by Mandy Green, Busy Coach
I did a webinar on how to Quickly Create and Organize your Recruiting Content. If you missed it, click here if you want to get the replay.
I presented a lot of ideas for how to quickly create and organize your recruiting content. I thought it would be a good idea to follow-up this week with some key things that need to go into the content that you are creating if you want to get responses.
When a lot of coaches think about sending an email to their recruits, they think it’s a matter of writing it, proofing it, and then hitting the send button. Then they go off to enjoy the rest of their day.
But here’s the problem…
If you just write off the cuff and send it almost immediately after, you’re just asking for problems. Your email may not even get opened if your subject line doesn’t nab attention. Maybe you’ll get a poor response if the email isn’t targeted. And if your links don’t even work, then you can definitely expect a poor response.
To me, that is a HUGE WASTE OF TIME!!! Which, if you have been reading my stuff for any length of time, you know that I avoid time wasters as much as possible.
The solution? The following 6 step checklist will help you ensure that you’re creating clear, useful and valuable content for your recruits that gets opened. Use this recruiting email checklist before you send out another email. Take a look at the Ultimate Recruiting Checklist that I started (it is a work in progress…)
1. Are you communicating one core thought, idea, or principal? That is a core principle that Dan Tudor will adhere to when he is producing the TRS Plans for the college coach clients that I manage. Why? It works! It allows your prospect to take in one idea at a time and gives you the opportunity to have a conversation about it in an email reply.
2. Do you tell a story or convey emotion through the elements of a promise, secret, prediction, problem, or solution?
3. Are you providing a clear, takeaway benefit to your recruit? Don’t just tell them about the “stuff” you have. Have you explained how the recruit will benefit from what we can offer?
4. Have you removed extraneous words or sentences to tighten up your message? The shorter, more direct, and clear your message, the better if you want to get a response. Too much info in 1 email will paralyze them.
5. Have you specified the response you want? Have I added a call to action, such as a phone call or follow-up email reply? Have I included my contact information, including my name, email address, social media accounts (if applicable), and phone numbers? The easier you make it for someone else to respond, the more likely they are to do so.
6. Have you written a strong subject line that grabs their attention and communicates a clear benefit to your recruit? Have I told them EXACTLY what the email is about in a few well-chosen words? You might include a call to action such as “Please respond by November 7th”, and if your message is one of a regular series of recruiting mails, such as a weekly message, you might want to think about including the date in the subject line too.
Like I said earlier, this is a work in progress. I am going to keep adding to this list. As I identify steps that I think will help get better results via recruiting through email, they will get added. What would you add to this list? Please email me your ideas at email@example.com.
I hope this helps. If you want to talk through how you are currently putting together your emails or how to reduce the amount of time it is taking you to write and respond to your recruiting emails, please reach out to me at firstname.lastname@example.org.