Cold Calling Candidates for Hard-to-Fill Searches

Cold calling works for hard-to-fill searches because a live conversation moves faster than any message. To do it well, call people you've researched, open with who you are and why you're calling them specifically, ask permission to take two minutes, and aim for a longer follow-up conversation rather than a pitch. Expect "not interested," treat it as the start of a conversation, and leave voicemails that point back to a written message.

How do you prepare before you dial?

• Know why you're calling this person. One specific reason from their background: their current role, a project, the company they work for.
• Know the role's best selling points. Two or three things a strong candidate would care about.
• Get a direct number if you can. A mobile or direct line reaches the person. A main line usually reaches a receptionist.
• Block the time. Calling in a focused block, with your list and notes ready, gets more done than calls squeezed between other tasks.

How do you get through to the right person?

Call direct numbers first. If you're going through a main line, be brief and professional and ask for the person by name. Never mislead a receptionist about who you are or why you're calling. Early morning and late afternoon often reach people at their desks. When someone answers at work, ask right away whether it's a good time or whether you should call their mobile later.

What do you say in the first 30 seconds?

1. Who you are. Your name and firm.
2. Why them. "I'm calling because of your work running plant finance at a multi-site manufacturer."
3. Permission. "Do you have two minutes, or is there a better time?"
4. The hook. One sentence on what makes the role different.
5. A question. "What would it take for a move to be worth a conversation?"

Then listen more than you talk. The goal of a first call is to learn what they want and earn a longer conversation, not to close.

How do you handle "not interested"?

Many people you call aren't looking, so "not interested" is a common first answer. Respect it, and keep the door open:

• "That makes sense. Out of curiosity, what would make a move worth considering?"
• "Is it the role, or just the timing?"
• "Who's the best person you've worked with in a role like this?"

If they still say no, thank them, ask whether you can check in later and note what you learned.

What should a voicemail say?

Keep it to about 20 seconds: your name, one reason you're calling them, a mention that you've also sent a message on LinkedIn or by email, and your number said slowly twice. Voicemail works best as part of a sequence, so the person connects your call to the written message. Follow-up cadence for recruiters shows how calls fit with other touches.

How do you keep track?

Log every call, including voicemails and no-answers, with the date and what you learned. That history tells you when to call again and keeps you from calling someone twice in a day. identifyd logs each touch by channel and shows who on a list is due for a follow-up.