Note: This is the final part of a four part series on cold calling. In part one, Terry talked about the first 30 seconds of making a cold call. Three goals must be achieved in that time, he said: Get attention; Avoid rejection, and; Establish a dialogue. In part two, Terry explained how to begin a dialogue with a client explaining why it is you called them and what you can do to help them. Last week he offered a number of openings that will get the attention of a candidate, even one who’s been hearing from other recruiters regularly
Setting a proper frame of reference with a recruit should be a primary objective during your first in-depth discussion. This will determine whether or not the recruit views you as an asset or a liability.
For the purposes of this article, we will define a recruit as someone with whom you have initiated the first contact, and someone who, at the point of that initial contact, was not actively seeking a change in employment.
Remember: The decision a recruit makes will impact their life to a greater degree than it will impact yours.
Keeping this in mind, it is imperative for you to quickly identify with the recruit any and all potential motivations they may have for a possible job change. This can best be accomplished by asking certain questions. The answers will quickly establish a realistic frame of reference between the two of you, and serve as a foundation for your relationship.