How to Handle the "Just Send CV's" Objection as A Recruiter: My Objection Handling Secret Script

Summary

This video equips recruiters with strategies to handle objections from hiring managers who prefer to receive CVs without discussing job details. It emphasizes the importance of understanding the role beyond the job description to improve candidate quality and response rates. Recruiters are encouraged to ask insightful questions, propose brief discussions to clarify expectations, and build trust through effective communication. By establishing a collaborative approach, recruiters can ensure better alignment with hiring managers and enhance their overall recruitment success.

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Q & A

What is a common frustration recruiters face when working with hiring managers?

Recruiters often feel frustrated when hiring managers request resumes without qualifying the job order, making it difficult to understand the role's specific requirements.

How should a recruiter respond when a hiring manager insists on receiving resumes without discussion?

A recruiter should ask the hiring manager why they prefer this approach, highlighting common challenges, such as candidates not fully meeting expectations or difficulties in attracting passive candidates.

What benefits can arise from a deeper discussion between recruiters and hiring managers?

Having deeper discussions can improve the quality of candidates presented, increase response rates, and enhance the overall candidate placement ratio.

What specific metrics should recruiters share to support their case for deeper discussions?

Recruiters can share metrics such as candidate response rates increasing from 5% to 20% and placement ratios improving from 1:7 to 1:3 when they engage in more in-depth conversations with hiring managers.

What proposal does the speaker suggest for hiring managers to improve candidate quality?

The speaker proposes scheduling a 20-minute discussion to better understand the role beyond the job description, enabling recruiters to attract higher-quality candidates.

Why is it important for recruiters to build trust with both clients and candidates?

Building trust is essential as it leads to stronger relationships, improves candidate quality, and ensures both clients and candidates feel valued in the recruitment process.

What analogy does the speaker use to emphasize the importance of qualification?

The speaker compares sending resumes without proper qualification to receiving candidates' resumes without sufficient engagement, arguing that both practices would not yield satisfactory results.

What should recruiters do if hiring managers resist engaging in discussions?

If resistance persists, recruiters should remind hiring managers that efficient practices, such as sending unqualified resumes, are unlikely to lead to satisfactory outcomes and reinforce the value of their own services.

What training resource does the speaker mention for improving objection handling skills?

The speaker references the HPR Academy, which offers a module on objection handling that includes live coaching sessions and drills for clients and candidates.

What is the ultimate goal of the approach recommended by the speaker?

The ultimate goal is to save the hiring manager's time and ensure they meet the right talent by providing a more qualified and tailored selection of candidates.