6 Biggest Mistakes Physician Recruiters Make When Leaving Voicemails

Whether it’s cold calling prospective candidates or reaching out to those who have applied or already moving through the recruitment process, most physician recruiters will find themselves leaving candidates voicemails. Unfortunately, many of these voicemails will go unreturned. So what can physician recruiters do to increase the likelihood that a candidate will return a call?

One key way is by leaving a great voicemail that piques the physician’s interest and instills in them a desire to call back. But in order to do that, recruiters need to avoid these six big mistakes when they’re leaving their voicemails.

1. Going on too long

Most people hate checking their voicemail – and physicians are no exception. This is often due to getting long winded voicemails from telemarketers and recruiters that take too long to get their point across. A good voicemail should be no longer than 30 seconds, which should give you plenty of time to get in your value proposition and contact information.

2. Stating your name/company first

Thanks to caller ID, chances are the physician knows where you are calling from. What they don’t know is why. Leave your name and ways to reach you for the end of the voicemail. Chances are that if they’re interested in the opportunity, they’ll listen to the whole message to find out who you are and how to reach you.

3. Not getting to the point

Physicians are notoriously busy. Between large patient loads, never ending paperwork, and keeping up to date with the latest advancements, physicians have little time to listen to a recruitment voicemail that takes ages to get to the point. Instead, start off with the reason you’re calling and why you think they would be interested.

4. Being generic

While having a general script can be a good idea, it’s important to make variations based on the candidate you’re calling. Why do you think this position would be worthwhile for them specifically?

Additionally, switching up the format (such as not starting with your name and/or company) can help your voicemail stand out from the dozens of other messages the candidate is likely getting from competing physician recruiters.

5. Not highlighting value

What makes your position stand out from the competition? What unique value can this opportunity provide to this candidate? If you aren’t highlighting what makes this opportunity a great career move for them, you’re unlikely to get a call back.

6. Failing to follow up

At the end of the day, the fact of the matter is that plenty of people chose not to check there voicemails anymore. This is especially true of the millennial generation that prefers to communicate via text or email. Because of this, you need to make sure to follow up with each candidate you leave a voicemail for with a text and email if possible. Let them know you’ll be following up with additional information at the end of the voicemail as well, letting those that do listen to the voicemail know that more information is forthcoming.

Key Take Aways:

• Keep your voicemails fresh and engaging by changing up the format and providing your unique value proposition
• Keep your voicemails short and to the point – your candidates will thank you for it
• Always follow up in multiple channels, giving you a greater chance of reaching the candidate and having them connect with you