4 Powerful Headhunting Scripts for Search Consultants

In my previous blog post for the Top Echelon Recruiter Training Blog, I presented a “Recruiter Script for Positioning Yourself as a Talent Scout.” In this blog post, I’m going to further discuss how to make recruitment business development calls.

Headhunting scripts for (almost) every occasion

Scripts can feel overly constrictive and robotic if you become attached to them, but as a point of reference and starting point, they can be a huge asset. Becoming a master at language is a key skill for a top producer. Below are some of my favorites that I’ve created or picked up from other trainers over the years.

#1—A powerful closing question

Bob Marshall shared the idea of coaching candidates to use this question before they leave an interview:

“Let’s say you make me an offer and I accept. What can I do when I start here to relieve your immediate workload?”

Employers love to hear this! This question will set your candidate apart from the others, who are asking about parking spaces and benefits at this stage of the interview process.

#2—How to pre-close timely feedback with clients

For recruiters, feedback is the “breakfast of champions.” Without timely feedback, your search process is worthless. Here is some language to help your clients understand the importance of open communication:

“We want to fill this position for you with the best person available and do the best job that we can on your behalf. In order to do that, we are going to need your cooperation and timely feedback to let us know when we’re on target and also when we’re missing the mark.

“We give the highest priority to the clients that give us timely feedback. Our request is that we would hear from you within 24-48 hours after a call or submitting a candidate. This allows us to keep your search moving at full speed.

“Does this sound workable for you?”

#3—”Who gave you my name?”

This is one that I heard from Peter Leffkowitz:

“We’re not able to give out names, and I’d like to explain why that is. The people who refer names to us may be currently represented by us in a search. If you were to have an interest in the same type of relationship, I would offer you the exact same confidentiality. Does that make sense?”

#4—The referrals script

Here’s one of the best referral scripts that I’ve come across. I heard it from Peter Leffkowitz.

“In the same way that I’m going to do my best in trying to move your career forward, there is a way that you can help me, as well. Basically, there are two types of people that I’m able to help in the work that I do.

One is someone like yourself, who excels at what they do and is currently looking for a position. The other is someone who excels at what they do and is not currently looking. I wanted to ask you who you know in either of those categories that I could speak with.”

Have you ever used any of the scripts listed above? If so, what has been your experience with them? What other kinds of scripts does your recruiting firm utilize?

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Gary Stauble, a guest writer for the Top Echelon Recruiter Training Blog, is the principal consultant for The Recruiting Lab, a coaching company that assists firm owners and solo recruiters in generating more profit in less time. For more information or to schedule a complimentary coaching session, visit www.therecruitinglab.com or call 408.849.4756.