [company]?”. No there is no trick, no keyword, and no secret phrase that would instantly get you hired anywhere. While it is generally harmless to ask about the interview process such as how many rounds, what type of questions, and timelines - it is frowned upon to suggest that the reason why someone got hired is that they knew a trick.

A better question to ask referees about the company is the company’s mission and vision, culture deck, technologies used, and projects they are working on (that have already been launched).

Role Play #1: Cold Referral Email Template

(Good for 3rd-degree connections!)

To: [Employee]

From: [Referral]

Subject: [Employee] <> [Referral]: Looking for a role at [Employee’s Company]

Hi [Employee]!

Sorry to bother you with this random email, [explain why they are a good fit to cold email].

[Why Referral is interested in working at Employee’s company]

[Why Referral is a good fit to work at Employee’s company]

Would a call at [proposed time] work for you? You can reach me at [Referral’s Number].



[LinkedIn Profile URL]


[Phone Number]


Role Play #2: Cold Referral Asking Message

(The right way to ease in a request to that colleague you haven’t talked to in years!)

[You]: Hey [Referee]! How have you been? How has [Referee’s Company] been treating you?

[Referee]: Hey [You]! I’ve been good how about you? Work has been great - love it here!


[You]: So I have recently been looking for new opportunities and thought [Referee’s Company] would be a good fit because [List Reasons Why]. I am particularly interested in these roles: [URLs to Jobs]

[Referee]: Sounds great! Our referral process is [Explanation of How-To of the Referral Process].


[You]: Thanks! I just did all the steps :) Will update you as I move along the pipeline!

[Referee]: No problem!

Role Play #3: Introducing A Referral Email

(How a 2nd-degree connection can help you get to that hiring manager!)

To: [Employee], [Referral]

From: [Introducer]

Subject: [Employee] <> [Referral]: Introduction

Hey [Employee],

[Something about the referral and why they would be a good fit]

Hey [Referral],

[Something about the employee and why you would like to work there]

You both do your thing!




To: [Employee]

BCC: [Introducer]

From: [Referral]

Subject: RE: [Employee] <> [Referral]: Introduction

Thanks [Introducer], moving to BCC!

Hi [Employee]!

Thanks for taking the time to talk to me!

[Why Referral is interested in working at Employee’s company]

Would a call at [proposed time] work for you? You can reach me at [Referral’s Number].



Referrals are key to any organisation’s growth. Do not underestimate the importance of your connections in the search for your next role. I even got my first full-time position through an employee referral!

Please comment below if you have any other best practices on asking for a referral from someone inside and outside your network!

To read the original article, click here.

Employee Referrals Remain Top Source for Hires

Employee Referrals Remain Top Source for Hires

Indeed delivered 72 percent of interviews and 65 percent of external source of hires in 2016.


Author: Roy Maurer

percent of all hires overall in 2016 and 45 percent of internal hires, recently released data show.

Job search engine Indeed again ran away with the external source-of-hire crown (65 percent), producing twice as many hires as all other top branded external sources combined, according to the annual Sources of Hire report released by Chicago-based talent management software company SilkRoad.

[SHRM members-only toolkit: Introduction to HR Technology]

The study analyzed data from more than 14 million applications, 655,000 interviews and 329,000 hires, aggregated from more than 1,000 participating companies and collected through SilkRoad's applicant tracking data.

"Employee referrals have proven success," said Amber Hyatt, SHRM-SCP, vice president of product marketing for SilkRoad. "Employee referrals have excellent conversion rates from interview to hire, as well as typically longer tenure with the organization. Recruiting teams are very aware of the benefits of leveraging employee referral programs to cost-effectively recruit, speed the time to hire and secure top talent to fill hard-to-fill positions."

Even though studies consistently show that employee referrals improve quality-of-hire and retention rates while lowering hiring costs, they are still underutilized.

"I find most organizations spend the least amount of money marketing and automating their referral program than any other single source they have," said Tim Sackett, SHRM-SCP, president of HRU Technical Resources, an IT and engineering staffing firm headquartered in Lansing, Mich. "Yet, it's their No. 1 source and their No. 1 quality-of-hire source."

After referrals, internal moves (21 percent) and recruiter-sourced hires (19 percent) make up most of the remainder of internal sources of hire.

Indeed Rules External Source of Hire

Indeed strengthened its position as the top external source-of-hire resource for employers, climbing from 58 percent of external hires and 52 percent of external interviews in 2015 to nearly two-thirds of all external hires and almost three-fourths (72 percent) of all external interviews last year. When internal and external hires were combined, Indeed nearly overtook referrals at just under 30 percent.

But while Indeed does have bragging rights in both hires and interviews, another interpretation of the data signals a misallocation of resources, according to Sackett. "Indeed does drive a ton of traffic and for many companies that's organic traffic, so you can't beat that," he said. But he cautioned that "If you're interviewing a ton from a source because you get great traffic, but you don't make many hires, it's a greater waste of time than those sources where you get a high interview-to-hire ratio."

He sees a similar problem with LinkedIn, which along with CareerBuilder was found to generate the most jobs and interviews after Indeed, though at much lower percentages.

"When I ask most companies to give me their No.1 spend, LinkedIn is almost always their largest single purchase when it comes to the source of hire, even though it's No. 7 overall," Sackett said, referring to the SilkRoad data. "If your single biggest spend is on LinkedIn, yet it's not your single biggest source of hire, you're being taken," he added.

