Recruitment agencies, voice practice
Win the vacancy when HR says we do it internally
Recruiters make two kinds of hard calls: to clients who do not need another agency and to candidates who do not need another job. Practise both against a customer who gives short answers.
Free plan: 3 calls a month, up to 5 minutes each. No card.
Three calls worth rehearsing first
Each one is written the way a trainer would brief it: what the customer says, what usually goes wrong and what to say instead. Adapt the wording to your company’s rules.
The client with a preferred supplier list
- The customer says
- “We only work with agencies on our approved list. You are not on it.”
- What usually goes wrong
- The recruiter pleads to be added or sends a CV anyway.
- Say instead
- “Understood. Who decides who joins the list, and when do you next review it? Meanwhile, which role has been open longest? If I can show you two relevant profiles for it, that is a quick way to judge us.” Ask about the review process, then offer proof for one role.
- Practise with
- Competing offer in a formal selection process
The candidate who answers in single words
- The customer says
- “Fine.” “Not really.” “Maybe.”
- What usually goes wrong
- The recruiter fills silence with the job description.
- Say instead
- “I will stop describing the role. What would have to change at your current job for you to even take a call like this?” One open question, then wait until it hurts.
The hiring manager who wants to do it internally
- The customer says
- “My team is good at finding people. We just need time.”
- What usually goes wrong
- The recruiter attacks that belief.
- Say instead
- “That works for many roles. What does your team do when the role is senior or niche? And how many weeks has this one been open? If we are not faster, you should keep it in house.” Offer a limited trial on one role.
Typical call types
The conversations that come up most often, and what each one is for.
- Client development call
- Reach a hiring manager, understand the vacancy and agree how you could help.
- Candidate outreach
- Contact someone who did not apply and explain, briefly, why you are calling.
- Screening call
- Check experience, expectations and availability in a friendly, structured way.
- Offer and follow-up call
- Keep clients and candidates informed and handle hesitation before a decision.
Who you talk to and what they care about
Know the person before you dial. Each role listens for something different.
- Hiring manager
- Speed, relevant candidates and not wasting time on poor matches.
- HR or talent lead
- Process fit, fees, consistent quality and compliance with the company’s hiring rules.
- Candidate in work
- Discretion, a role that is a genuine step forward and a recruiter who is honest about the details.
Top objections and example answers
Examples of a direction, not a script. Say it in your own words and use facts from the customer’s situation.
- “We already work with an agency.”
- Good to hear. I am not asking you to move anything. Is there a role that has been hard to fill, where a second source of candidates might help?
- “Your fees are too high.”
- I understand. Could we talk about the type of role and how quickly you need it, so I can explain what the fee includes and the options available?
- “I am not looking to move.”
- That is fine and thank you for being direct. If I keep you in mind for something that is clearly better, would you want me to tell you, or not?
- “Just send me the details.”
- Gladly. So that it is useful, which three things matter most to you in a role like this? I will make sure the message covers them.
Sample opening lines
A good opening names who you are, why you are calling and gives the other person an easy way to answer.
- Client development
- Hello, [Name], this is [your name] from [agency]. I know I am calling unannounced. I work with companies hiring [role type], and I wanted to ask whether you have anything open at the moment.
- Candidate outreach
- Hello, [Name], my name is [your name] from [agency]. I came across your profile and wanted to ask whether you would be open to hearing about a role. Is this a good moment, or shall I call later?
- Client update
- Good morning, [Name], [your name] from [agency]. I am calling with an update on the search for [role] and to ask what feedback you have on the profiles I sent.
Replace the brackets with your own details. Keep the line short enough to say in one breath.
Wording to handle with care
General reminders, not an exhaustive list. Rules differ by country and company, so follow your company’s approved wording.
- Statements about pay, benefits or conditions
- Describe only what the employer has confirmed, and say if something is not yet decided.
- Implying a job is certain
- Avoid promising an outcome. Explain the stages and who decides.
- Using personal data without explanation
- Be ready to say where you found a person’s details and why you are calling, and respect a request to stop.
- Comments on protected characteristics
- Keep questions to the role and its requirements, not to personal circumstances unrelated to the work.
This is training material, not legal advice. For anything specific, ask your compliance or legal team.
Practise these calls in DIRI AI
Talk to an AI customer by voice and read a report with the transcript afterwards. These scenarios are the closest fit for this industry.
Recommended practice scenarios
- Competing offer in a formal selection process
- Discovering needs with a customer who gives very brief answers
- Meeting with a busy customer
Objections to practise first
Practise the call you put off
Choose the client or candidate you avoid, talk it through and see which question opened them up.
Related guides in Learn
Questions about this industry
Can I practise both client and candidate calls?
Yes, with different scenarios. The client calls use procurement and sceptical-buyer personas, the candidate calls use the quiet-customer persona.
How do I rehearse the fee conversation?
Ask for a price-sensitive buyer and explain what the fee covers (search, screening, replacement terms) in your own words. Use only terms your agency actually offers.
Does it help with a first call to a passive candidate?
Yes. The recruiter page lists the moments for that: a short opener, a question about what they would change, and a clear next step.
Can I make a scenario for my own niche?
Paid individual plans support custom scenarios and adjustable difficulty.