An important part of our training process for new recruiters is how to pitch jobs to targeted candidate executives that they recruiting.
Here are some of the steps we teach:
1) Identify who you are as the recruiter and why you are calling that person. Be honest and direct.
2) Ask if they have a couple of minutes to take your call. Be mindful of their time frame.
3) Tell the recruited candidate why you are calling them. It is usually effective to appeal to their ego by saying, “we have reviewed your resume or internet profile and believe you could be a perfect fit for this position.” Of course, be sincere. Also, telling someone they are a perfect fit helps the candidate feel positive about the discussion and they will most likely want to work through the remaining conversation.
4) Talk about the job requirements and company (if not a confidential search). Make sure you bring energy and enthusiasm to this part of the discussion. Keep this part relatively brief and to the point. For example, “this position and company needs someone who is a current VP level, possesses 10 years plus of software sales experience, brings strong leadership qualities including an entrepreneurial operating style and is interested in moving to Austin, Texas.”
5) At this point in the discussion the recruiter will sense the interest from the recruited candidate. We always offer to send the job description asap so the targeted candidate can gain more complete information about the position.
6) Tell the recruited candidate when they will receive the job description. Also, promise a follow up date with them to assess their interest and fit. They may tell you right then and there that they have a great deal of interest. If that is the case, set up a time and date in the very near future to interview the candidate.
7) Tell the recruited candidate what the interview process ahead of them will look like. Creating a picture of the complete process lessens the anxiety the candidate may be feeling about the time requirements.
We urge our recruiters to create urgency and excitement about the opportunity and start an honest and candid business relationship, especially during the initial stage. Much more work and diligence needs to be accomplished to finally hire the best candidate for the job but if you have a great start with initial candidates, the rest of the process will fall into place. The recruiter will become a trusted partner and advisor to the targeted candidate if the initial contact is completed in a superb and credible manner.
Like our company tag line, we start to build that bridge between the client and candidate on Day One.
