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chelynn said:Good points Katie! With the director part, I was thinking really for my own benefit, since I have NEVER done a recruiting call, as I have been a consultant for less than 30 days and done ONE show, lol! You're right, I'll change that.
I also don't have a website yet (waiting for commission $$ to pay for that), but that's a good point about them just signing up there. Hmmm, what to do.
I like the part about constant support!
Thank you!!!
Ack! Really? Ooof, I'll work on it.Chef Kearns said:From strictly an editor's perspective I would try to shave off 2-3 (if you can handle it...4) paragraphs. It may not look so long in an email, but I wouldn't want to give too much info right away. You want to make sure you are giving them the info that is important to them.
I would probably move up the "So what do I do?" paragraph. I like how you applied how their current abilities would work for PC.
Good job! Let us know how it goes!!
It can be a good idea, but it depends on your approach and the specific job seekers you are targeting. Some people may be open to hearing about potential job opportunities, while others may find it intrusive or annoying. It's important to have a clear and respectful message when reaching out to potential candidates.
It can be a bad idea if you do not have a specific job or opportunity to offer, or if you are not familiar with the person or their qualifications. Cold recruiting can also be seen as spammy or intrusive if not done properly. It's important to be respectful and genuine in your approach.
It's important to be clear and concise when reaching out to potential candidates. Start by introducing yourself and your company, and then explain why you think they would be a good fit for the job opportunity. Let them know of any specific qualifications or experience that caught your attention and ask if they would be interested in hearing more about the opportunity.
One way to avoid being intrusive is to make sure you have a specific job or opportunity to offer. This shows that you have taken the time to target the right candidates and are not just sending out mass messages. Additionally, be respectful of their time and do not pressure them into responding or taking the opportunity if they are not interested.
It can be an effective way to find candidates, as long as it is done properly and with a targeted approach. It's important to remember that not everyone will be open to hearing about job opportunities, so it may take some trial and error to find the right candidates. However, it can be a useful strategy for finding potential candidates who may not be actively searching for jobs but could be a good fit for your company.