Any sales professional or recruiter will tell you that a cold call voicemail is part of their business that they are constantly shifting like Goldilocks to make one that is, “just right.” Some argue that white lies and vague statements are the route to go, and others will state that honesty and transparency wastes the least amount of time in the end. What do you think? Please sound off in the comments with your best scripts, and maybe these opinions from other recruiters (taken from various recruiter groups) will help adjust your own voicemail pitch.
- Hi there! It’s (your name) … your name came across my desk because I spoke to one of your colleagues. Now, I don’t want to get them in trouble for giving me your information, but let’s just say I spoke to them about a new opportunity and they said you might be interested. Call me back and I’ll get the details to you.
- Leave a vm in conjunction with sending a LinkedIn message, and if you have anyone in common on LI , reference that —“ look like we both know X” or “looks like we know a lot of the same people.”
- Mention their bosses name and another peer and say that you didn’t know who the best person to talk to was but left voicemails for them as well. Seems to catch their attention and you may also say you just sent you an email as well that’s in their inbox so hit him more ways than one.
- “You come highly referred from a confidential referral.” This sentence leaves an air of curiosity with no need to ever let them know who that was. They will respect you not giving an actual name.
- I send an email, then a call letting them know I’m interested in speaking with them regarding XYZ. “I sent details to (state email), please take a look and contact me as soon as possible via email or phone” I do this because (1) some people respond to phone, some to email – this gives them the opportunity to respond via their prefered method (2) most people have more than one email…this way, they know where to look (3) it separates me from the spam recruiters – it sends the message that I’m serious (4) my rate of response is dramatically increased by following this method.
- Lead with what will sell. Sometimes I lead with benefits, sometimes I lead with pay, sometimes I lead with duration of assignment. Call when others aren’t, after hours, before hours, weekends. Call multiple times a day. You can also try texting (check your local laws about this one). This is what works for me.
- Change tactics. Get them all on an email list, create frequent fabulous content – share it regularly don’t sell anything but deliver value. Monitor the open rates, ring the most engaged, they will know you or your company name get them to fall in love with your content that they only want to talk to you, feel privileged when you call.
Save time. Make more placements. Create raving fans. Recruitment is about marketing now.
As a business development manager myself, I tend to agree most with the last statement, and will follow up with an article on best marketing campaigns next, so be sure to subscribe to our blog and follow along!