How to improve your recruiting calls with candidates

When screening candidates, the obvious approach is a phone call. They are a quick and easy way of establishing their suitability and generally yield immediate results. However, there are several points that every recruiter should consider prior to picking up the phone. Here are a few tips on how to improve your next phone call.

The start of a call
If you are planning on getting in touch with a candidate, you more than likely have assessed their qualifications and feel they could potentially be the right fit for a role. Therefore, it’s crucial that the first few minutes of your call aid in building a connection with that candidate, especially if it is a cold call, as they are not expecting it.

Once you have carried out a brief background check, you can find out all the necessary information required to ensure that they possess the right qualities for the job. You must also remember to provide sufficient information about the role and company in order to engage the candidate and make their time worthwhile.

Discover what motivates candidates
To be able to carry out an effective phone interview you will need to have a clear grasp of what drives the candidate in terms of professional growth. An easy way to find this information out is by simply reviewing the career objectives section listed in their CV, but generally it will be up to you to figure them out.

Market segmentation is a great way for you to be able to acquire this data. Segment your candidate pool by the following criteria – demography, geography and psychographics. After you have carried out this step uncovering their interests and key motivators should be relatively easy and can be used to inform your next phone call.

Recognise what you are offering
Capturing a candidate’s attention can be a difficult task, especially when it was their amazing skill set that caught your attention in the first place. They inevitably are already in touch with other hiring managers.
Therefore, your offer should stand out among the rest with an aim of scheduling an interview and subsequent job offer. Ace the proposal stages and your candidate should be intrigued and engaged.

Understand their skills
Avoid wasting time in contacting a candidate that skill set has no value to the position you are attempting to fill. Ensure that you are aware of the basic skills needed to carry out the job and if they are relevant to a candidate’s career goals.

For more information on how SourceBreaker can help source you the best candidates for your roles, contact us on +44 (0) 20 3794 8120