Octavious
Hr Manager
Sweta Jain
Hr Executive
Roma888
Hr Trainee
Badrinath
Executive-hr
Raghuveerp2003@yahoo.com
Recruiting Professional
Mr_akhil
4.4 Years Of Exp In Hr And Admin
+2 Others

Hi
I am Badri.I am into recruitments for a Software company.
Do you have any specific "pitch" that you use while calling candidates?Normally, a professional pitch which details what we are and what we want yields better results than haphazard one.
There are lots of pitches for Sales,I guess there is a good one for recruitments, either
Thanks.
Badri.
24th July 2006 From India, Madras
Hi Badri,

You are absolutely right. In recruitments the first and foremost thing is how you sell your organization. As it is said that the first impression is the best impression, when you speak to a candidate, you should be able to present your organization in a very professional way. Try to explain everything about your organization like how big the org is, how old it is, what does the company do, who are the clients, etc. By this you should be able to convince the candidate to feel that your organization is a standard and a good one in the competitive market. Then you proceed explaining about the current requirement and whether the candidate is looking out for a change or not. There are many people who just listen everything we speak and then they say that they are not looking for a change. This is just a waste of ur as well as his/her time. So make sure that the candidate is interested to go for a change and then proceed. I think the main thing in recruitment of any field or area is to best sell your organization. If the selling is done perfectly the remaining things become easier.

Please feel free to get back to me in case u require any other information.

Regards,

Sudha
24th July 2006 From India, Hyderabad
Hi Sudha & Radha,
I think you have answered my question.Thanks a lot!!!
Here's another question:
#When you ask a person "Is it the right time to speak?",chances are that the person is not busy,even then he pretends to be one and asks us to call him back.(I think its more of an ego thing)
#I have seen this case happening with male candidates,rather than with female ones.If there isn't a genuine reason,female candidates normally answer the call.
#Also,i think it would be better to ask the senior guys(more than 4+ yrs exp),whether its a good time to speak.
Is there any particular "key word" you think we can use to know whether he/she can take the call at that moment.
Correct me if I m wrong.
Thanks,
Badri.
25th July 2006 From India, Madras
You are absolutely right Badri. When they say that they are busy and are not ready to speak to us, the only option left with us to take their convenient time and then call them back. It is very obvious that people hesitate to answer such calls, even we go in the same way when we get such calls, right? Its very fair on their part because taking such calls in the office premises is not safe enough. But as you said that we must ask their convenient time to speak whereas for the remaining candidates we can take their interest and then proceed further. But maximum all the candidates would ask to call them later. We should plan the timings in such a way that the candidate might be out of the office, like before the office hours, in the lunch time or after the general office hours. See for each requirement the work timings would be different. For example, if you are working for the software requirements, you may try to call the candidates in the morning between 9 to 10, for ITES people, the best time would be between evening 6 to 8. As you asked about the keywords, I would prefer a very simple terminology while speaking to the candidates.

Please get back to me if any more information required.

Regards,

Sudha
25th July 2006 From India, Hyderabad
Thanx for all that wonderful information, i too am new in this industry could someone help me with what is a recruitment pitch is like, i mean some puch liners or so which help you sell your product better, or a general complete recruitment pitch sample, would be really great if someone could help me with the same.
Roma.
12th February 2007 From India, Mumbai
First dont scare the candidate off,rmbr ur not selling thngs u aint sales prsn,but a recruiter,who has a valueable offer offr the candidate.Ask him whtr he is cmfrtble tlking to u,ths is vry imprt bcs at tmes the candidate may be wth his senior or wth the client,if he is bsy thn ask him whc time wld be suitable to tlk abt the offr you have for him
If the candidate tlks to you right away,then tell him abt the company,the offr and tel him hw its btr thn the job he has,thn rmbr to use the USP every company has a spl USP of its own,use the same to sell the offr u hve for the candidate,if he says knw then just dnt hang up ask him whrt you could retain his cv just in case if your orgnstn has future requirement,if possible than ask for a reffrnce of his frnds,and while u ask for reffrnce,tell him that u wnt a prsn equlnt to the caliber of the candidate,this will boost his ego,morale,and will refer u a friend,
12th February 2007 From India, Mumbai
Hi Badri,Sudha,Radha&friends,
Its a good discussion to start with.To put it in another perspective,If the candidate tells you to call again.It may also mean that,he is not looking for a change or he is not interested
to take up the position.If he is really interested he will avail himself and attend the call at any cost.I would like others to comment on this.
Raghuveer
13th February 2007 From India
hi raghuveer,
As an recruitment executive we should take the things in positve way. If a candidate is not attending our call for the first time we can't say that he is least interested in that job instead we call them again & ask them to meet at our placement consultancy when he is free. In this way we can convince them for new openings.
regards,
sweta
7th March 2007 From India, Raipur
hi all, I am akhil working in fmcg co. pls tell me good recruitment pitch for middle & senior level recruitment. i shall be very thankful to you. Thanks & Regards Akhil Dhiman
10th May 2010 From India, Chandigarh
hi Badri

