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A candidate says, "I'm not looking for a job right now." How should you respond?
Acknowledge their response, ask if they would be open to hearing about a brief opportunity, and respect their decision if they decline.
The candidate says, "I've had bad experiences with recruiters before." What should you say?
Empathize, explain that you understand their concern, and briefly explain how your process is transparent and focused on finding the right match.
Why do recruiters ask for a candidate's full legal name?
To accurately submit the candidate to the client and avoid identity or documentation issues or to create Unique candidature ID
A candidate asks, "What's the pay rate?" What should you do?
Provide the available pay rate honestly
Why is it important to speak professionally during the first call?
It builds trust, creates a positive first impression, and encourages candidate engagement.
The candidate says, "Send me the details first, then I'll decide." How do you respond?
Briefly explain the opportunity over the phone, answer questions, then offer to send the job details afterward.
The candidate says, "Recruiters always disappear after submitting me." What should you say?
Acknowledge their experience, explain your communication process, and commit to providing updates whenever available and establish follow ups
A candidate refuses to provide the last four digits of their SSN. What should you do?
Explain why it's required for Unique candidature ID to track your submission
The candidate asks for $5/hour more than the budget. What should you do?
Understand their expectations, explain the client's budget, and negotiate on general benefits like travel, networking fortune500
The candidate asks, "Is this a remote position?"
Be honest that you'll confirm with the client and avoid guessing.
The candidate says, "I'm busy. Call me later." What is the best response?
Respect their time, ask for a convenient callback time, and schedule a follow-up.
A candidate says, "The last recruiter submitted me without my permission." How do you handle it?
Apologize for their experience, explain that you only submit candidates with their consent, and reassure them about your process. with RTR
The candidate asks, "Why do I need a drug test?"
Explain that it's a client requirement for certain positions and for transparency
The candidate has another offer paying more. What should you do?
Understand their priorities, highlight the overall opportunity if appropriate, and avoid criticizing the competing offer.
The candidate asks for the manager of the company
If given in the JD then provide the name if not then revert back to them after a while after confirming if you can share the name or not.
The candidate says, "I'm only interested if it's 100% remote." The role is hybrid. What should you do?
Clearly explain the work arrangement and ask whether they would consider hybrid. Respect their decision if they decline.
The candidate becomes frustrated and says recruiters waste their time. How should you respond?
Stay calm, acknowledge their frustration, explain your process clearly, and let them decide whether they'd like to continue.
A candidate refuses to share any personal information because they're worried about identity theft. What should you do?
Explain how their information is protected, why it's requested, and only collect information that is necessary at that stage. also assure that you are not scamming and data can be collected over password protected file
The hiring manager cannot increase the pay rate. The candidate is about to decline. What can you do?
Discuss other aspects of the opportunity (benefits, schedule, experience, contract length) and ask whether those factors influence their decision without applying undue pressure.
The candidate asks if accepting your offer means they must reject all other interviews. What should you say?
Explain that the decision is theirs and encourage transparency throughout the hiring process.
The candidate says, "I get 20 recruiter calls every week. Why should I talk to you?"
Differentiate yourself by being concise, demonstrating knowledge of their background, explaining why the role is relevant, and respecting their time if they aren't interested.
A candidate says, "A recruiter ghosted me after I quit my previous job." How should you rebuild trust?
Express empathy, explain your communication approach, avoid making guarantees you can't keep, and set realistic expectations for updates.
A candidate refuses to provide their SSN until they receive a written offer, but the client requires it before submission. How do you handle it?
Explain the client's requirement, clarify how the information will be used and protected, and respect the candidate's decision if they choose not to proceed.
A highly qualified candidate demands 30% above the client's maximum budget and has competing offers. What is your best approach?
Explore the reasons behind their expectation, communicate the client's budget honestly, check whether flexibility exists, and discuss the overall value of the opportunity without making commitments you can't fulfill.
A candidate accuses recruiters of collecting resumes only to build databases and says they don't trust agencies. How do you respond?
Acknowledge the concern, explain your firm's recruiting process and privacy practices, focus on the specific opportunity you're calling about, and allow the candidate to decide whether to continue.