Often the first step in the interview process, the phone call is an important component in establishing a relationship with the candidate and engaging them in the hiring process. Remember, if your organisation doesn’t make a good first impression with potential new employees, then your company won’t attract the top talent. Here’s some tips to help you engage and hire…
Speak to your hiring manager at the very start of the recruitment process to determine the key skills and attributes needed by the candidate. Use this knowledge to create a list of questions for prospective employees and ensure you evaluate all candidates by the same criteria. Before making the call, ensure you’ve reviewed each candidate’s CV and the job description, this will ensure each candidate feels valued and leaves with a positive impression of your company.Be flexible when scheduling
It’s important to ask for the candidate’s availability first, and work around it. Remember, quality passive candidates may already be in employment, so may need to speak on lunch breaks, or outside of working hours. Your job is to make the process easy for them by scheduling a time to talk – even if this means speaking outside of usual business hours. Also, if a top-tier candidate isn’t sure about engaging in your interview process, offer to set them up for a quick phone call with the hiring manager instead.Find out your candidate’s motivations for considering the role…
Once you’ve established why each candidate applied for the role, you can sell them the opportunity. Ensure these motivations align with your organisation’s core values, so you can get a better idea of culture-fit.Always give candidates a chance to ask questions
Remember, prospective employees are screening you just as much as you are screening them – so it’s in your interest to ensure a mutual fit! Leave time at the end of the phone call for anything else you’d like to ask.Next step
At the end of the call, let the candidate know what the rest of the recruitment process looks like, and when they’re likely to hear back from you. Ensure that you are true to your word – tell them if you need more time to make a decision. In the words of Debbie Harry ‘Don’t leave me hanging on the telephone’!Feedback
Take ten minutes out of your schedule to speak with the hiring manager straight after the call, so you can offer feedback on which candidates you feel should be put forward to on-site interviews. It’s important to keep the recruitment process moving along or you risk losing candidates to your competitors.
Key points to remember…
Be sure to always sell your business Before educating the candidate on the job description, you first need to sell your company’s vision and demonstrate why your organisation is such a good place to work.
Socialise with the candidate An obvious statement, but you must never come across as bored and uninterested – if you do, then the candidate is more than likely going to feel that way too!
Find out as much information as possible Background, skills, experience… you need to gather as much information on the candidate as possible in order to make an informed decision if they’re the right fit for your organisation.
It’s good to talk… how to make your cold call red hot!
Choosing the perfect employee is the key to a successful business. If done properly, cold calling enhances the potential to recruit the right candidate for the job. The process may have gotten easier thanks to sites such as LinkedIn and Xing but there’s still a place for recruitment cold calls. Here’s four tips for strengthening your cold call recruiting match…
Be sure to always sell your business Before educating the candidate on the job description, you need to first sell your company’s vision and demonstrate why your company is such a good place to work. Remember, complete transparency and attention to detail is a must; you need to encourage job seekers to ask questions and find out more about your working culture.
Socialise with the candidate It can be exhausting calling 30 potential candidates but you have to remain positive and stimulating every time you call. An obvious statement, but you must never come across as bored or uninterested – if you do, then the candidate is more than likely going to feel that way too! Engaging the candidate is the most critical part of the job, even if it’s on call 49 of 50.
The follow-up call Remember, job seekers who feel they are treated badly will respond in kind and tell friends of their bad experience. Follow-up calls with job seekers are a personal touch which ensure the candidate walks away with a positive impression of the business – even if they don’t get the position. The follow-up call is an essential tool in preserving your company’s image and facilitating the ability to recruit the best talent.
Find out as much information as possible & remember to track progress! Background, skills, experience… you need to gather as much information on the candidate as possible in order to make an informed decision if they’re the right fit for your organisation. You don’t want to waste your time (and theirs) on an unsuccessful cold call. However, never underestimate the power of the referral; the candidate may be able to put forward a colleague better suited to the role. You won’t know this unless you continue digging for information.
Conference call confidential
The conference call. Potentially one of the most awkward aspects of a professional’s working life. Speaking to someone face-to-face allows for mirroring body language, however translate this into a phone call involving several participants and all hell can break loose. A new study by Polycom has revealed some interesting facts about the way British workers talk on conference calls, with 42% of Britons often putting on a phone voice to appear more well-spoken. Also, research by the Institute of Leadership and Management has found that a quarter of British workers find corporate jargon on a conference call to be a ‘pointless irritation’.
- To ‘Action’ something In an office environment you may often be asked to ‘action’ something rather than simply ‘do’ it
- Circle back To catch up later, a more grandiose version of ‘follow up’ or ‘check back’
- Low hanging fruit An easily achievable goal or target. It comes from the idea that you wouldn’t need to scale a tree to pick an apple when there is one hanging close to the ground
- 1 in 5 have met a colleague’s pet via video conference
- 19% have laughed out loud on a conference call
- 22% of 25-34 year olds have eaten dinner whilst on a call
- Touch base offline (let’s meet and talk)
- Blue sky thinking (creative ideas free from practical constraints)
- Drill down (to look at something in detail)
- Thought shower (to come up with several ideas)
- Thinking outside the box (thinking creatively and innovatively)
- It’s on my radar (I’m aware of it)
- Close of play (the end of the day)
- Singing from the same hymn sheet (all in agreement)
- Peel the onion (to examine the problem in detail)
- To wash its own face (to justify or pay for itself)
Here’s why WhatsApp could be the perfect tool for recruiting in 2018…
Just last month saw the launch of the WhatsApp business app. Looking remarkably similar to the Facebook business page – not a great surprise since FB owns WA too! – the new app gives businesses a chance to respond to enquiries from the comfort of their smartphone. WhatsApp is already a platform many candidates are familiar with, and with more Millennials preferring to text rather than phone, it makes it the ideal app for recruitment. Especially as we know how tough it can be to get candidates to speak openly on the phone! Although the app is currently only available on Android, there are plans to roll out to iOS very soon. Here’s a quick guide to the key features and how recruiters may be able to benefit from them when fulfilling their hiring quota…
‘Send WhatsApp message’ CTA button on FB If you’re paying to boost a post about a role, FB now gives you the opportunity to include a ‘send WhatsApp message’. The CTA button can be found at the foot of your post. Simply align this button with the WA number of the recruiter managing the role and candidates will be able to enquire with just a click of a button. The ease of replying from a candidate’s point of view makes it the perfect recruiting tool.
Video calling More personal than a regular phone call, video calls can cut down the time and cost associated with recruiting by allowing hiring managers to pre-screen candidates, rather than spending time in a face-to-face interview.
WA group community chat There are a number of public specialised WA groups spanning all range of sectors. To join in, all you need is a chat.whatsapp link. You can either be sent the link by an existing member of the group, or you can google them e.g. ‘WhatsApp group for IT Manager’, or whichever industry / role you’re interested in recruiting for, and see what comes up. These groups are great for gaining valuable insights into specialist markets.