Do the voicemails you leave physician candidates result in a call back? If your answer is “usually, no” then you’re probably not doing it right. Whether the voice message is left after a cold call or as a follow up to an inquiry, a quality voice message should result in a call back. But is there a right way to leave a voicemail? And if so, what is it?
When done correctly, leaving physician candidates a great voicemail that sells the opportunity can be an effective part of a physician recruitment strategy. While many individuals prefer not to leave voicemails anymore, they can be a key part of a multi-pronged recruitment strategy. But to get the most out of your voicemails, you need to get them right. Here are a few ways to make your voicemails stand out and increase the likelihood that you get a call back.
1. Be Specific
When leaving a message for a candidate, one thing you don’t want to do is leave them wondering why you called. Leave a specific message letting them know why you’re calling, the value of the position, and why you think the opportunity would be a good career move for them. Remember, being specific about what you’re offering will increase the chances that they’ll call you back.
2. Be Brief
Physicians are incredibly busy, especially if they’re undertaking a job search while running a practice. Because of this, it is crucial for recruiters to keep their communication with candidates – like voice messages – brief and to the point. A well thought out voicemail should be able to get your point across, pique the candidate’s interest, and provide a way to get in touch with you in 30 seconds or less.
3. Be Persistent
By be persistent, we don’t mean harass a potential candidate. Instead, persistence is shown by following up via text and email, and providing the candidate with multiple ways to contact you should you be interested. Additionally, let them know that you will be following up with them. While they might not have time to respond to your voicemail, they may be able to respond when you follow up via text and/or email, allowing them to set up a convenient time to speak with you regarding your opportunity.
While it’s true many people don’t check their voicemail any more, plenty still do. In order to catch their attention and get a call back, it’s important for recruiters to be brief, specific, and persistent in selling their opportunity to the prospective candidates – and giving them multiple ways to respond.