Effective ReCrewtMint® and Retention Process – Voicemail Script

What type of message should you leave for candidates? What questions should you be asking?

Based on the job advertisement that you have created and advertised, you would want to cater for the information in the voicemail recording. In general you will need to adhere to following as a minimum:

Step 1: Your Personal Best.
Your message must be very clear, slow paced, using terminology that is part of the ad, and should sound enthusiastic when recording it. Because if you are not bursting with energy and enthusiasm when talking about your role, how do you expect the called to be?

You message will either repel of the great candidates or you could use it the Share, Enrol and, Engage them into wanting to be part of your company. You might want to consider to be standing up when recording this message!

Step 2: The Greeting Message.
When recording your message include the following:
• Greeting e.g. “Hello” or “Hi”
• Your name,
• Your Role (Optional),
• Your company name,
Make the candidate feel comfortable, warm and, welcomed.

You could say something like this: “Hello, my name is Joseph and I am the Recruitment Manager here at Active Business Coach, I would like to welcome you to leave your details and answer the following questions. This process should only take 3 to 5 minutes, so let’s get started.”

Before you proceed with asking the questions you might want to make sure that you give them an indication to how long their answers should be. For example: “Some questions require 1 to 2 sentence answers, others require you that you speak for up to 3 minutes.” In this way you have pre-framed them and they know what you are expecting from them.

Step 3: Their Personal Details
Now the first thing you want to do here is to get them to leave their personal details such as:
• Full Name
• Full Address
• Contact Number
• State the Job Reference Number
• Email address (optional)

Asking for the Job Reference Number from the ad serves you to know what quality of candidates are you getting but also tells you if the person is actually applying for the right job or not. Many times I had received calls from applicants that didn’t even know what role they were applying for.

Step 4: Ask them to share themselves
This step is really where you are truly discovering about the candidate. In this section you want to ask them to tell you:
• About themselves such as hobbies
• Most Relevant Experience and,
• Why you should hire them
This is basically giving you an understanding about their suitability and flexibility in the work environment.

You might have other questions that you find suited for the role you are recruiting for, just keep in mind that you are not interviewing at this stage you are actually filtering those time wasters.

The advantage of using some voicemail systems is that you can track at what point in time through the script callers are hanging up or bailing out. This information serves in 2 ways, the first being for you to review the performance of your script since it may require improvement and adjustment and the second is to get an understanding about the quality of the callers.

The voicemail is your second level of filtering and culling-out time wasters. If they are not serious about the job then they will hang up and not bother.

People tend to be a bit taken-out by this approach, but that’s a good thing. You want to stand out, and say to your candidates: “This is something different – we are professional and serious about whom we take.”

In Part 7 of this series of articles we will cover the how to assess the answers and move to the next stage of the interview for the Role.

With much love.
Joseph Warda
Active Business Coach
Train, Facilitate, and Grow!
joseph.warda@activebusinesscoach.com
www.activebusinesscoach.com
http://activebusinesscoach.blogspot.com/
Active Business Coach
+61-4-1428 3098