A recruiter’s guide to better candidate management

Published on Nov 24, 2017

When you enter into a profession which is relatively new, it initially becomes a task to perform routine activities, and as time passes by, you end up being an expert. However, this is not the same with recruitment as it involves dynamism and constant focus. No matter the amount of training given to new candidates, they still find it a challenge to master newer introduced concepts. One of the concepts that most recruiters find difficult is communicating with job-seekers.

Given the circumstances, recruiters have always faced the brunt of team leads for their inability to convince the best candidate.

Here are few tips that will guide you to convince the best talent:

Introduce yourself:

This might sound obvious, but the underlying success of convincing the best candidate lies in the way you introduce yourself and the job. Introduction should always be graceful and not straightforward. Instead of saying a “hi!.. This is … are you looking for job?” you can always start by saying:

“Good Morning!.. My name is … and I want to know if you are currently seeking a job”

The former not only sounds rude but also underlines the incompetence of a recruiter. Always be grateful by ending the conversation with a “Thank You”.

Know about the job:

When the candidate asks you in detail about the job and you are unable to give them relevant details. There are chances they might hang up on you. What must you do then? Understand the job description before pitching it to the candidate.

Research the skills and then speak to the candidate.

Know about your candidate:

It is best to spend at least 5 minutes each to go through the profiles you screen so as to get a better understanding on candidate preferences. Knowing about your candidate in advance can help you frame your pitch better. Also, by mere glance of a profile, you will be able to analyse whether the candidate is a good fit for your client.


Once you are done conversing with your candidates, the next step is to do a follow up. If the candidate is not shortlisted, ensure to call them up personally and tell them about their rejection. These candidates might be useful in the future for other clients. You can either drop in a mail if you are more comfortable conveying the message to candidates.