Why We Don’t Allow Mass Email. (Plus Some Email Tips.)
Whether or not you use PhysEmp’s services for physician recruiters, you may have heard that we have an excellent Active Physicians Database. Each and every one of these 10,000 physicians has been carefully researched by our team of experts, is actively looking for new opportunities, and has completed—or is completing—a U.S. residency. Great, right? Right!
But often, once a recruiter signs up to use our database, one of the first questions they’ll ask is, “So, how can I send mass emails to everyone here?” The simple answer is: you can’t. Here’s the very important reason why.
Just Say No to Spam
Just as our recruiter clients mean the world to us, so do the physicians in our database. Over the past two decades, we’ve carefully cultivated relationships with these physicians to help ensure they meet your standards. In turn, we ask that you, as recruiters, approach these candidates on a one-by-one basis. It’s this basic formula that makes our database so valuable and ensures integrity on both sides.
Moreover, this personal approach helps our physician candidates to feel that our service isn’t just about spamming them with empty offers—it’s about helping them to connect with opportunities that match their needs. This is what keeps quality physician candidates coming back to our database, which ultimately benefits you.
One last point on the topic: although you can’t mass email job listings to our Active Physicians Database, you can send individual emails to physicians whose job search specifications don’t exactly match those of your current openings. But if you do so, we do recommend that you explain your thinking to the candidate, e.g. “Dr. Smith, we see you’re looking for otolaryngology jobs in Missouri, but might we interest you in an ENT position at Hospital ABC in sunny Florida, where you’ll enjoy summer year-round?” or “Dr. Smith, I know you’re searching for ENT jobs in Missouri, but I wanted to share an excellent opportunity at the prestigious University of Iowa Hospitals with you.” You get the idea.
The Good, the Bad, and the Ugly
Speaking of emailing physicians, we thought we’d share a few examples of the kinds of emails that will catch the attention of quality physician candidates, and the kind that read more like, well, canned pork in a tin container. These examples are inspired by actual emails we’ve seen through our site, but of course they’re not real emails (we respect your privacy, after all).
Dear Dr. James Smith,
I hope you are enjoying the summer weather in San Antonio. I’ve reviewed the information you provided on PhysEmp.com and your credentials are an excellent match for a job opening in San Francisco.
San Francisco’s prestigious XYZ Hospital is looking to hire a part-time or full-time permanent Family/Internal Practice physician to join their team. Aside from being located in a beautiful city, this position offers a competitive salary and generous benefits. If you would like to speak with our client, I can pass on your most current CV and ask them to call you directly to give you more information on this opportunity. My contact information is below, and I’ll give you a quick call to see if you’d prefer to discuss this over the phone.
I look forward to your reply. Have a great day!
1234 Saratoga Springs, FL
I’m in California and have both locum and full-time positions which are you seeking?
Rick, any interest in learning about my job posting?
HELLO THANKS YOUR YOU’RE INTEREST IN OUR OPPY! I’M GRANT OFFICE MANAGER FOR XYZ HOSPITAL PLEASE EMAIL YOUR CV SO I MAY CALL YOU TO DISCUSS JOB DETAILS. PLEASE CALL 123-456-7890 ANYTIME NIGHT OR DAY.
Give ‘Em Some Meat and Potatoes
As you can see from the examples above, it’s better to avoid short and spammy emails in favor of something more warm, friendly, professional, and substantial. Give them some meat and potatoes: list enough information to entice your prospective candidate, but don’t make it an overwhelming ten-course meal.
And of course, including your contact information and a strong call to action are very important as well. These things might sound pretty obvious, but you’d be surprised how many recruiters leave them out.
With that, we’ll leave you to your recruiting. Questions or comments? Share them below. We’d love to hear from you.
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