
Creating measurable objectives for recruiting cold calls
Let’s face it, no one likes planning for cold calls. I don’t mean the cold calls themselves — we all know that’s a necessary evil — I mean actually planning for them beforehand.
Because of that, most new recruiters jump into a phone call, ask a few canned questions (maybe get a bit flustered), and hang up, now beaming that they’ve finally started “building a relationship” with this candidate.
Seriously?
Because of this, most recruiting teams just focus on the number of dials they go through every day, not focusing on what they get out of those dials. But the best recruiters actually focus on having measurable objectives for any call they make.
For example, here’s are some of BAD objectives:
- Building a relationship
- Collect information
- Learn about their background
Here are GOOD targeted objectives:
- Find 3 likes and dislikes about current position
- Identify base compensation needed to consider a job switch
- Understand 2–3 lateral moves they’re interested in
Using more targeted objectives like these help your team gather information that can actually lead to a close, and helps you know whether your 100 dials/day policy is actually working.
By structuring sales calls around having a specific format, you can ensure that your team gets some kind of valuable information out of each touchpoint with a candidate. And they’re are plenty of tools to help speed this conversation along: two of my favorite being Crystal (analyzes social profiles to pull key insights) and CareerBlitz (uses AI on resumes to devise talking points).
Murtaza Bambot is the Founder of CareerBlitz. For the last 6 years, he’s worked in a mix of recruiting, sales, and data science. He loves checking out new tools and exploring the latest tech in recruiting!
