RECRUITING SCRIPTS THAT RESULT IN HITS!

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1 RECRUITING SCRIPTS THAT RESULT IN HITS! Presented by: Barb Bruno, CPC, CTS January 23, 11:00 am CST Phone Number: Access Code: Keep these facts in mind: 1. In order for an individual to go through the trauma of a job change, there has to be something of MAJOR significance that they do not like about their current situation. 2. Most people do not make a change ONLY for more money. Money is always part of their decision, but you must uncover their HOT BUTTONS. 3. The more trust and rapport you develop with each Candidate, the better chance you have of representing this person. 4. They really don t care about what YOU think is best for THEM. 5. You must keep your OPINIONS to yourself. 6. If you help this individual make the right move for them, it will result in referrals, additional Job Orders and a Lifelong Relationship. 7. Never compromise your high standard of ethics. We are currently in a Candidate Driven Market and the competition for top talent is extreme. You must become a magnet for top talent. This will help you in being able to cover the Job Order flow on your desk. Recruiting presentations must be completed every single day without exception. Your Clients expect results and your reputation is on the back of every Candidate you represent. Focused and consistent recruiting is the best way to satisfy the needs of your Client companies. You increase your chances of success because the recruited Candidates possess the exact experience your Clients have requested. You can present the best person available vs. the best person in your database. Client companies make quicker decisions when they know they are competing for top talent. Before you begin to recruit 1. Become comfortable with the concept of recruiting. 2. Plan, prepare and get enthusiastic about your opportunities. 3. Set daily RESULT GOALS. How many hits do you need daily to attain your production goals? 4. Most importantly EXPECT TO SUCCEED!

2 Page 2 Put names on your recruiting sheets in order of Priority. 1. Names given by Clients as possible recruits. 2. Names of current Candidates in the database. 3. Reactivated Candidates. 4. Candidates from companies the Client likes. 5. Names of past references. 6. Supervisors of past Candidates with similar experience. 7. New names from sources, Internet and past recruits. It is wise to stay within the immediate geographic area first, unless your Client has exhausted the local market with previous recruiting efforts. THE RECRUITING CALL: The greatest problem with most recruiting calls is that they all sound alike. We even resort to verbiage used by beginners in the sales profession. Good Morning, my name is and how are you today? You have just told this person that you are a salesperson. Unless this person knows you, they are not going to tell you how they are and they will screen your call. Try to accomplish the following when you are making your presentations: 1. Set yourself up as an expert in their industry/profession. This allows you to have access to great opportunities that are NOT ADVERTISED. 2. Share the credentials of your firm to establish credibility. 3. You place your reputation on every person you represent. You need to represent above average individuals and the best companies in their profession. 4. Develop rapport. There are five objectives for every recruiting call: 1. Find specific Candidates for a specific Job Order. 2. Get referrals from Candidates in your specialty area. 3. Build a recruiting network. 4. Get excess Candidates to list with you. This will build your candidate database. 5. Advertise yourself, your specialty and your firm.

3 Page 3 There are endless recruiting methods that work. You need to write down various scripts and use them during your presentation. Eventually, you will find the method that best fits your personality and discipline. If you don t have FUN during your recruiting presentations, you will never attain the level of success you desire. People want to be represented by someone they enjoy working with. Your personality and positive attitude need to come across during your presentations. RECRUITING SCRIPT #1 (Enticement Method) Good afternoon/morning my name is. I m a corporate recruiter with. The reason I called you today is to see if you might be able to help me? I ve been retained by several Clients to help them attract an above average. In the past, I ve received some of my best referrals from people like you, who are working and know who is qualified and who is not. Insert the best job and the company s selling points that you have to offer. Explain that this opportunity is an example of the various types of opportunities you represent. Do not immediately specify the qualifications you are looking for, but stress the sizzle of the opportunity. I was wondering if anyone came to mind? Who s name would you be willing to share with me? Is there anyone who you might know? Do you know? Do you know question always brings out a NO response! Make sure you avoid the words currently interested or looking when asking for possible referrals. These phrases limit you to only people who are currently in a job search. Most of the people we have placed in jobs, were not actively interviewing when we first contacted them. RECRUITING SCRIPT #2 (Profiling Method) Good morning. My name is. The reason for my call today is to introduce myself to you. I am with. We are executive recruiters who specialize in helping individuals in your profession make their next career move. Most individuals I speak with do not plan to retire from their current employer and understand their salary escalates with every career move. I understand that you are a. How many years have you actually been a?

4 Page 4 I represent many of the top talented professionals in your field and I would like to have the chance to get to know you better. How long have you been with your current company? In this part of your call, you will ask questions that answer the following: 1. Job Title 2. Years of Experience 3. Education 4. Area of Expertise 5. Salary Demands As I explained, I represent many of the professionals in your occupation. I help them advance their careers. Would you like me to be your eyes and ears in the job market as well? IN RECRUITING YOU ARE ATTEMPTING TO BRIDGE THE GAP FROM WHAT YOU ARE PRESENTING TO THE LIVES, NEEDS AND HOT BUTTONS OF YOUR RECRUITS. RECRUITING SCRIPT #3 (Programmer Script) Hi, you and I haven t spoken before, but earlier today I spoke with an individual that recommended we talk. Let me take the mystery out of this call. I represent a company based in that separates programmers who excel from the ones who have mid or average skills. The name of my firm is. We have been hired by some of the leading technology companies and Fortune 100 firms. We identify, evaluate and introduce them to programmers who stand out from their peers. CAN I ASK WHO GAVE YOU MY NAME? The individual who referred you is currently being represented by us in a search. If you would like us to represent your interests, I would offer you the same level of confidentiality. This person has no idea if you would consider a career move, but knew you were well networked.

5 Page 5 I just wanted to take the initiative to find out if you might be interested in staying up-to-date with the opportunities that might offer the type of challenge you would want in your next position. What types of opportunities would you like to hear about? RECRUITING SCRIPT #4 (Office Support) Hello, my name is. Very quickly, I was hoping that you could help me with something? For the past few days, I ve been networking with a number of secretaries and administrative assistants. I am a career consultant and I ve been hired by several top corporations/law firms in to identify top talent. These companies have the latest technology, offer competitive salaries and have very generous benefits and time off policies. I have found that I get my best referrals from people like you because you are currently working. You know who is good who is not! Most secretaries I know are just too busy working to conduct their own career search so we can do it for them at NO COST. Is there anyone that you could think of that is above average in your profession, and who s name you d be willing to share with me? BONUS TIP #1 Another good point to make Putting your career in the hands of an experienced recruiter is the best passive way to be open to top opportunities in your profession. Once we know what is important to you, we know when to call you! BONUS TIP #2 I m your agent for FREE!

6 Page 6 BONUS TIP #3 You can triple your referrals of top talent by having a blind list typed up of all job orders in your firm. Don t list salary, but put COMPETITIVE. You also need to list the SELLING POINTS of each Client without identifying the company. Attempt to get everyone s address and send them this list. You will be amazed at the Lateral Marketing that automatically happens. Your referrals will dramatically increase! OTHER SUGGESTIONS TO IMPROVE YOUR RECRUITING SKILLS: 1. The more successful you are at addressing the WIIFM (What s In It For Me?) issue, the more successful you will become with your recruiting presentations. 2. Tape your recruiting calls. 3. Remember to overcome at least THREE OBJECTIONS. If you don t do this, then you are making customer service calls NOT sales calls!