If you want to recruit the best talent, you need the best recruiting scripts you can get.

Are your recruiting scripts getting the job done, or is it time to write some new ones? That’s a tricky question to answer, as so many factors go into successfully recruiting job candidates. However, since a number of those factors are out of your control, your recruiting scripts become even more important.

For the most part, you can’t change the job title, benefits, or pay that comes with a position. That’s true even if you’re directing a recruiting center within a larger company. If you’re a third-party recruiter, you have even less information to go on.

It’s not all dismal, though. Setting aside any competition from other companies and recruiters, you have the advantage of offering people something they may want. And let’s be honest; it’s flattering when someone calls to offer you a job.

Again, though, that script is vitally important in getting your message across. Let’s take a look at how to write one that works.

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recruiting scripts

How to write recruiting scripts that get people to sign on with you

A lot of work that goes into the success of great recruiting scripts happens off-camera. That means there are a few things to figure out before you start writing the script. The first of these is understanding the position and the company.

In order to recruit the right candidates and make the best use of your time, you need to know what the job entails and what kind of help the team needs. And for the candidate, you need to know about the company culture, the people your prospect will work with, the hiring manager, and some general industry knowledge.

The second part of writing great recruiting scripts is to know your value proposition.

“What’s in it for me?” This is the question your value proposition answers. This tells your prospect what they get from accepting your offer. Every great ad campaign has a value proposition. One example is Southwest Airlines, whose value proposition is low-cost fares, two free checked bags, and no fee to change flights.

Specific to writing your recruiting scripts, your value proposition might be that the company has won awards as a great place to work, or there is a generous vacation policy, or above-average salaries. Perhaps the company is known for innovation, or anything else that offers value to your prospect.

The next aspect of a great script is personalization. That may go against the idea of a script, but it only takes a few minutes to view someone’s LinkedIn profile and fill in some details. It’s even easier if you have the candidate’s resume.

While personalizing a script might take additional time and effort, it’s worth the investment. Plus, it’s helpful to sprinkle in comments here and there that show you know what the candidate has done or where they excel.

Once you have this information, you can start writing your recruiting scripts. And when you do, remember to begin with the basics.

Anytime you make a business call, it’s helpful (and often required) to start with your name, the name of the company for which you are calling, and the reason for your call. For example, your script might begin like this:

“Hi, Janelle. This is Rick from XYZ Recruiters. We have a Fortune 500 company hiring for a technical director position. I see from your LinkedIn profile that you have experience in a similar role, and I believe you would be an excellent fit. Could I tell you a little about the opportunity?”

An opening like this covers compliance issues, and it’s also informative and polite. People want to know whom they’re talking to and why they should give them time.

From there, you can go into your other script details, such as the company, the specific team, the hiring timeframe, the job responsibilities, and the value proposition. This doesn’t need to be lengthy, either.

Here’s an example:

‘TechEx is looking for a technical director to oversee a team responsible for rolling out a new product for the insurance industry. The role will report to the VP of Product Development. They would like to hire within the next six weeks and are offering a starting salary of $$$$. TechEx was recently highlighted by MIT as one of the industry leaders in technical innovation, and they were recognized as a Fortune 500 “best place to work” for the last three years.”

Ultimately, the best recruiting scripts share an insightful description of the job and the company, and let the prospect know what they can expect from accepting the opportunity. Of course, there will likely be a lot of questions that can’t be scripted for. However, all of your background homework will come in handy here.

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