direct approach

During the direct or initial approach, trained research specialists make contact with potential candidates to determine their willingness to change jobs. Compared to telephone identification, which requires a lot of creativity, a talent for improvisation and assertiveness, the direct approach is supposedly an easier task - but is it really that simple?

Another personnel consultant...

"I'm calling from recruitment agency XYZ, can you speak freely?" This is a phrase that candidates in certain industries know all too well. In some cases, they are even contacted 2-3 times a day. Many use direct instructions and candidates are approached according to a predetermined text. The texts usually sound impersonal and read aloud.

People at the centre of the direct approach

Candidates who are contacted, albeit for a well-intentioned reason, are not at all prepared for the interview, unlike the caller with the detailed guidelines in hand. The candidates may have just had a meeting in which the pressure was increased on them, perhaps a critical discussion with their superior or they may have lost an important customer. Or perhaps they simply don't feel fit at the moment and are struggling with the consequences of an infection or have family problems. Candidates are not just numbers on our sometimes long contact lists, but first and foremost people. People with emotions, moods and everyday worries. Our call is not always appropriate and sometimes it comes at the most unfavourable time, when colleagues are also nearby and could therefore overhear something.

Empathy at the centre

direct approachTaking these aspects into account, approaching candidates is therefore much more than just a simple, guideline-based survey of interest. Every conversation is as individual as people are. Accordingly, when approaching candidates, you not only need a nice telephone voice and the courage to contact complete strangers, but above all Empathy. This means having the ability to get an idea of the other person's current emotional state within the first few seconds of the phone call. Can you hear voices in the background? Does the candidate respond briefly and succinctly or in a friendly and open manner? What is the first reaction after you have briefly introduced yourself? It is very difficult to learn this appropriate way of dealing with people. It is an inner attitude, but also a talent. When developing the STIER formula, we therefore deliberately chose the term "Empathic First Call", as the term "initial" or "direct approach" does not do justice to the emotional complexity of this area of research.

You always meet twice in life - even when it comes to direct contact

At first glance, a candidate is just one of many names on our list. If he is not interested, which is more likely Addressing candidatesAs a rule rather than an exception, it does not help us any further at first. You might think that it has no further significance for us. But is that really the case? There are quite a few who, especially when candidates express no interest, abruptly break off the conversation and now have hardly any words left compared to the overly friendly and long introduction. Experience teaches us that it is important to treat every candidate with respect, even if they are not interested, and to give them the feeling that this call and the brief introduction was valuable, regardless of the outcome. Addressing candidates

Because even if our industry is primarily measured by appointments, we also have a duty to the candidates. Their interests and wishes should be just as important to us. Even if candidates are contacted very frequently nowadays, they memorise a lot of things very well and a candidate who is not suitable or interested can be the desired needle in the haystack in the next project.

indivHR helps you with customised solutions so that you can find your candidates faster. Addressing candidates

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