4 HR Scripts for Determining the Urgency of the Hiring Manager

Many top producers in the recruiter industry owe much of their success to the fact they focus their time, energy and resources on working with a client (and hiring manager) that is truly sincere about receiving the staffing solutions only they can provide. These top producers know the client’s sincerity is critical to establishing an effective working relationship. Ultimately, it’s critical to the execution of an efficient process for delivering results.

In my early years in this business, I was fortunate to learn from a manager who understood the importance of qualifying the client’s true level of sincerity. Since that time, I’ve learned many additional approaches to qualifying sincerity.

HR scripts: the first key question

Nevertheless, one of the best methods was taught to me by my first manager. For me, it has withstood the test of time. This approach centers on asking the client a key question.

When you and your client have identified a specific need, ask the following question: “Is the priority you place on filling this position of such a nature that we should arrange our schedules to meet tomorrow morning (or afternoon) in your office to discuss it in more detail?”

A variation of this question for those not in a position to visit clients face-to-face might be: “Is the priority you place on filling this position of such a nature that we should arrange our schedules within the next 24 hours to allow for a conference call, at which time we can go into more detail?”

If the client’s response is “No,” ask “Why not?” They are either NOT sincere about working with you, or this specific opening is NOT a high priority. However, the client may ask why this meeting or in-depth phone discussion is necessary.

In that case, you might respond with one of the following four scripts for determining the urgency of the hiring manager:

HR Script #1:

“In order to achieve the results you’re seeking, we need to complete the same level of due diligence at the beginning of the process as we will need when we evaluate potentially qualified candidates. To do otherwise would compromise our process and decrease the likelihood of a positive result. Do you understand where the value is for you in this type of an approach?”

HR Script #2:

“To begin this process without all the information we need to complete our search properly would not be in your best interest. Do you have any questions on why we recommend this approach?”

HR Script #3:

“Put yourself in my position for a moment. If our roles were reversed, would you be willing to commit your resources to undertaking a search before you had all the information you needed to complete it properly?”

HR Script #4:

“Over the years, our clients have found this meeting (in-depth discussion) to be a logical first step in the process of establishing our working relationship. It also helps ensure that all our resources are properly focused in order to achieve the desired result within an acceptable time frame. Does this seem like a reasonable approach to you?”

The above are merely examples of questions you could ask a reluctant client. Of more importance is understanding the concept behind the words. If the client is unwilling to meet and/or have an in-depth telephone discussion at the beginning of the recruiting process, do not proceed.

Think about it. If you can’t get the client to properly respond at this critical point, what leads you to believe they will respond in a timely manner later in the process?

If you’re interested in top performance, then you must learn how to concentrate your time, effort, and resources with those clients that are truly sincere about working with you. Since “actions speak louder than words,” ask your client to take an action step (face-to-face meeting or in-depth phone discussion) with you at the beginning of the process.

This is one of the best approaches to take for identifying their true level of sincerity.

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Top Echelon’s Training Library

Top Echelon offers a free monthly webinar as part of its Recruiter Coaching Series. After the webinars are over, we post the recorded version of the webinars in our Recruiter Training Library. These webinars touch upon a variety of recruiter-related topics. These topics deal with both candidates and clients. As always, our goal with these webinars (and corresponding videos) is to help recruiters make more placements.

In addition to training and webinars, Top Echelon offers other recruitment solutions. These solutions include the following:

For more information about Top Echelon and the products and services that it offers, visit the Top Echelon website by clicking here.

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Terry Petra is one of the recruiting industry’s leading trainers and business consultants. A Certified Personnel Consultant since 1975 and a Certified International Personnel Consultant since 1989, Petra has extensive experience as a producer, manager, and trainer in all areas of professional search, including retainer, contingency, and contract, as well as clerical/office support and temporary. For more information about his services, visit his website or call 651.738.8561.