Hi, I am Badri. I am into recruitment for a software company.
Do you have any specific "pitch" that you use while calling candidates? Normally, a professional pitch that details who we are and what we want yields better results than a haphazard one. There are lots of pitches for sales; I guess there is a good one for recruitment as well.
Thanks, Badri.
From India, Madras
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Do you have any specific "pitch" that you use while calling candidates? Normally, a professional pitch that details who we are and what we want yields better results than a haphazard one. There are lots of pitches for sales; I guess there is a good one for recruitment as well.
Thanks, Badri.
From India, Madras
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Hi Badri,
You are absolutely right. In recruitment, the first and foremost thing is how you sell your organization. As it is said, 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 organization is, how old it is, what the company does, who the clients are, etc. By doing this, you should be able to convince the candidate to feel that your organization is a standard and good one in the competitive market. Then, you proceed to explain the current requirement and inquire whether the candidate is looking for a change or not.
There are many people who just listen to everything we say and then mention that they are not looking for a change. This is a waste of your as well as their time. So, make sure the candidate is interested in making a change before proceeding. I think the main thing in recruitment in 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 you require any other information.
Regards,
Sudha
From India, Hyderabad
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5You are absolutely right. In recruitment, the first and foremost thing is how you sell your organization. As it is said, 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 organization is, how old it is, what the company does, who the clients are, etc. By doing this, you should be able to convince the candidate to feel that your organization is a standard and good one in the competitive market. Then, you proceed to explain the current requirement and inquire whether the candidate is looking for a change or not.
There are many people who just listen to everything we say and then mention that they are not looking for a change. This is a waste of your as well as their time. So, make sure the candidate is interested in making a change before proceeding. I think the main thing in recruitment in 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 you require any other information.
Regards,
Sudha
From India, Hyderabad
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Hi Sudha and 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 it's 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 it's 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.
From India, Madras
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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 it's 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 it's 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.
From India, Madras
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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 is to take their convenient time and then call them back. It is very obvious that people hesitate to answer such calls; even we feel the same way when we receive such calls, right? It's very fair on their part because taking such calls in the office premises is not safe enough. But as you said, we must ask for their convenient time to speak, whereas for the remaining candidates, we can gauge their interest and then proceed further. However, most candidates would ask to be called later. We should plan the timings in such a way that the candidate might be out of the office, such as before the office hours, during lunchtime, or after general office hours. For each requirement, the work timings would differ. For example, for software requirements, you may try calling the candidates in the morning between 9 to 10; for ITES people, the best time would be between 6 to 8 in the evening. As you asked about the keywords, I would prefer using very simple terminology while speaking to the candidates.
Please get back to me if any more information is required.
Regards,
Sudha
From India, Hyderabad
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Please get back to me if any more information is required.
Regards,
Sudha
From India, Hyderabad
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Thank you for all that wonderful information. I am also new to this industry. Could someone help me with what a recruitment pitch is like? I mean, some punch lines or phrases that can help you sell your product more effectively. Alternatively, a complete sample of a recruitment pitch would be greatly appreciated. Thank you for your assistance.
Roma
From India, Mumbai
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Roma
From India, Mumbai
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First, don't scare the candidate off. Remember, you're not selling things; you aren't a salesperson but a recruiter who has a valuable offer for the candidate. Ask him whether he is comfortable talking to you. This is very important because at times, the candidate may be with his senior or with the client. If he is busy, then ask him which time would be suitable to talk about the offer you have for him.
If the candidate talks to you right away, then tell him about the company and the offer. Explain to him how it's better than the job he currently has. Remember to use the Unique Selling Proposition (USP); every company has its own USP, use it to sell the offer you have for the candidate. If he says no, then don't just hang up; ask him whether you could retain his CV just in case your organization has future requirements. If possible, ask for a reference from his friends. While you ask for a reference, tell him that you want a person equivalent to the caliber of the candidate. This will boost his ego, morale, and he may refer you to a friend.
From India, Mumbai
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If the candidate talks to you right away, then tell him about the company and the offer. Explain to him how it's better than the job he currently has. Remember to use the Unique Selling Proposition (USP); every company has its own USP, use it to sell the offer you have for the candidate. If he says no, then don't just hang up; ask him whether you could retain his CV just in case your organization has future requirements. If possible, ask for a reference from his friends. While you ask for a reference, tell him that you want a person equivalent to the caliber of the candidate. This will boost his ego, morale, and he may refer you to a friend.
