The Art and Science of Making Recruiter Calls

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A recruiting call involves 5 phases:
" I7 m% t  V$ t5 R6 @% x% C  T# }, ^•        Introduction
' n: t4 J" Y6 v( T5 }•        Probe and Present
•        Close
•        Uncovering Objections
6 }# F' A; K& |•        Reassurance
How a person uses her/his voice in each of these phases is very critical to the performance of each phase.  The figure below is a checklist for evaluating voice techniques
- @: d) A7 j* C
9 a) y5 T* l3 HTurning the Call
& _( j) M: S8 b9 @0 n  EWhen a salesperson (recruiter) makes a call and gets an objection to the initial proposal, there are good ways and bad ways to handle what happens next.  Good ways fall into the following:
* x+ s4 G/ D. z: C6 @5 ~# ^4 MFactual Denial (Misinformation). Headhunters can't help me. 'You're right.  What you may not know is....'
Rephrase a question and answer it.  'I see, so what you're asking is....'
Yes, but (and). 'Yes, headhunters are a problem and....'
Yes and (get to thicker ice). 'Yes, headhunters are very expensive and we have to produce; otherwise no one would use us....'
Compliment and move on. You're all alike.  'You're absolutely right; I can see you know about the recruiting business.  You probably know the break-even point where it is justifiable to use headhunters.'
1 o% E# S. P; Z, z) A/ aLower the commitment. 'I can understand your reluctance to use too many agencies.'
: |, r" n4 e) _Panic Button.  'I understand (restate objection)....' and at the same time present benefits.
; b2 ]( R# X! S& [1 CFeel, Felt, Find.   'I understand how you feel; many have felt the way you do; what they find is....'