It’s time to pick up the phone. With only 6 percent of recruiters using the phone to contact potential candidates today, it has essentially become a lost art.
But did you know candidates are twice as likely to respond to a phone call compared to email or LinkedIn InMail? With some candidates getting up to 40 emails a day, according to SocialTalent, giving a candidate a call will set you apart and allow you to form relationships.
Plus, picking up the phone is much more efficient. On average the response time to an email is roughly 72 hours, if at all. But making a phone call is instant with immediate results.
The fact of the matter is that you simply have to pick up the phone and make calls, knowing that you might get a “no”, but that each “no” is getting you closer to a “yes”.
And while you don’t have to adopt the recruitment method of the past and make hundreds of calls a day, spending some time on the phone could benefit you in the long run.
To get the best people, a recruiter has to start lots of dialogs and earn the trust and respect of the talent they want to hire. The process can take months and lots of phone calls and emails, but it also ensures that the candidate takes the new job with enthusiasm.
So how can you improve the quality of your recruitment phone calls? Here are four tips to improve those conversations.
- Make the first few minutes worthwhile: If you’re calling a candidate, that means you’ve already done your homework and you know that they are qualified for the position. Use the first few minutes of a phone call to establish that you know this and that’s why you’re calling. Provide the candidate with the facts and grab their attention. You need to make the conversation worth their time, so let them know why they should be interested in the first place.
- Find out what motivates the candidate: Are you talking to a passive candidate? Get a clear idea of what drives them when it comes to their professional lives. Are they looking for more money? Career advancement? This will determine how to approach the candidate. To find this out, look at which market segment they fall into – demographics, geography, etc. Then use this information to direct your conversation.
- Provide insight into the offer: Present the offer in the right way. Some candidates are contacted by recruiters on a regular basis – what makes your offer stand out? If you sell the offer well, your candidate might go from annoyed to curious.
- Turn it into a networking opportunity: If you’re on the phone with a candidate and realize that they aren’t interested in the role or they aren’t the right fit for the offer, don’t stop there. Use the call as a networking opportunity. Add the candidate to your network of potential candidates for other roles and keep the connection in case they have a professional network that could turn into future opportunities.
There’s a completely different dynamic when talking with a candidate on the phone then there is via email or in person, so it’s important to make the most of them. While email and InMail might seem like the easier option, picking up the phone can set you apart.