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I am wondering if anybody can give me some advice on cold calling tactics. I am working with a staffing firm focused in IT, Accounting, and Engineering talents. It seems as though everybody I call, I get their voicemail, and never get a return call. Can anybody help me get feedback, or is there a better approach I should be taking?
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I agree with you, Jeff. Cold calling garners more success than online inquiries. I would suggest emailing and then following up with a phone call.
Also, have you tried reaching out to candidates on social media. Twitter is a great way to connect with candidates. It is less formal but most people are either on Facebook or Twitter. I don't think there will be a large amount of Engineers on Twitter but there should be a decent amount of IT and accounting candidates.
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David, what industry blog? I agree with those percentages, BTW. I?m currently looking for a new job 29% I?m not looking, but, hey, you never know. 52% I?m quite happy where I am now. 12% I already work at ? 3% Powerful stuff. ****** Do something today you don't think you can do.
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ok, Jeff, I will 1/2 agree with you. indeed I use the boards. If you check HR in NYC ou will see some of my stuff.
Nevertheless, cold calling is superior, unequivicably.
Below I have pasted a piece from a blog on cold calling. have a look...
I was reading a blog on recruiting. The topic was ?cold call recruiting, lost art?
Here is what they say (summarized)
First see stats below re a survey of prospective candidates
I?m currently looking for a new job 29% I?m not looking, but, hey, you never know. 52% I?m quite happy where I am now. 12% I already work at ? 3%
So how do you hit the 52% of those who are not looking but are receptive? Cold call head hunting
What are the advantages? Lots, as follows
Exclusivity. A cold call candidate is not out there like the ones on the boards. So you have ZERO competition. Just you and the candidate
Better serving your clients. Most clients are searching the job boards and advertising on the job boards. So if you recruit only via advertising and job boards, what are you going to find that your clients are not going to find on their own?
We may say the same about your competitors. They too are advertising for the same jobs you are. They too are searching the boards like you are. So what are you going to find that your competitors are not?
If you extract candidates solely via ads and job boards then you increase the likelihood of being priored, having the candidate engaged with many recruiters for many positions, diminishing your chances of success or maybe a less cooperative candidate as they are inundated with activity
The point, cold calling is a lost art. The blog suggests that in most cases the biggest billers are those who find candidate via means other than job boards and advertising
Just an FYI from an industry blog
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I have very opposite advice to David as well...but I will preface this by saying that different approaches work for different people. David's approach isn't wrong if it's working well for him. I've had better luck leaving messages. I'd rather have someone call me back when they know what the purpose of my call was, and when it's a good time for them to talk with me. If I catch someone live very often I'm interrupting something and it's not a good time.
I keep the message very short and sweet, 'Hi this is Pam Claughton, and I'm a marketing recruiter. I was referred to you by xxx who said that you were someone I should talk with. Please give me a call at xxxx."
If I wasn't referred, then I just say, "based on your background I thought you might be intrigued by a new search that I'm working on. Even if the timing isn't good for you personally, I'd still love to get your opinion on this search."
You just want to get them curious enough to call you.
Good luck! Pam
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In my experience the cold callers always bill more than the net/job board surfers.
I saw this, David, and I couldn't let it go unchallenged.
I know that it is couched with the phrase, "In my experience," yet many could point to their experience being in conflict with yours.
Me, I do both.
Without the boards, my clients might grow sufficiently impatient from not seeing enough people quickly enough to become curious about who is available immediately to fill their interview schedules to start enlisting other sources.
And since my job is find the best person to fill their needs by their definition not some artificial "bogus" construct of found on the boards vs. not found on the boards (I have written about my opinion of this many times before so won't re-hash it), I will give them qualified people and trust that they will make the right choice for themselves.
Best wishes,
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Another discussion on this subject going on here. ****** Do something today you don't think you can do.
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Here are some cold calling tips. First, kudos to you for cold calling. That seems to be a lost art in the recruiting world. In my experience the cold callers always bill more than the net/job board surfers. First, block your number so caller ID on their end does not show your firm. Never leave a message for someone you do not yet know, unless you were referred directly. People rarely return strangers calls. If you get voice mail, hang up and redial immediately. This way the phone will ring while the previous voice mail is still running, forcing the person to answer on the other side if they are there. Try calling the wrong extention in the office and ask to be transferred to the correct extention. This way your target thinks the call is an internal call coming from the person at the other extention Finally, early or late in the day is the best time to find people at their desk
good luck
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