This is selvi, having 11 months of HR Experience, i read the discussion it was healthy for the HR professional. But i would like to add some points

1. you discussed about the convenient time for initial Screening. its a professional way to ask the convenient time of the candidate before we starts. if the candidates says he is quite busy with some other work or he asks you to call back means its not indicate that person is not interested. There is a general psychology involves in it. A Professional hr have to identify the level of interest of the candidates towards the opening..... if the person not interested or need not change means we can easily identify from his response...

if the candidates ask you to call back or if you really wants to know the interest of the candidate (if he is busy) better you can ask the candidate to call you back once he feels free. before that you inform him about the opening in 2 lines & give your contact number.. here i ll share some general tips for initial screening which i am following

Through initial screening we have to identify

1. Communication Level (rate : Excellent/Good/Moderate/Poor)

2. Comfortable level of answering your queries

2. Confidence Level

3. Level of interest

4. telephonic mannerism

5. Comfortable level of attend the interview

6. interview Schedule

then comment your general opinion on initial screening sheet which helps you to have a better understanding of the person when he comes for the assessment in person

2. My humble request is not to conduct initial screening in the evening like after 6 PM. why because

. the candidate may be return back to his home/room/hostel

. he may be physically & mentally tired..

. chance of not answer your queries properly

Kindly ADD your valuable comments
10th May 2010 From India, Madras
Recruiting: 6 Tips for Employers to Develop a Sales Pitch

You’ll need to be able to answer the following questions to successfully develop your company’s “sales pitch” for new talent:

1. What is the vision for the company or organization in three, five and ten years? Think in terms of the following: Revenues, number of employees, new markets, services or products, profitability. Don’t be afraid to talk about the softer matters like cultural change and change management initiatives that the company plans for the future.

2. How does your organization differ from your competitors? What is your competitive advantage? Can you substantiate or quantify this?

3. Is this position newly created or is this revised? If it has been revised, how should the position appeal to the candidate?

4. What is the turnover in your company? Why do people stay? Why do they leave? Here’s some tips for employee retention.

5. If this is a privately held company either owned by an individual(s), family or private equity firm, executive and management level candidates will want to know the succession plan or exit strategy. Answers to these questions can convey a big opportunity or raise some questions.

6. Do you understand what the market pays for this position? Have you benchmarked the salary, annual incentive and, if appropriate, the long-term incentive and related benefits for this position? If your total compensation package falls below the median you will not be able to attract top talent for this position. If you do attract them, you will run the risk of not retaining them over time. More on 2014 compensation trends.

By answering these questions yourself, you will be able to further develop your recruiting strategy, and also be more prepared when you get these questions from a candidate.
20th February 2017 From India, Mumbai
It also observed that there are many companies doing very good with the limited number (suppose 25) of manpower with quality of work/projects but sometimes candidates are not happy by listening "the limited number" and think not to continue.
Could you share your experience so that we can learn how to approach in a correct way to candidates.
20th February 2017 From India, Mumbai
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