BLOG: Four Essential Tips for Recruiters to Increase Referrals and Success

Are you a recruiter who wants to increase referrals and attract top talent faster? If so, then look at these four essential tips from Barb Bruno, president of Good as Gold Training. Her words provide valuable insight into how recruiters can increase their referrals and, in turn, success within their industry.

  • Care About Talent

To ensure long-term success, Recruiters must answer positively to the following three questions that job seekers have:

  • Do you care about me?
  • Can I trust you?
  • Will you deliver what you promise?

“Candidates, like significant others, need to be nurtured and cared for,” she said. “I took calls for job seekers once a week, and they complain about us all the time, and their overall impression of you and I is that we don’t care about them, that all we care about is filling jobs for our clients.”

To make your open positions stand out in a crowded marketplace, Bruno recommends taking time to show candidates that you care about them.

“I’m asking all of you to slow down a little bit right now,” she said, “because if you slow down your initial conversations with candidates, you’re going to speed up your ability to fill in your business.”

“If you slow it down at first and don’t pick a job but take time to find out what’s most important to the contractor first, then you know what jobs to present to them,” she added.

  • Learn How Job Seekers Think

Bruno explained how money is not always the driving factor for job seekers to join an organization. Her view is supported by studies that show most people would quit their jobs if they feel unappreciated. What does this mean for recruiters? It means that they must determine what motivates candidates beyond just money. Before you pitch a job, find out what each candidate feels is their next career move. Candidates are interested in career advancement and improving their marketability.

One way to find that is by gathering information about the candidate and getting a sense of who they are and when their interests lie. This process will help recruiters make connections with them and understand how the opportunity you’re presenting could fit their needs.

“What must be there for you to accept a job today?” is the type of question that can help you understand their current priorities Often candidates don’t want to accept a new job or contract “today” or right after they leave their current one.

  • The Best Voicemail

As a recruiter, when you leave a voicemail, your choice of words determines whether you will have a callback. Too many voice mails could be interpreted as “Hello, I’m a sales person that wants to sell you something, please call me back. You must not pitch a job too soon. For example, don’t tell a candidate, “I have the perfect job for you.”

“You’re assuming that what I’m doing now is what I want to do next,” she said, explaining a likely reaction from candidates. “You don’t know anything about my current situation. How can you pitch a job and tell me that’s a perfect fit?”

Utilize this voice mail script. “My name is ________ someone suggested we talk. When you call me back tell whoever answer the phone to interrupt me no matter what I’m doing, I don’t want to miss your call. Again, my name is _______ and then repeat your number twice. End with have a great day.

This does not indicate WHY you are calling, you made the person feel important by telling them they could interrupt you when they call and they are intrigued because someone suggested they talk to you. If they question who referred you, you could simply explain you are representing that person in a confidential search.

  • Use These Six Words

Too often, candidates are reluctant to provide a recruiter with referrals. They often think you want them to refer one of their current co-workers and that makes them uneasy. If you add these six words, you can change a potential candidate’s perspective on giving referrals: “From your last place of employment.” These words must be added to the end of the questions you ask. For example, you can ask a candidate: “who was the best programmer from your last place of employment?” If you get the response “I don’t know anyone” you now know you’ve asked the wrong question. Everyone knows who the best (insert job title) was from their last place of employment which will provide you with many more referrals of top talent.

Members can access Attract Top Talent Faster & Triple Referrals webinar through the TechServe Online Learning Center.