70% of the global workforce is not actively job hunting.
The remaining 30% are in the job market actively looking for new opportunities.
However, 87% of talent (including active job seekers and passive candidates) are open to exploring new job opportunities.
How do you tap into this pool of passive candidates?
Well, there are plenty of recruiting strategies, which you can find on the Skima AI blog, here we are to discuss an evergreen recruitment methodology i.e., cold calling in recruitment.
Did you know that 89% of candidates say they are more likely to accept a job offer faster if they are contacted by their recruiter?
Yup, whilst hiring automation is the key to efficiency in recruiting, some traditional recruitment approaches like cold calling candidates are still relevant in 2024 and can be crucial in improving key recruitment KPIs like time to hire and cost per hire.
Read this insight to understand what’s cold calling, the do's and don’ts, and the best practices for cold calling in recruitment.
How Cold Calling Fits Into The Recruitment Puzzle?
One of the primary steps you take in the recruitment process is using varied sourcing methods to build an effective talent pipeline.
If you have been doing it for long, you might have a candidate pool as well.
Once you have gathered and screened potentially viable candidates the next step is reaching out to them.
And, jumping straight into phone calls is often the first choice, which is referred to as ‘cold calling.’
What’s Cold Calling In Recruitment?
Cold calling is a proactive method that includes reaching out to potential candidates via ad hoc telephone or phone calls.
They can be active or passive candidates and the motive of these calls is to understand the willingness of the candidates toward applying for the vacancy you're looking to fill.
In contrast to the traditional sourcing methods where you wait for candidates to apply or come to you with a job requisite, cold calling is more active and provides much more clarity to both the candidate and the recruiter.
This also means that recruiters need to take the initiative of making these calls.
Where Recruiters Go Wrong With The Cold Calling Recruitment Strategy?
Although cold calling in recruitment is amongst the best ways, and often the fastest to build a line of communication with candidates, rushing can lead to loss of valuable talent.
Specifically, if you hop on a call without a plan.
While 77% of recruiters use LinkedIn for sourcing clients and candidates, when it comes to a cold calling strategy, they turn a blind eye.
Thus, it’s important to understand that the first call you make to a candidate is critical and must be approached with proper strategy and preparation.
So, with this blog, we break down the 10 most useful tips for cold calling in recruitment.
10 Tips To Do Cold Calling In Recruitment The Right Way
Let’s dive into how you can turn those nerve-wracking cold calls into successful outcomes with the potential candidates, and maximize your interaction to interview conversion rates.
1. Timing Is Important
Making a cold call?
Ask yourself - what time is it?
Making cold calls at odd times can lead to discovering the receiver in a bad moment, interruptions or worst of all – instant rejections.
That being said, no time can be perfect because most candidates can find cold calls annoying. So,
a. Instead of trying to figure out the perfect time, use the business hours as your standard schedule to make calls.
b. If you are starting out, consider reaching out to prospects post the first half, probably late morning or early evening. While early mornings can be pretty busy for working professionals, candidates are more likely to answer calls later, having settled into their day.
c. Further, it's crucial to start with greetings - a good morning, or afternoon; be respectful.
Recommended Hiring Insight: 6 Proactive Recruitment Strategies To Build A High-quality Talent Pool.
2. Know Your Candidate & The Company
a. As a rule of thumb you must always conduct a thorough research about the company who you are hiring for.
b. One of the first things that candidates ask apart from the job role is details about the company trying to hire them.
c. Candidates want to knwo about work-life balance at the organization, it's DEI initiatives, values, mission and vision.
Now, we know candidates can do their own research via social media and job sites but it’s the initial information that will shape their perception.
This cold calling in recruitment tip can go a long way or might not be useful at all considering which company you are representing.
A small, growing firm or a global brand.
3. Calm Down And Be Prepared
Yes, you are going to speak to a stranger for the first time.
You don’t know how they are, their nature and if they are interested in what you are trying to provide. But, don’t let these doubts overwhelm you.
Be calm and gather yourself before making your call.
Be confident.
One way to grow confidence, and overcome all the recruitment challenges is to be prepared.
The more you know about the job role and your client, the more you are prepared to answer questions and deliver detailed information.
This applies to both scenarios of reaching out to a client or a candidate.
To sum up this cold-calling recruitment tip, remember that being prepared and staying calm is key.
4. Know Your Company USP
a. What is that one thing that separates your hiring team or your recruitment agency from others?
b. What is that one reason a candidate would want to apply for your job opening?
It’s necessary to know what sets your job or company apart when talking to a candidate.
It reflects badly if you are not versed with the ins and the outs of your organization, or the company you are hiring for.
So, one of the best cold-calling tips for a recruiter is to spend some time with the hiring manager and do competitive research for similar roles to prepare for candidate queries related to your company.
