More Tips for Warming Up Your Cold Calls
We’ve discussed the topic of warming up your recruiter cold calls before. (Here, specifically.) However, we’re back with even more tips.
While these tips deal with contract staffing, keep in mind that some of them can work for direct hire, as well. So below are four more tips for warming up your cold calls:
#1—Make sure you’re talking to the right person.
It used to be that recruiters always went to hiring managers for contract job orders. That appears to be changing, as contractors become a more constant fixture at many companies. These employers are building blended workforce models around them as part of a long-term business strategy. Many companies, especially larger organizations, are putting the Human Resources department (HR) in charge of ALL talent acquisition, including contracting.
This includes approving vendors for contract job orders, so you won’t get far without HR at these companies. For this reason, more recruiters are starting with HR for all their job orders, or at least keeping HR in the loop as they discuss open positions with the hiring manager.
#2—Be a problem-solver.
You have probably heard that you should listen more than you talk during a cold call. That goes double for contract staffing cold calls. Find out what obstacles the companies are encountering and then recommend contract staffing to solve those problems when it makes sense. This is how you can go from being a recruiter or a salesperson to a true staffing partner. There are several questions you can ask to determine whether they may have a need for contractors:
- “Do you have a special project or critical deadline?” These situations often require extra staff or specialized skills that won’t be needed forever. Your clients can bring in contractors to fulfill those needs and simply end the contracts when the work is done.
- “Do you have a backlog you can’t address due to budget issues?” Companies can utilize contractors to pick up the slack, even during a hiring freeze. This is because the funds for contractors come out of a different budget than direct hires and contractors do not create a long-term financial commitment.
- “Do you want to evaluate a candidate’s skills prior to offering direct employment?” Contract-to-direct arrangements allow them to “try before they buy.” This has become more important in recent years. Companies continue to be nervous about hiring and only want to do so if they have the “perfect” candidate. Contract-to-direct can help them get the best match possible.
#3—Not ALL calls have to be cold calls.
Remember, 80% of a recruiter’s contract staffing business comes from their existing direct hire clients. Are all of your clients aware of your contract staffing services? Have you asked them the questions above to determine their need for contractors? If not, it may be time to catch up with your best clients. Contract staffing is also a great way to address a current client’s fear of making a direct hire commitment.
If they are unsure of a candidate, you can allow them to try the person on a contract-to-direct basis. They can then evaluate the candidate’s skills and knowledge on the job and decide whether or not they want to extend a direct hire offer.
If you have marketing materials dedicated to your contract staffing solutions, now is the time to use them. You can mail or email them to your prospects to remind them about your discussion and what you can provide them. Or if you were unable to connect on the phone, the marketing materials can go over the major points and hopefully encourage them to call you. If you work with a contract staffing back office, they may be able to help you create marketing documents.
We encourage you to see for yourself how easy it is. And we will be here to help you every step of the way. That’s why you can can also call us at (888) 627-3678.