Hi! Here’s How to Leave Voicemails Guaranteed To

telephoneWhat’s the one question that every recruiter asks themselves when cold calling? Do I leave a voicemail? If so, what do I say and how much information do I share?

Later, you wonder, “Why don’t I get any call backs?”

If you were to ask 100 recruiters whether or not they leave a voicemail when cold calling I’m willing to bet you’d get a split right down the middle.

My answer to that question is a solid “Yes.” Simply stated, it’s a matter of dangling the carrot, so to speak, to elicit a response. I’ve used a special VM message for years and with different industries, and have gotten a great response time and again. If you think the message is a bit brash or over-the-top, I challenge you to try it out for a day.  I’ll make a believer out of you.

What’s this magic verbiage that will get me my call back? Just this:

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Hi Mr. Client, John Doe calling. My number is (444) 555-4321. I need to speak to you right away in regards to… (Hang up at this point without finishing the message.)

It’s seems too short and too simple right? Wrong! Using this approach I get a callback two out of every 10 VM messages I leave. Now obviously you can only leave this VM the first time you call, but that’s OK because the next day when you make your second call you’ll leave this message:

Hi Mr. Client, John Doe calling again just following up on the voicemail I left you yesterday. Give me a call back ASAP at (444) 555-4321.

At this point you’ve either peaked their interest or you haven’t. You’ve left them wondering what the call is all about. Is it project related? Are you a customer, potential customer? Is it a complaint?

It doesn’t matter what they’re thinking, it matters that they’re curious enough to call you back. When you leave the VM leave it with a sense of urgency in your voice so they feel it’s serious enough to respond. Then sit back and watch the magic happen.

Bobby O’Shea is vice president of Belding Partners LLC, a direct placement staffing firm located in Phoenix, AZ. The Phoenix office was founded in 2012 and places engineers and architects throughout the United States. Bobby is a graduate of Minnesota State University, Mankato with a degree in Communication. He lives in Glendale, AZ with his wife and 5 children.

To learn more about Belding Partners and the services they offer please visit their website at www.beldingpartners.net or e-mail Bobby at boshea@beldingpartners.net.

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17 Comments on “Hi! Here’s How to Leave Voicemails Guaranteed To

  1. Hi Bobby, The is Rock Star Recruiter, 867-5309. Please call me right away! You just won a ……..

  2. This is the sleaziest thing I’ve ever seen! Shame on you.

    I have a way of leaving voicemails for people that returns about 75-90% of voicemails I leave and there’s no sleaze to it. In fact, I called a Global Recruiting VP with a billion dollar tech firm for a VP People job I was working on in the Valley and left him my message. When he called me back he said he gets calls from recruiters all day, both trying to get him to use them on searches and calling him about searches they are working on. In all the years he’s been there he said my message was one of only two he’s ever received worth a damn. He also said he forwarded it to his entire staffing organization.

    I’m not telling you this to pay myself on the back but to point out there are ways of doing business with honor and integrity that are highly effective.

  3. I think this is good stuff and I’m going to give it a shot. I’m new to this industry but have been in sales/marketing for some time now and I don’t see anything wrong with this approach. He’s not saying anything that isn’t true, just being creative and thinking outside the box. Furthermore, I’d have to say that Carol would be the one I’d be concerned with, as a 75-90% call back rate is unachievable when it comes to cold-calling. Not my opinion, it’s a fact. Look at all the research and studies that have been done over time, no numbers anywhere come close to that. Kudos Bobby, well done!

    1. Ryan: I’ve been doing this for over 20 years and it took time to develop the method I use. For example, the VP of People search I mentioned sourced about 200 possibilities. We actually reached out to about 180 of them. Only about 15 never responded back via phone or email. I always provide my email address on voicemail messages.

      Of course there are occasions, though very infrequently, when the response rate is a bit lower than 75%. If you’ve been in sales/marketing for some time you know that people don’t want to speak to “salesmen”, which is why I developed a different approach.

      1. Well Carol, I think Tom is on the right track then when asking you to share some more information on your technique. Bobby was kind enough to share his technique for the betterment of all even if you disagree with it. Can you do the same so we can try out your approach and see what kind of results we get?

        1. Ryan: This isn’t what you want to hear, but that’s not the type of IP I share for free. Yes, Bobby was very generous in sharing his technique. I do a lot for free. This isn’t one of the things I do for free. Hope you understand…

          1. I don’t understand, isn’t this a site to share information for the betterment of all in our industry?

          2. I agree with Ryan. Carol, you want to make ridiculous claims about return call rates , and then insult other people’s approaches? Back it up.

          3. Is advertising allowed on this message board? Because Carol’s initial post amounts to a free ad. Sleazy.

          4. Ryan,

            We’re all competitors. You’ll see that eventually when another recruiter fills a position for which you are already recruiting.

            We generally keep it friendly but believe it when I say we are all working for our own individual good, not the good of the non-existing collective.

  4. How would you feel if someone left you this type of voicemail, and you called back to discover it’s a seller or recruiter. I’m sure this way of leaving voicemails generates more rebukes and reviles, than recruits and revenue.

  5. I agree with Carol. Sleazy, unprofessional, “bush league” and likely to irritate the client AND confirm every negative stereotype of recruiters. Ugh!

  6. ARE YOU FOR REAL? This is what gives recruiters a bad name!!! What a joke…don’t fall for this people!

  7. Sleazy, yes. I agree with Jen. I’m surprised the Fordyce Letter would sponsor such a ridiculous ‘technique’.

  8. I tend to agree with the consensus below that this is highly unprofessional. Might be OK if you’re recruiting at a very low end dealing with very low level semi-professionals, but certainly NOT the type of VM you want to leave key decision makers or, for that matter, anyone you hope or plan to have an ongoing relationship with based on trust and honesty.

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