When talking, emphasize on unique aspects of the job that make it stand out.
Afterall, 75% of job seekers want to know about the employer and the brand value it holds before even applying, so make sure to convey what sets this opportunity apart.
5. Answer Candidate’s Concerns
Consider this as an expansion of the 'know your company USP' tip for cold-calling in recruitment.
It is always a good idea to anticipate what could be barriers a candidate might have in their head while considering your job pitch.
a. It’s necessary that you understand and clear any concerns or queries a candidate might have during their initial talk with you.
b. It not only makes the candidates confident about their decision but also demonstrates a sense of respect for the candidate's time and career aspirations.
c. Delivering transparent and honest details about the job role can further add to a positive candidate experience.
d. Recommended Hiring Insight: Guide To High-Volume Recruiting To Meet Your Talent Needs.
6. Open Right
The key to grabbing a candidate's attention is developing a flexible script that includes a compelling opening statement.
a. While the script itself can serve as a guide that ensures you hit all the right points during the call, an opening statement can help quickly grab the attention of the potential talent and intrigue their interest in you.
b. With a relevant and captivating opening, you can also set a positive tone that can gear the conversation to more fruitful avenues as it progresses.
c. One must also consider working on their opening statement as it can further help them stay organized and focused, making sure all crucial aspects of the pitch are addressed while creating a strong first impression.
So, go back to your cold calling script and check if your opening statement can captivate your audience.
Also, do read Skima AI's insight on creative recruitment ideas to get some inspiration to experiment out-of-the-box hiring strategies for sourcing and hiring quality talent.
7. Use Social Media To Learn More About Your Candidate
Cold calling in recruitment has been an age-old practice.
However, before, there were very few means to get an instant understanding of your prospects' nature, their background or just some tea on what they have been up to lately.
Today, there is social media that can help you connect with potential candidates instantly, before even making the call.
In fact, it is one of the best channels to source passive candidates and nurture them.
a. Social research can certainly help you squeeze valuable details about the candidate that could be crucial in making the conversation more natural.
b. Plus, by setting an initial chain of communication via social media, you can start the call with some sense of familiarity, easing both you and your prospect into the conversation.
8. Send A Personalised Email
One of the ways you can get better at making cold calls is by doing something, not during the call, but after it.
Whether it’s a high-value candidate or a potential client, sending a personalized summary of the conversation via email soon after the call can leave a long-lasting cognitive imprint on the prospect.
It's a brilliant cold calling tip for recruiters.
a. Building quick, tailored and to-the-point summary emails is important for any cold-calling strategy.
b. It not only shows you are in it because you mean it but also boosts your chances of moving ahead in the hiring process, faster. So, don't forget that email.
Recommended Hiring Tool: Try Out Skima AI's Free Job Description Generator.
9. Prepare a script
Everything is here, in my head. Well, even the greatest rely on writing down their thoughts and ideas rather than leaving them in their heads.
a. Basically, even if you are confident in your head that you can make a good first impression and drive the conversation with an impromptu dialogue with the prospect, prepare a script.
b. Better yet, categorize your script based on the stage of the hiring cycle. For example– you can set a follow-up script for a candidate who hasn’t answered your initial email. Be smart, prepare a script.
Recommended Hiring Insight: 5 Benefits Of Using An Intelligent Talent Matching Platform
10. Evaluate Each Call
Every time you make a call try to evaluate your communication.
Understand what was better about it, how you could improve and where you failed to make an impact during the call.
These key insights can help you improve and become better at cold calling in recruitment.
By the way, if you want to up your hiring game in 2024, do try out using Skima AI's Talent Intelligence Tool that helps you identify best fit candidates among all the applicants (or your existing candidate pool) in the blink of an eye.
Cold Calling vs Warm Calling
Did this blog help you expand your knowledge about cold calling and how to use it in your recruitment or sales process?
Yes? Well, there is something else you should know- warm calling.
As opposed to cold calling, warm calling is engaging with candidates who have already shown interest in you.
For example - if a candidate fills in a contact form on the company website or career page, and you reach out to them via call, it will be called warm calling.
This can be considered as a targeted approach that assists you in connecting with potential candidates in an insightful way.
Practising warm calling can also help enhance trust and credibility, approach in a personalized manner and improve the rate of interview conversion significantly.
Recommended Action: Book A Demo To See How Skima AI Can Transform Your Hiring Processes, And Reduce Your Cost Per Hire And Time To Hire.
End Note
Many consider cold calling as a dead art form, but you would be surprised to know that a majority of businesses across the globe still practice cold calling on a daily basis and recruitment is no different.
Use the cold calling tips to enhance your recruitment practices and attract clients and candidates alike.
For more recruitment tips and guides, subscribe to Skima AI's blog.
Happy Recruiting!
