Here is how you can attract the best talent through the art of Pitching
Did you know the way you pitch jobs to candidates can impact your ability to hire the best talent? The lesser known fact about pitching is that recruiters either chose to ignore it or never implement it. Pitching is a crucial recruitment activity without which closures are impossible to achieve.
To know more about the underlying mechanism of pitching in recruitment, read through this blog..
As recruiters, we have come across this situation, in particular, where our past experiences tell us that if a potential job seeker is not looking for an opportunity then it is an utter waste of time to proceed. That is where we go wrong. We get too judgmental from the very beginning of the call. Most recruiters rely on their instincts rather than logic. One must know that recruitment is a highly versatile activity and requires a balance of both logic and instinct.
To strike a balance between the two, a recruiter must be a good communicator. The most essential element in recruitment is communication. Many recruiters fail to acknowledge this act. Expressing an idea through verbal and nonverbal gestures enables recruiters to perform better. Similarly, candidates feel confident to share information with recruiters who are great in articulating facts.
According to Han Digital talent consulting researchers, most “good” job-applicants make their decision within the first few seconds whether they would like to proceed talking with the recruiter or not.
Further analysis reveals that a potential candidate decides whether to continue talking with the recruiter based on the questions posed by them. One of the most popular questions asked by a majority of recruiters is – “Are you looking for a job change?” According to experts, every individual is different, in this case – every candidate is different and might perceive the question differently. What you convey over the phone is most likely to be misinterpreted by the candidate. The tone and attitude determine the motivation levels of recruiters, based on which many candidates turn down offers.
You can then imagine the loss that could be happening due to this one question asked, where the credibility and efficiency of a recruiter is lost within the first 9 seconds.
How to overcome this recruitment dilemma?
Change the course of your question! Simple as it sounds. After interacting with expert recruiters in the industry, we were offered insights into how a recruiter can effectively engage with candidates. Here are the insights, take a look:
- It is expected that most recruiters while making calls to potential candidates must exercise assertion in both the tone and information offered.
- The pitch can also be smooth which often starts off by assuming they have something of value to the potential applicant.
- The pitch should be highly informative.
A quick suggestion offered by an expert recruiter from tier 1 company — they say the pitch must revolve around candidates, not recruiters.
- Before pitching, do some reserach – read about the client or skill
- Read the resume of the candidate thoroughly.
- Compare it with the job description and check what value can be added.
- Call the candidate
- Tell them about the opportunity that they might miss if they reject this offer.
By following such an approach, even if the candidate is not looking for a job, the pitch puts them at crossroads, leading them to finally rethink their stay in their current job.
On a brighter note, rarely do candidates, especially leaders, reconsider an opportunity. Even if they do, you can expect the call to end politely with a possibility of the candidate referring another potential applicant they know would consider the opportunity. Thus, by changing your pitch you can work wonders in your profession. Just visualize how wonderful it feels to stand out from the crowd.