Most of the emails I receive from recruiters contain language and phrasing that is cocky, arrogant, evokes a sense of being harried and rushed, and is condescending in tone.  And those are the nice things I have to say about the better written emails!

In fact just the other day I received an email that in just two short sentences made my stomach sour as opposed to want to work with the search firm as my vendor/supplier or search consultant.

It made me think “Seriously?” When you write with a brash, harsh, berating tone you can expect only one assured outcome: Instant deletion.  In fact I went to delete the email out of the delete folder so that I would never see it again not even by accident.

Do you really expect someone to do business with a supposed professional that communicates as if he is a low-level drug pusher on some dark street corner paranoid about the police intercepting the deal?

When I have an important email I always follow a series of steps that insures me against using inflammatory language.

Here’s How I determine what’s important when it comes to my critical email check list:

1.Initial Presentation of services

2.Following up after initial discussion

3.Scheduling/rescheduling interviews

4.Negotiations over fee percentages or agreement clauses ( I always try to conduct by phone)

5.Write up/cover note accompanying candidate resume

6.Negotiating offer conditions/terms

7.Any correspondence with HR or Hiring Manager, or candidate during a live interview situation

I use email templates to eliminate a large portion of possible goofs. That way I just fill in the blanks and adhere to a standard model of conduct.

When I do have to engage in dialogue that’s “off script” and requires an important, written documentation to have a paper trail, I always follow this simple checklist:

1.Write up the email and save to draft

2.Never send out the same day if emotions or anger is involved

3.Re-read on another day after tempers have calmed

4.Edit and send draft to a co-worker for opinion on their reaction

5.If co-worker finds any verbiage offensive or inflammatory (even if not intentional), re-edit yet again.

6.After co-workers feel it gets the point across without damaging the relationship, send to client

By following a simple steps outlined you will stand less of a chance of shooting out emails that cause clients or candidates to walk away.

BIOGRAPHY

Within two years after leaving the corporate world for the search industry Frank Risalvato was earning $21,000 single fees – rivaling his previous annual salary on a semi-monthly basis. He founded www.iresinc.com, the search firm he continues to operate today. Today his fees average $37,500 and he works on multiple positions in the $150k range monthly. His recruiter training site now features his newest book “A Manager’s Guide To Maximizing Search Firm Success”. Click the preceding link or the book cover below for the amazon.com order page and buy a handful to share with your clients. 704-243-2110.

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