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This is a process used in the recruitment industry when calling candidates for the first time. Essentially, in this scenario the candidate will already be expecting a call as they may have sent in a CV or responded to an email for example. As a recruiter, you don't need to be quite as consultative as in the 10 step sales process, but you do need to gather a certain amount of information from the candidate so you can impulse them into working with you andlooking at the job market, as well as gathering enough information so that you can draw on it later if you get any objections.
A typical conversation will follow the following structure
1. Pre Call preparation. This is essentially setting some objectives for the call and planning how you
will hit the objectives. Preparation includes deciding on how you will introduce yourself and what the
first questions are going to be.
2. Introduction. Getting the call going, separating yourself from other agents and explaining why you
are calling.
3. Information gathering. This is a really important part of the call. All the information gathered here
will be used right the way through the recruitment process, right the way into the closing at the end. You
need to understand what they do, what experience they have and importantly what their motivators are
to do it and what they really want to do. This will give you an idea of how to sell a role to them moving
forward. You’ll also want to establish what reasons they have for leaving their current role and find out
where else they are interviewing.
4. Presentation. You need to use the information gathered in the previous step to explain the
opportunities you have on offer. Don’t get them excited about one role specifically, try and get them
excited about the whole market. Explain that someone with their skill set will generate a lot of interest
on the market. Explain that you would like to represent them across your entire client list for all relevant
roles.
5. Close. This section is where you get the candidate to agree to have you represent them. Test their
commitment a little, ask them to update their CV to make it more marketable, set a deadline.
6. Record. Make sure you record all the information gathered and discussed in the conversation, as it
will help at offer stage to ensure the candidate doesn’t accept a counter offer or an offer through another
agent
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