Department of MBA

Subject :- “ Manpower Planning ”

Topic: Recruitment Calling

Presented By:
Prof. Vivek Vinayakrao Wankhede
Assistant Professor in Dept. Of MBA
MBA(Marketing + HR), MA (Psychology-p), BE(Bio-Medical), B.Ed
 Department of MBA

• Recruitment Process Outsourcing;

• Head Hunting;
• Recruitment Calling;
• Recruitment Pipeline

B Y P R O F. V I V E K V I N AYA K R A O WA N K H E D E
 Department of MBA

Recruiter calls are often the first interaction an individual has

with a company. Preparing for a conversation with a recruiter
can help individuals improve their confidence and answer
questions effectively during a phone interview. Learning how
to prepare for a recruiter call can help you show potential
employers that you're an ideal fit for a particular position.

B Y P R O F. V I V E K V I N AYA K R A O WA N K H E D E
 Department of MBA

What is a recruiter call?

A recruiter call, or phone interview, is a conversation that
helps a company understand more about you as a candidate.
This conversation typically occurs at the beginning of the
hiring process and typically involves questions regarding your
experience, skills and qualifications. Incorporating this stage
into hiring processes can help companies identify candidates
they want to interview in person. Some candidates also use
these calls as an opportunity to ask questions about the
company or the position.

B Y P R O F. V I V E K V I N AYA K R A O WA N K H E D E
 Department of MBA

Recruiters spend a lot of time sourcing and finding

candidate profiles from a variety of different methods.

Once they have a list of people to call, they jump straight

to calling candidates and often end up losing these leads
because their first call to the candidate was just not great.

The first call to any candidate is very important. However,

many recruiters don‘t pay enough attention to that and
often make a hash of it.

B Y P R O F. V I V E K V I N AYA K R A O WA N K H E D E
 Department of MBA
Know more about your company or client

Gather facts and details about your client or your company that
will interest a potential candidate.
Its always safer to introduce the company quickly with a brief
intro and if the candidate says he knows the name or brand, you
can move on to the next part of your pitch by citing familiarity.

This might sound trivial, but what if you said, “ I am calling from
XYZ corporation“ and the candidate says, ''Sorry I haven’t heard
about it“. At this point, you are always struggling to recover from
a defensive position.
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 Department of MBA
Know what's so special about the job you are trying to sell
As a recruiter trying to sell her job to the candidate, you must be very
sure about what's special about the job you are trying to convince the
candidate for. Get as much details as possible from the hiring manager,
Research similar jobs on other online forums to make yourself best
prepared to handle any candidate query confidently.
Job is with a fast growing team
Job is with a new emerging technology or geography or function or
industry
Job can be a career jump for the candidate
Job was referred by candidate’s friend
Any other reason to suit your pitch

B Y P R O F. V I V E K V I N AYA K R A O WA N K H E D E
 Department of MBA

Get the Call opening right

Your recruiting cold-calls resemble speed dating. The first few

minutes decides the fate of the relationship. So focus on how you
open your conversation and the first couple of lines. How you
come across in the first minute of your call usually helps the
candidates decide if the call is worth their time or not.

B Y P R O F. V I V E K V I N AYA K R A O WA N K H E D E
 Department of MBA
Show professional courtesy : Open quickly with the purpose of a
call and ask if it's appropriate to speak
Don’t make the opening too long : Just give a brief intro, ideally 1
minute or so and then popup straight to the question if the
candidate is interested in a longer conversation or not.
Speak clearly and coherently : Don’t just launch into your pitch,
Practice till you perfect it. If you fumble for words, believe me; the
call with most likely not end the way you want.
Be enthusiastic but not pushy : Bring in the energy but don’t
overdo it like an aggressive car salesman.

B Y P R O F. V I V E K V I N AYA K R A O WA N K H E D E
 Department of MBA
Make a quick judgment of candidate's interest

In order to succeed with your first calls, you will need to

understand the candidates' career interests and what motivates
them professionally within minutes. This becomes even more
critical when you are calling passive candidates. If you are
lucky, these details can be found on their resumes as their career
objectives but very often you will have to figure them out yourself
by listening to the cues provided by the candidate.

B Y P R O F. V I V E K V I N AYA K R A O WA N K H E D E
 Department of MBA
Usually the first minute of conversation will tell you if the
candidate is interested or not. Some of the cues to look out for
are

*If or not the candidate is actively looking for jobs

*If or not the candidate listens to your pitch carefully
*If or not the candidate finds the brief about the company
interesting
* If or not the candidate reflects enthusiasm in her voice

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 Department of MBA
Ask for Referrals if they are not interested or know that they
won’t fit
Recruiting is a sales job and like most of the sales persons,
recruiters tend to focus on maximizing their number of calls to
enhance their productivity and ultimately placements. It is
inevitable that as a recruiter you will end up calling candidates
that may not fit the skills and experience required. You should
focus on candidates who are the best match for the position you
are working on, but don’t end calls abruptly the moment you
realize the candidate is not fit for the position.

B Y P R O F. V I V E K V I N AYA K R A O WA N K H E D E
 Department of MBA
Ask for Referrals if they are not interested or know that they
won’t fit
It is also possible that they know someone who is the perfect
candidate for your current need.

You just need to ask for referrals in such a scenario.

A great cold-call can not only help you with your hiring but it
also presents you an opportunity to build your network of
candidates that can be leveraged in the future.
B Y P R O F. V I V E K V I N AYA K R A O WA N K H E D E
 Department of MBA
Content From:
https://www.linkedin.com/pulse/5-quick-tips-improve-your-recruiting-cold-calls-yogi-kumar/

For Reference:
https://www.betterplace.co.in/blog/tips-to-make-your-recruitment-cold-calls/

From Candidates View Point:

https://www.indeed.com/career-advice/interviewing/how-to-prepare-for-recruiter-call

B Y P R O F. V I V E K V I N AYA K R A O WA N K H E D E
 Department of MBA

THANK YOU
Presented By:
Prof. Vivek Vinayakrao Wankhede
Assistant Professor in Dept. Of MBA
MBA(Marketing + HR), MA (Psychology-p), BE(Bio-Medical), B.Ed