From India, Mumbai
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Hi Badri, Sudha, Radha, and friends,
It's 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 in taking up the position. If he is really interested, he will make himself available and attend the call at any cost. I would like others to comment on this.
Raghuveer
From India
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It's 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 in taking up the position. If he is really interested, he will make himself available and attend the call at any cost. I would like others to comment on this.
Raghuveer
From India
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Hi Raghuveer,
As a recruitment executive, we should take things in a positive way. If a candidate does not answer our call for the first time, we can't assume that they are least interested in the job. Instead, we should call them again and ask them to meet at our placement consultancy when they are free. This approach can help us convince them about new openings.
Regards,
Sweta
From India, Raipur
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As a recruitment executive, we should take things in a positive way. If a candidate does not answer our call for the first time, we can't assume that they are least interested in the job. Instead, we should call them again and ask them to meet at our placement consultancy when they are free. This approach can help us convince them about new openings.
Regards,
Sweta
From India, Raipur
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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
From India, Chandigarh
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From India, Chandigarh
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Hi Badri,
This is Selvi, having 11 months of HR experience. I read the discussion, and it was healthy for HR professionals. However, I would like to add some points.
1. You discussed the convenient time for initial screening. It's a professional way to ask the candidate's convenient time before starting. If the candidate says he is quite busy with other work or asks you to call back, it does not necessarily indicate lack of interest. There is a general psychology involved. A professional HR must identify the candidate's level of interest in the opening. If the person is not interested or does not need a change, it can be easily identified from their response.
If the candidate asks you to call back or if you want to gauge their interest (if they are busy), you can suggest the candidate call back when free. Before that, inform them briefly about the opening and provide your contact number. Here, I will share some general tips for initial screening that I follow:
Through initial screening, we aim to identify:
1. Communication level (rated: Excellent/Good/Moderate/Poor)
2. Comfort level in answering queries
3. Confidence level
4. Level of interest
5. Telephonic mannerisms
6. Comfort level in attending the interview
7. Interview schedule
Then, provide general comments on the initial screening sheet, which helps in better understanding the person during the in-person assessment.
2. My humble request is not to conduct initial screening in the evening, like after 6 PM, because:
- The candidate may have returned home/room/hostel
- They may be physically and mentally tired
- There is a chance they won't answer queries properly
Kindly add your valuable comments.
From India, Madras
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This is Selvi, having 11 months of HR experience. I read the discussion, and it was healthy for HR professionals. However, I would like to add some points.
1. You discussed the convenient time for initial screening. It's a professional way to ask the candidate's convenient time before starting. If the candidate says he is quite busy with other work or asks you to call back, it does not necessarily indicate lack of interest. There is a general psychology involved. A professional HR must identify the candidate's level of interest in the opening. If the person is not interested or does not need a change, it can be easily identified from their response.
If the candidate asks you to call back or if you want to gauge their interest (if they are busy), you can suggest the candidate call back when free. Before that, inform them briefly about the opening and provide your contact number. Here, I will share some general tips for initial screening that I follow:
Through initial screening, we aim to identify:
1. Communication level (rated: Excellent/Good/Moderate/Poor)
2. Comfort level in answering queries
3. Confidence level
4. Level of interest
5. Telephonic mannerisms
6. Comfort level in attending the interview
7. Interview schedule
Then, provide general comments on the initial screening sheet, which helps in better understanding the person during the in-person assessment.
2. My humble request is not to conduct initial screening in the evening, like after 6 PM, because:
- The candidate may have returned home/room/hostel
- They may be physically and mentally tired
- There is a chance they won't answer queries properly
Kindly add your valuable comments.
From India, Madras
Acknowledge(0)Amend(0)
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, and profitability. Don’t be afraid to talk about 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 has it been 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 are some tips for employee retention.
5. If this is a privately held company owned by individuals, a family, or a 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.
From India, Mumbai
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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, and profitability. Don’t be afraid to talk about 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 has it been 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 are some tips for employee retention.
5. If this is a privately held company owned by individuals, a family, or a 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.
From India, Mumbai
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It is also observed that many companies are performing very well with a limited number (suppose 25) of manpower in terms of the quality of work/projects. However, sometimes candidates are not happy when they hear about "the limited number" and may consider not continuing.
Could you share your experience so that we can learn how to approach candidates in a correct way?
From India, Mumbai
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Could you share your experience so that we can learn how to approach candidates in a correct way?
From India, Mumbai
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
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