Hiring from Outside vs. from Within

In general, external sources—whether online job boards, recruiting agencies, campus events, job fairs or walk-ins—produce the majority of interviews (62 percent), compared to internal sources such as careers sites, in-house recruiters and employee referrals (38 percent). Yet, it takes four times as many applications from external sources to get to the interview stage and twice as many interviews for a job offer. Internal sources ultimately produced 52 percent of hires in 2016, compared to 48 percent from external sources, according to the report.

"We expected to see a better conversion rate for internal sources as they produce a more well-informed applicant," Hyatt said. "Top internal sources like recruiter-sourced efforts, current employees, employee referrals and even applicants that have researched the organization on the careers site are more well-versed on the organizational culture. These applicants have more proactive insight into whether or not they are a right fit for the organization."

Hyatt added that the need for diversity of thought and additional skill sets outside the current team's makeup will continue to be an advantage for external candidates.

Job Seekers Are Online

The study found that online sources such as careers sites, job search engines, job boards and social media sites produce substantially greater recruitment results than offline sources like recruiting agencies, campus events and job fairs. Online sources produced 86 percent of interviews and 72 percent of hires in 2016.

"These findings only further cement that we live in a digital age and applicants are consumers that want an online experience that is convenient to their schedule, easy to use and provides real-time communication," Hyatt said.

Was this article useful? SHRM offers thousands of tools, templates and other exclusive member benefits, including compliance updates, sample policies, HR expert advice, education discounts, a growing online member community and much more. Join/Renew Now and let SHRM help you work smarter.

To read the original article, click here.

How to Ask for an Informational Interview (and Get a “Yes”)


Author: Elliott Bell

The informational interview is the secret tool everyone should have in their back pocket. A hybrid of an amazing networking opportunity, an info-session, and a job interview, it can give anyone looking for a job or pondering a career change insider scoop (not to mention a much-needed morale boost).

The problem is that these opportunities aren’t advertised anywhere, typically require a lot of work on your end to make happen, and, in most cases, mean you have to convince strangers why they should take time out of their day to help you.

But with the right approach, you can land these interviews (and maybe even a job). Here’s my advice for finding and approaching potential contacts and getting them to say yes—every time.

Find the Right People

This may seem obvious, but choosing who you approach can make all the difference in hearing back.

Start by making a list of companies you’d love to work at and of job titles or positions you’d be interested in. While people who fit on either list are good, someone who works for your dream company and has your dream role is where you’ll get the most bang for your buck.

That said, it’s important to consider what the person does at the company and the size of the company—you want to target people who are in an aspirational role, but who aren't so high up that they won’t have time to meet with you. I may want to talk to the CMO of a major company, but I can probably learn more talking to the marketing director of a smaller company. Also, look for people you have some sort of connection with—if someone went to your college or has a shared connection, he or she will be more likely to want to meet with you.

I prefer using LinkedIn to find people, but then reaching out over email—it’s easier for people to respond to, and you won’t look like LinkedIn spam. (Try our tips for tracking down someone’s email address.)

Perfect the Art of the Ask

Any good cold email has two things: a clear message (why you're reaching out), and an easy-to-understand ask (the action you want the recipient to take). Here’s a simple formula that checks both boxes and that will work most of the time:

1. Start by Asking for Help

This sounds obvious (and, OK, a little weird), but it’s a proven fact that people love to feel like they are helping others. So, if you literally start by saying, “I’d love your help,” or “I hope you’ll be able to help me out...” your chances of getting a positive response go up significantly.

2. Be Clear

Ask for something very specific, and make it as easy as possible for the person to say yes. Saying, “I'd love to know more about what you do and how you got your start” is okay, but doesn't tell someone how much of his or her time you’re after or what you’re really suggesting. Instead, try something like, “I'd love to take you to a quick coffee so I can hear your perspective on this industry and what it's like to work at your company. I’ll actually be in your area next week and would be happy to meet you wherever is convenient for you.”

3. Have a Hook

A great way to increase your chance of landing the interview is to demonstrate why you really want to meet with this person. Do you admire her career path? Do you think the work he’s currently doing at company X stands out as the best? Maybe you have a shared connection and think she would be a great voice of wisdom. Don’t be afraid to share why you are specifically reaching out to this person. The more personalized your ask feels, the greater chance of success you’ll have.

4. Be Very Considerate

Remember that, in asking for an informational interview, you’re literally asking someone to put his or her work on hold to help you. Show your contact you understand this by saying, “I can only imagine how busy you must get, so even 15-20 minutes would be so appreciated.”

5. Make Sure You Don't Seem Like You’re Looking for a Job (Even if You Are)

If you sound like you’re really just looking for a job, there’s a good chance this person will push you to HR or the company’s career page. So be sure to make it clear that you really want to talk to this person to learn about his or her career history and perspective on the job or industry. After you meet and make a great impression is when you can mention the job hunt.

Follow Up, and Be Pleasantly Persistent

If you don’t hear back right away, don’t worry. People are busy, and sometimes these things slip to the bottom of a person’s to-do list. The key is to not just give up. If you haven’t heard back in a week, reply to your first email and politely ask if your contact has had a chance to read your previous email. Also, use this opportunity to reiterate how much it would mean to you to have 15 minutes to learn from him or her.

I personally believe that it’s your responsibility to continue to follow up (as nicely as possible) every couple of weeks until you’ve heard an answer one way or the other. Some would say that after one or two tries, you may run the risk of upsetting the person—but I say that sometimes, persistence pays off. At the end of the day, it’s really up to you and your personal comfort level.

That said, once you shoot off a few emails, you’ll see that most people are happy to help (hey, people love talking about themselves). The next step? Getting ready for the meeting. Read on for our best advice on acing the informational interview.

Photo of courtesy of Unsplash .

To read the original article, click here.