Scripts can feel overly constrictive and robotic if you become attached to them but as a point of reference and starting point they can be a huge asset. Becoming a master at language is a key skill for a top producer. Below are some of my favorites that I’ve created or picked up from other trainers over the years.
A Powerful Closing Question:
Bob Marshall shared the idea of coaching candidates to use this question before they leave an interview:
“Let’s say you make me an offer and I accept, what can I do when I start here to relieve your immediate workload?”
Employers love to hear this! This question will set your candidate apart from the other who are asking about parking spaces and benefits at this stage of the interview process.
How to Pre-Close Timely Feedback with Clients:
For Recruiters, feedback is the breakfast of champions. Without timely feedback, your search process is worthless. Here is some language to help your clients understand the importance of open communication:
“We want to fill this position for you with the best person available and do the best job that we can on your behalf. In order to do that, we are going to need your cooperation and timely feedback to let us know when we are on target and also when we are missing the mark.
We give the highest priority to the clients that give us timely feedback. Our request is that we would hear from you within 24-48 hours after a call or submitting a candidate. This allows us to keep your search moving at full speed.
Does this sound workable for you�
Who gave you my name?
This is one I heard from Peter Leffkowitz:
“We’re not able to give out names, and I’d like to explain why that is. The people who refer names to us may be currently represented by us in a search. If you were to have an interest in the same type of relationship, I would offer you the exact same confidentiality. Does that make sense?â€
A Powerful Recruiting Question:
When you make a cold call (to a candidate) are you first looking to pitch a job or open a conversation? Pitching a job or asking for a referral right off the bat puts you in a low level conversation with your candidate. Passive candidates who are top performers will see you as a tele-marketer.
Here’s an excellent leading question that will get you a “yes†90% of the time:
“Would you be open to exploring a new career opportunity if it was clearly superior to what you’re doing today?â€
When they say “yes,†don’t tell them about the job yet! Say, “Great, why don’t you give me a 2 minute overview of what you do and then I can give you a 2 minute overview of the job, and if it makes sense, we can go into more detailâ€
Try to establish a professional relationship before pitching a job.
Most people you call are not going to be a candidate for the job at the moment – but they know people they could refer. The referral is much easier to get if they first trust you and your professionalism.
The Referrals Script:
Here’s the best referral script that I’m aware of. I heard it from Peter Leffkowitz.
“In the same way that I’m going to do my best in trying to move your career forward, there is a way that you can help me as well. Basically there are 2 types of people that I’m able to help in the work that I do.
One is someone like yourself who excels at what they do and is currently looking for a position. The other is someone who excels at what they do and is not currently looking. I wanted to ask you who you know in either of those categories that I could speak with”.
Gary Stauble is the principal consultant for The Recruiting Lab, a coaching company that assists Firm Owners and Solo Recruiters in generating more profit in less time. Gary offers a FREE special report, “The Search Process Checklist: a 17 step recruiting toolâ€, on his website. Get your copy now at www.therecruitinglab.com.