Generating Leads from Candidate Calls

This short digital learning looks at generating leads from candidate calls.

We'll look at

This digital learning should take no longer than 10 mins

What can we get from candidate calls?

Getting leads from candidates

Maximise each call!

Candidates are a great source of leads and during each candidate conversation you should be asking and finding as many Business Development opportunities as you can.

Let's look at what you can get from a candidate call! 

What can we get from each call?

What can we do with each piece of information?

  • Current applications/Job seen
    Asking what roles they have applied to or seen is a great source of immediate roles we can Business Develop
  • Hot Boss
    Subtly, asking for the details of their current manager, will enable us to begin a conversation ready to work on the vacancy once the candidate finds a new role.
  • Spec List
    Asking the candidate for a list of companies they would like to work at may reveal new companies, not on our list that we don't currently work with.
  • Testimonial details
    Asking for the details of a manager from a previous job to provide a verbal testimonial, is a great reason to call for Bus Dev purposes
  • Candidate referrals
    By asking the candidate to suggest other candidates, we increase our available candidates.
  • Best Boss
    Asking the candidate for their favourite Manager gives us an opportunity to "re-sell" the candidate to that Manager. It also gives us a new contact to build a relationship.
  • Current Vacancies in their company
    We can contact the hiring manager to sell in suitable candidates.

Handling candidate objections

Why do candidate objections occur? Select all the correct answers below

  • They are a "difficult" candidate
  • We haven't established enough rapport throughout the call for them to feel comfortable sharing this info
  • We haven't positioned the question effectively
  • They don't trust us

The EAR model

Overcoming candidate objections

Common candidate objections include

"Why do you need that information?" or "I'm not comfortable sharing that with you"

We can use the EAR model to handle these objections

Empathise

Ask

Respond

Let's take a look at this in practice!

We've asked the candidate "Where are you currently interviewing?" They have responded...

"Why do you need that information?"


Empathise:

"It helps me to understand the types of roles you've applied for and also saves me from briefing you on roles you might already have applied to"

Ask:

"What roles have you applied to so far?"

Respond:

"Thanks - that's given me a good idea of suitable roles and I feel I may have some other roles to talk you through today..."

"I'm not comfortable giving you that info"

Empathise:

"It might sound like a strange request, but my clients often ask me the question to help when arranging interviews and it confirms relevance if you can show you've got other applications?"

Ask:

"What companies have applied to?"

Respond:

"Thanks - I'll keep those in mind in case my client asks..."

How to ask for leads?

It's all about how we position the request!

Make them understand the why!

To reduce the possibility of a candidate objection, it's best to start our sentences with an explanation of why we are asking the question and what how it will help them by sharing this info.


Current Applications/Jobs applied for

Sell the benefits first

When asking about current applications or jobs they have applied to or seen we'll need to start the sentence with a benefit

"So to help me get a picture of the types of roles you'd applied for already..."

"To avoid duplicating roles you may have applied for...."

We can then add the direct question - 

"what companies have you applied to so far?"

REMEMBER: You may need to ask follow up questions to gather enough info to chase the lead

  • Who they met in interview/who they have spoken to?
  • What part of the business?
  • When they applied/interviewed?

Roles in their current company

We can ask the candidate if there are any vacancies internally that they know of or have applied.

We can then contact the relevant hiring manager and discuss suitable candidates. It also reveals if our candidate would be interested in staying in their current company.

Hot Boss

This is the trickiest one! We need to ask a question about their current manager in a natural way. 

The best way of doing this is to ask about their current role and task, bring the questions into their current team and ask the question "who do you report into?"

If the candidate gives you objections you can use the EAR model and mention that you know of many people in the organisation so trying to work out where they fit into the structure!

Best Boss

Asking a candidate who their favorite manager has been, gives us an opportunity to approach the manager to see if they would re-hire the candidate. It also gives us a new Contact for business development purposes.

Spec List

Finding new companies to business develop.

For those candidates who have a great CV and would be marketable to clients, we may ask for a list of clients that the candidate would like us to approach on their behalf. This may reveal new company names that we haven't worked with before.

Testimonial details

The power of testimonials

There are two main benefits of Testimonials 

1. We get a verbal reference for the candidate which can help us when we are describing a candidate to a client

2.They give us a warm reason for calling the client when doing business development

How we position the testimonial request

"One thing that would help with you application is a verbal testimonial from a previous manager. This often helps to differentiate and set you apart from other candidates. Who would be able to give you a verbal testimonial?"

You will notice we're not saying reference- if we say "reference" we are often directed to Human Resources.

Candidate Referrals

The best way of asking for a candidate referral is to ask about a role that the candidate you are speaking to isn't relevant for or below what they are looking for - this gives us the highest chance of gaining candidate names.

How we position the testimonial request

"Maybe you can help - I'm currently working on X role - now it's not right for you as it's a level below what you're looking for. Who do you know would be suitable ?"

You'll notice we're saying "Who do you know" rather than "Do you know anyone...?"


What do we do next?

Speed is of the essence!

Once we've got leads we need to move swiftly before other agencies get the roles or candidates first!