Over the years, our Doximity Talent Finder Client Success Team has seen some highly effective DocMail messages—and some that fall flat. Here are examples of what not to do when messaging clinicians:
Sending email blasts.
While it might be tempting to reach as many clinicians as possible, this approach rarely works. Physicians respond best to personalized messages tailored to their background and experience. In fact, the top-performing DocMail subject lines we’ve seen were sent to groups of fewer than 100 physicians.Attaching the wrong Job Template.
Always double-check that you’ve attached the correct job. Job postings can stick from session to session, so verify before hitting send. Also, proofread your DocMail for spelling and grammar errors.Using an incorrect salutation.
Address recipients appropriately—“Dr.” for physicians and first names for NPs, PAs, or CRNAs. Personalizing the salutation goes a long way in building rapport.Skipping a call-to-action.
If the physician isn’t clear on the next step, your message may be ignored. Include a clear CTA—typically your contact info—so they know how to respond. Examples: “What’s a good number to reach you at?” or “Feel free to call or text me at xxx-xxx-xxxx.”Withholding key job details.
Some recruiters leave out information hoping to spark curiosity. In reality, physicians don’t have time to chase details. Be transparent about the role to attract the right candidates and save time.Not using all your DocMails.
Make sure to send all the DocMails in your credit period. The more messages you send, the higher your chances of getting a response. If you can’t use them all, consider reaching out to other physicians in the specialty to ask for referrals.
Following these tips will help you create DocMails that get noticed and drive meaningful responses from clinicians.