Calling candidates is one of the most efficient and effective ways to recruit. You should know how to improve your recruiting calls with candidates to screen the most suitable ones.
Know what drives a candidate
It's important to know and understand what drives a candidate prior to that initial call. Seek to figure out what motivates or interests candidates in looking at other opportunities, such as forward growth in their career path. Or are they seeking new opportunities in a more dynamic career? This is often displayed on the “Career Objectives” of the candidate’s resume.
Also try to understand what specific "market segment" this particular candidate pool is part of. A particular candidate pool should be broken into different segments such as geography, salary range, job level. As each segment is interested in different things, the message you market to them can be altered to tap into that particular segment.
Know what makes the job exceptional
Top passive candidates who don't know you will not likely want to spend any time hearing, much less discussing a potential opportunity with you.
To capture their attention, you need to present an interesting opportunity. This may lead to either an interview and potential job offer or a high quality referral.
"Would you be open to explore a situation if it was significantly better than what you're doing now?" This is the best approach to presenting a job that is a great opportunity for the candidate. What's in it for them? Why is this opportunity different from other similar positions?
Basically, you need to be able to sell the job to them and know why it's exceptional. Passive candidates are not keen on considering other opportunities, unless it involves something that interests them enough to engage in further conversation.
Value your time and take back information
Also, when calling a candidate, especially the ones aren’t expecting a call from you, it is very important to get as much information as you can during that initial conversation. You do not want to waste you time on candidates that are not qualified.
Unless you understand the job and how it relates to their goals and career aspirations, there is no sense in wasting your time speaking with them. If you can persuade them about the opportunity and growth this position presents, they are much more likely to be interested and want to move forward with further discussions.
Understand the value of candidate’s skills
You must understand the value of the candidate’s skills for a particular position.
Unless you understand the job and how it relates to their goals and career aspirations, there is no sense in wasting your time speaking with them.
Additionally, recruiters who know and understand the job and how it relates to candidates with similar backgrounds, are much more credible and confident in their delivery of the opportunity.
Networking
You must proactively network with good candidates in order to reap the benefits of other good candidates. It might sound absurd, but be patient and remember to ask for a referral to another candidate if your initial candidate rejects the position. This is a very good way to build your database and fill your job orders. Most highly qualified people will not likely volunteer referrals unless you have shown them their due interest, and they have decided that your opportunity is not a good fit for them personally.
You see that every call is an opportunity. Make the best use of it. Also, you should not only seek out qualified individuals but also use your initial calls as a networking tool to gain more connections for current or future opportunities.
Source: Careerbuilder
