Articles - Recruiting and Candidate Dev

Have you ever experienced any of the following responses when making your opening comments on a cold recruiting call (not referred by a third party)?

“Tell me the name of the company and I’ll tell you whether or not I’m interested in listening to you.”
“I’m not interested in changing jobs.”
“How did you get my name?”

When statements like these interrupt your opening comments, it is typically an indication that the targeted Recruit has had one or more negative experiences with Recruiters and/or you have seriously mispositioned yourself on the call.  Although you have no control over the Recruit’s previous experience with Recruiters, you can and should control your positioning on the call.  This positioning begins with your opening comments, which should contain the reason for your call.  If your reason for calling does not position you as having something of value for the Recruit, they will immediately begin to implement an exit strategy from the call.  When this occurs the Recruit stops listening and your call has little chance of success.

As with marketing calls, you have approximately thirty seconds to do three things: ...

• Gain the Recruit’s Attention.
• Eliminate (or at least not create) a Reflex Rejection.
• Change the Dynamics from a Monologue to a Dialogue.

A sincere and forthright approach, one that does not try to manipulate or mislead the Recruit, will over time deliver the most productive results.

After introducing yourself and insuring the Recruit is in a position where they can speak freely, you need to answer this critical question:

“Why are you calling me?”

The following examples of “how” to state the purpose for the call are designed to stimulate your creative instincts.  They should be considered merely as points of reference and not absolutes.  The principles they represent are far more important than the actual wording.

Example  One
“(Recruit’s Name), we have not talked together before and consequently, I only have a limited amount of information on you.  However, my area of specialization is (specialty) and I am aware of no other way of determining if you could benefit from a discussion with me than picking up the phone and calling.  Does that seem reasonable?”

Example  Two
“My area of specialization is (specialty).  Repositioning professionals within this specialization is all that I do and I do it very well. It is my understanding that you may match the (function title) profile that, from a career perspective, typically receives the most benefit from my services.  Are you open to investing a few minutes with me in order to determine whether or not this could be true for you?”

Example  Three
“My call to you could be well timed if you have an interest in bench marking your present position against the standards for (specialty area).  Would this be of value to you?”

Example  Four
“In the process of conducting my search, your name has surfaced as an (functional title) who may have some of the qualifications my client is seeking.  Are you open to discussing with me the possibility of comparing your present position with an opportunity outside your organization?”

Example  Five
“(Recruits Name) if we could take a few minutes and share some information, we should be able to jointly determine whether or not I am properly positioned to help facilitate the realization of your career objectives.  Should we proceed?”

Example  Six
“My recruiting work in the (your specialization) positions me to serve as a sounding board and career resource for (functional title).  A brief discussion should allow us to determine whether in like fashion, I can provide that same value to you.  Can you see benefit in this?”

Example  Seven
“As a recruiter who focuses on (specialty), I may very well be in a position to provide benefit to you in a couple of ways.  First, I can provide career bench marking and industry specific reference points.  Secondly, with proper timing I may be in a position to introduce you to specific opportunities that could allow for a more rapid career progression.  Would a relationship of this nature be of value to you?”

Example  Eight
“Since the focus of my business is bringing (functional titles) together with opportunities that provide the proper combination of professional environment, job content, and growth potential, it seemed logical for me to initiate this contact.  From the perspective of your career, how is the timing of my call?”

In the above examples you no doubt noticed that we did not “pitch” a specific opening or search.  There are two reasons for this.  First, “pitching an opening” is the most widely used approach to recruiting.  This article is attempting to provide you with alternatives.  Secondly, the “pitching an opening” approach is generally handled incorrectly by most Recruiters, thereby creating the responses mentioned at the beginning of this article.

On the initial call many Recruiters move too fast and sell too hard.  They never gain control of the call, find it difficult to create an interest on the part of the Recruit, and ultimately are either shut out or end up with a limited amount of information from a Recruit who is anything but cooperative.

If your initial approach to a potential Recruit accomplishes its objectives, you will create a situational trust that will lead to a timely, honest flow of pertinent information.  It is only in this manner that you can begin to effectively execute a process that delivers value to everyone concerned.

If you have any questions or comments, please let me know.  Your inquires are always welcome.

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Biography

Recipient of the “Harold B. Nelson Award”, Terry Petra is one of our industry’s leading trainers and consultants.  He has successfully conducted in-house programs for hundreds of search, placement, temporary staffing firms and industry groups across the U.S., Canada, Mexico, Australia, New Zealand, Russia, England, and South Africa.  To learn more about his training products and services, including “PETRA ON CALL”, and “BUSINESS VALUATION”, visit his web site at:  www.tpetra.com.  Terry can be reached at (651) 738-8561 or e-mail him at: Terry@tpetra.com

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