I have been getting a lot of unsolicited traffic by recruiters and frankly they can get a little off-putting. Here are some tips for how to recruit talent. And some general phone tips for how to come across professionally.

Before you Call

Read someone's resume - make sure the positions you are recruiting for match the person's talent. If you are looking for a JavaScript/FrontEnd position, look for resumes that speak to front end work - not resumes with tons of backend/server coding. Read the resume preface to ensure the person is looking for the kind of work you are recruiting for. A recruiter that comes at me with a mismatched position then asks me to redo me resume to match the position strikes me as desperate and corrupt.

Have a copy of your prospect's resume! Asking for their resume is a sign that you are just shotgunning and have no idea whether or not they are a fit for any of your positions. If the conversation goes well, it's okay to ask for an updated copy of the resume at the end, but before then, do your homework and know what the prospect's history is.

When you call someone

1. Tell them your name
2. Tell them who you are
3. Tell them how you know them and (where relevant) vice versa
4. Tell them why you are calling
5. Assess their current status
6. Do this succinctly

Example. "Hi - I am Bob Geoffry from TalentSystems. I am currently recruiting in the San Francisco Valley for PHP backend positions. I came across your resume on Dice and was wondering if you were looking for work."

Don't put someone in a bind when they are at work.

Nobody wants to be rude - but talking to a recruiter while you are at work is really annoying. Assume, if someone tells you that they are on the clock, that they can't talk freely and move the conversation to email - and move it along quickly! Only ask yes or no questions from that point further.

"Okay, well, congratulations. Can I mail you some information in case you know someone else who might be a fit?

(if yes.)

"Thanks. is you email address still (a@b.com)?

(if yes.)

"Okay - thanks for your time."

Minimize the hype

Using Sales hype like "Amazing position" "Incredible company" "Fantastic website" is kind of off-putting. If the position is that amazing, the information you provide should speak to that. Excessive adjectives make the recruit fell like they are getting played

Be reasonable about location

Don't recruit for a position that is 80 miles away from the prospect - everyone has their address on their resume - RTFR!

Describe the company in humanistic terms

Don't get lost in technical detail. Talk about the size of the company, its age, what they are trying to sell and to whom, where they operate, what makes them unique in the market that they are operating in. Describing technical positions purely based on the skillset is like describing mexican food - after a while it all sounds like cheese, beans and salsa unless you get out of the technology.

Talk about money

Don't make the recruit ask about compensation. Be clear and upfront about wages, equity, benefits, employment terms. Don't play guessing games with them by asking open ended questions like, "Are you looking for full time or contract opportunities?" when you most likely have a limited pool of positions that are already specific about the terms of employment. Also, be clear on their funding - don't make the prospect have to twist your arm after a 40 minute conversation to find out a company is operating out of the founder's living room.