First I want to say I love the RBC community and have found some really great tips, advice and discussions that have helped me out in my first year of recruiting.

My question to the community is how do you approach cold calling candidates at work?  I would love to hear how others handle it.

Thank you :)

Carly-Anne

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I prefer to keep it simple and to the point.

Start the call with greeting and ask if they can talk for 5 minutes. If the candidate says Yes then let them know about the purpose of your call and get the necessary details. Also, do not forget to take the best time to call them again if required.

-Manish


Bill - actually I ask people to keep me posted on contacts like this...Kind of a geek I guess and I rely on regular people's experiences/reactions to help guide how I advise others in similar situations. Sometimes we take things for granted that aren't obvious to those less familiar with certain industry practices. 

In this case, I wrote their LI profile (as well as resume, bio, CL) and sort of use their LI profile (with their permission) for experimentation on occasion to see if subtle changes turn up more search results. Since they are open to new positions, but haven't really ever actively looked for work they have lots of questions when these things come their way. 

~KB @TalentTalks 

Bill Schultz said:

Kelly, sounds like you work with some pretty paranoid clients.  Why didn't s/he just delete the message in the first place?

 

Bill Schultz said:

Kelly, sounds like you work with some pretty paranoid clients.  Why didn't s/he just delete the message in the first place?

@KB I have sent emails to high level passive candidates and never have had any problem. The trick is on the email i include this line "I know you are not looking but wanted to share this excellent opportunity".  That incase the employer ever finds the email they are safe.

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