Head of Search Support
In a major announcement in October 2023, Google unveiled a significant update to tackle email spam. The tech giant announced it will impose stricter guidelines on senders who send more than 5000bulk emails daily to Gmail users. These guidelines are designed to enhance spam prevention, enhance email security, and simplify the process for Gmail users to unsubscribe from commercial email lists.
Scheduled to take effect in February 2024, the new requirements will include the enforcement of a clear spam rate threshold for bulk email senders. This measure aims to curb the inundation of Gmail users with unwanted messages. While Gmail's existing guidelines suggest keeping spam output below 0.3 percent, this has been more of a recommendation. According to Google, the move will result in less spam in your inbox.
Google says that bulk senders will need to make it easier for Gmail users to unsubscribe from commercial emails with a single click, and unsubscribe requests must be processed within two days.
Google will also require senders to “strongly authenticate” their emails by complying with Google’s best practices. This move will help plug loopholes exploited by attackers, making Gmail more secure and trustworthy.
The bottomline: If your current outreach involves sending more than 5000 emails to candidates daily, it's time to focus on building credibility and facilitating a user-friendly unsubscribe process. It's crucial that your unsubscribe button doesn't lead candidates to a new page, prompting them to complete an extensive survey explaining their decision to unsubscribe.
Here's a quick reckoner to navigating the spam trap when sending recruiting outreach:
Your email software service should support industry protocol standards such as SPF (Sender Policy Framework), DKIM (DomainKeys Identified Mail) and DMARC (Domain-based Message Authentication, Reporting and Conformance). While leading email software services support email authentication, if you send more than 5000 emails aday, you must authenticate your emails starting February 1, 2024.
While losing subscribers might sting, offering candidates a simple and transparent way to opt out of your communications is not just the right thing to do, it's also a strategic move that benefits both parties. Here's why:
Candidate Respect: By providing a clear and easily accessible unsubscribe option, you demonstrate respect for your candidates' time and preferences. This fosters trust and enhances their perception of your brand as ethical and trustworthy.
Reduced Spam Complaints: Frustrated candidates who feel bombarded with unwanted messages are likelier to mark them as spam. Implementing a seamless unsubscribe process minimizes the risk of complaints and protects your sender reputation.
Engaged Audience: When candidates feel empowered to control their communication with you, they are likelier to remain engaged. They'll be receptive to targeted messages addressing their needs and career goals.
Valuable Insights: Analyzing unsubscribe data provides valuable insights into why candidates opt out. This can help you refine your communication strategies, improve the content relevance, and ultimately attract and retain the right talent.
Email intent and content will determine delivery in the face of stricter spam regulations. Google heavily relies on artificial intelligence (AI) to filter spam, blocking over 15 billion emails daily. The thing is, generative AI tools, fueled by large language models, are rapidly improving. They can now create emails that mimic human language flawlessly, making it difficult for machines to distinguish between legitimate and unwanted messages. That's where intent and content come in.
When email providers analyze your messages, they're not just looking for technical markers of spam. They're also trying to understand the purpose of your email and the value it offers to the recipient.
This means you must focus on:
While email remains one of the most effective sourcing channels, it’s always a good idea to diversify your candidate outreach to tap into a broader pool of qualified candidates and build a stronger talent pipeline. The numbers speak volumes: according to a 2022 study by CareerArc and Harris Poll, 65% of jobseekers with work experience have discovered new job opportunities on social media, and 63% have applied to these opportunities. This means a vast pool of qualified individuals remains untapped, waiting for talent professionals to diversify their sourcing methods and reach out to them through channels beyond the inbox.
While phone calls may seem old-fashioned today, 70% of candidates are open to being contacted on the phone by recruiters. This preference stems from the inherent human connection fostered through personal conversations. A phone call allows you to:
Social media platforms like Facebook, Twitter, and LinkedIn are treasure troves of potential talent. With over 4.62 billion active social media users globally (Statista, 2023), these platforms offer an unparalleled opportunity to connect with individuals who might not be actively searching for new opportunities.
The recent shift in email provider policies doesn't necessarily spell bad news for talent leaders operating in staffing agencies or industries reliant on mass recruiting emails. Major providers like Google and Yahoo champion increased transparency and adherence to open standards.
To navigate these changes effectively, consider leveraging candidate-sourcing solutions like ChatterWorks. These tools offer unmatched insights into candidate data, empowering you to diversify your outreach strategy. Gain valuable insights from verified candidate data to diversify your outreach efforts. Craft a multi-pronged strategy that navigates spam filters successfully and strengthens your connections through social media and phone interactions.
To discover how ChatterWorks can help you, book a demo and see us in action!