Before we start to discuss how pitch makes the difference, we need to know what runs through a candidate's mind when he receives a call for a new opportunity:-
•Not looking for a job change - May not even respond to calls or would clearly state he is not interested
•Looking actively for a job change – Candidate will be more keen to accept the job.
•Looking passively for a job change – candidate will decide on few jobs before selecting one offer, they may also be retained by the company
•Looking for an offer to negotiate with the current employer – before their internal appraisal, they may look to get a good offer from the market to show it to their current employer
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Problem with recruiters is that they are not able to fully understand the mindset of the candidate whom they are pitching in for the first time. This leads to increased salary expectations, counter offers, sudden loss of interest and ultimately dropouts. Sadly, most of the recruiters pitch in a very routine and monotonous manner wherein its like a script written that has to be read out in front of the candidates. There are certain questions which recruiters ask such as :-
a. are you looking for job change
b. please tell us if you have worked on xyz technology
c. what is your current CTC, notice period and expectations
Here i would like to clarify that not every recruiter would be limited in asking these questions only but because recruitment consulting is so challenging where everyone is driven by targets , no. of closures and certain no. of calls, they invariably end up in missing out on asking critical questions and fail to establish some sort of a relationship with the candidates.
I have listed couple of points below which might help us in building that connect with our prospect candidate :-
A. Do your homework before calling the person - If you are certain that any candidate is right up their for the role you are looking at then ensure we have gone through his CV and found out some of his great achievements which you can speak about or rather right about at the start of your conversation
Do not start like the way given below :-
•"Hi Manish, I got your reference from Naukri, Would you be interested for a new JOB opportunity?”
As a recruiter, you need to be much more assertive in your messaging :-
•"Hi Manish, I was reading your profile. you have been instrumental in setting out xyz technology in your company and have gained lot of recognition, pertaining to your work and admiration. would you be interested in considering a new role?”
B. Try to understand critical pointers :- When a person says he looking for a better opportunity, it creates a doubt that what exactly he means by that. Is he not getting that in his current company ? is he not only looking for a better compensation ? Knowing reason for change is essential as it can help you negotiating the offer with the candidate. i.e. if a person is in different location but wants to come back to his/her hometown then salary can be negotiated better . If the candidate says salary expectation is negotiable ( to keep it open ended ) then ask him if he can come at 10 percent hike (many wont agree ) i.e. If manish says he is open to negotiations, and is currently at 20 lpa , then ask if we can write your expectation as 22 lpa. He may quickly disagree and tell you the right number.
C. Build a strong reputation :- The phone call you make is the first time any candidate has been contacted by your company. Make it worthwhile and fruitful. Like any interview, first impressions are everything. The candidate is interviewing you as much as you are interviewing them, and they’ll be grading you on everything from your knowledge of the company to whether they understand what you do as a profession.They’ll be asking a list of questions, if they’re any good. You would be responsible for presenting the client as a great place at which to work. Tell about your past experiences with them. Tell them what they will gain. Also, its important for you to understand what they are looking for and how you can assist them.
D. Build Relationship :- Every candidate is an asset for you. The best recruiters talk to the candidates even if they are not currently with their clients. They talk about the market, companies, and what’s going on. They help recruiter grow in their careers. They trade stories about the best places to work, and candidates help them understand some the motivations of other professionals we may know. The best recruiters turn it into a professional friendship that goes beyond the initial contact, in the same way we see real estate agents reach out to people that live in the neighborhood. The candidate’s favorite recruiters ask them for referrals, which they will give without thinking twice. They will tell them about companies that are looking for candidates, and match them up with other great people that are a better fit for the position.
I hope many of our friends will find it useful and can incorporate some practices in their work and make it better place . I would like to thank you for your time.