Don’t let your employee recruiting efforts turn into a game of chance. Discover call techniques and strategies that will bring in the right candidates for the job. 

Employee recruiting should be a fun opportunity to bring fresh energy and ideas to your company. Whether it’s entry-level and “just a job,” or a senior role, bringing in new employees gives you a chance to see your company from a new perspective. 

In a tight job market, however, it can be tough to find the right people. Too many organizations don’t look enough for the right person, or the perfect candidate slips away because of a lackluster recruiting and hiring strategy. The result is that they end up with a new employee whose primary qualification is that they’re a warm body. 

That’s no way to run a company. Your high-performing employees will burn out and suffer the consequences of coworkers who aren’t cut out for the job. Before you worry, this won’t happen because of one bad hire. But you don’t want to make the mistake over and over. That’s why careful and strategic employee recruiting is so important.

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employee recruiting

7 Techniques and tips to give your employee recruiting efforts an A+

Some of these employee recruiting tips take place away from the phone, before you even think about calling someone, including the first one. 

1. Define the role and write the job description. This seems straightforward enough, but it requires a lot of work and consideration. What, precisely, is the role you’re hiring for, and what are the necessary skills for this position? This goes beyond the title or basics. For example, if you’re hiring a call center manager, you want someone with sales experience, customer service experience, and people management skills. Incidentally, that doesn’t necessarily mean your candidate will need call center management experience. There are plenty of ways to acquire the necessary qualifications. So while you do want to define the role and the descriptions, don’t limit your candidate pool, either. 

2. Be realistic. If you’ve read a job description at all in the past several years, you’ve no doubt seen employee recruiting techniques that seemed designed to make sure no one applies to these jobs. If you’re hiring for a part-time entry-level position, don’t list years of experience, 24/7 availability, and an advanced degree as qualifications. 

3. Share some personality. This may or may not be possible if you are a third-party recruiting agency, but if you make your recruiting calls in-house, you absolutely can share the company personality in the job description and conversations. 

That’s a look at writing your employee recruiting script, but what about the actual call? How can you put yourself in a position to succeed? 

4. Know your audience. This is true in any recruiting. Who are you talking to? Take a look at their LinkedIn profile and do a basic Google search and look for clues. If they’ve been at the same company, in the same position, they might be ready for a new opportunity. If they’re taking classes or expressing other interests, they might be ready for a new opportunity. This is also a good way to know if the job you’re recruiting for is a potential fit for them, too. Most people aren’t looking to move down the career ladder, so if your offer isn’t a lateral move at a minimum, you may have more luck with other candidates. 

5. Skip the hard sell. People are suspicious of offers from people they don’t know. Give the sell a rest and just try to start a conversation. This classic sales technique is a way to gather valuable information and give you insight into your prospect’s needs. Certainly, if they’re open to talking about a job offer, don’t pass on that opening, but don’t push things. 

6. Gather current employee testimonials and statistics. People want to work for companies that treat employees well. So what does your company do to fulfill that desire? Sure, the ping pong table is lovely, but there are other things that matter a lot more. Get some employee testimonials to share, and while you’re at it, grab some facts to back up the assertions that your company is a great place to work. For instance, you could share how long people generally stay at your company, the number of new positions created in the last year, or how often people get promoted. 

Even one or two of these employee recruiting techniques could change the trajectory of your calls, but there’s one more essential call strategy that will work wonders. It’s not very much of a secret, and yet, so many companies skip it. And it’s probably the easiest one on this list: 

7. Don’t make employee recruiting calls or recruitment ads for positions that you have no intention of hiring for. 

Some companies do this so they can horde resumes for later use. Or they just want to keep options open in case that one “perfect” candidate shows up. The simple fact here is that this is entirely unethical. There may be no law against it, but you’re asking people for their time in submitting a resume and writing a cover letter. In exchange, the expectation is that you indeed have a position you’re hiring for. Even if they don’t get hired, there is a possibility that it could happen. 

This is a sure way to annoy job candidates and earn you a bad reputation, so when you really do have an opening, the best potential employees won’t come near you. Besides, you can probably do more productive things with your time than making employee recruiting calls for a job that doesn’t exist. 

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