Rehearse The Story Before The Recruiter Call

Back when I was in the recruiting chair, we'd screen our candidates on the phone first. (People weren't using 'that Linkedin thing' yet.)

We prided ourselves on knowing each hiring manager and each person so well that we could make great personality matches with our placements, which played out year after year.

But back to that first phone call...the 'phone screen'.

There was a clear difference between people who were ready for this -- had their story down pat. tight. -- and well, those who went down rabbit holes, not really thinking this was part of the hiring process.

Now, we'd help people tighten that story when we could -- between our 100+ phone calls per day -- but this is something I'd wished our clients had all had down pat ahead of time.

Today, I want to save you some time and frustration because you'll want to have this answer wrapped up with a bow BEFORE you speak with a recruiter, or do a recruiter screen.

And, I say this with love

Too many talented candidates treat the recruiter screen like a casual conversation and then wonder why it didn't feel like momentum after they hung up. Possibly, they rambled. Or, the call felt simple, so they winged it.

What could have been a quick, hard-hitting answer with a clear throughline and career goal, turned into a hallway with too many doors.

And the challenge is, even for the most patient and personable recruiter, they need you to get to the point so they can decide whether your story is easy and clear enough to move forward.

So, while you can include this and that role. That company. The restructure. The manager. The quota. The pivot. The reason you're exploring. The thing you don't want to say too strongly. The detail you forgot until halfway through.

...it's stronger to choose what's relevant and clear.

Think of it like buying an iPhone. Top of the line, lots of features, lots of iterations and now on version 19..uh..19Pro?

So, when you go in to explore your options and see if this is the right one, you'd likely just want the CliffsNotes on why it's awesome and what's changed that's relevant to you (vs. all the iterations and it got where it is today).

This is also why you likely remember taglines from commercials (sometimes before the company they're behind).

"If it doesn't get all over the place, it doesn't belong in your face..."

"bah buh buh bah bah, I'm lovin' it."

"800-5-8-8-2-300 Empiiiiiiire"

Make it memorable. Snappy. Downright Repeatable...and while maybe not tagline-short, you get the idea.

The Recruiter Needs A Repeatable Version

Recruiters are not only evaluating you. I mean, of course they are -- but more important than that, they're deciding whether they can sell you to that hiring manager that's on their mind over at Abbott.

And that means your story has to be... let's call it 'portable'.

If it takes eight minutes, three caveats, and a whiteboard, it is not in the 'portable' category yet.

Before the call, prepare a 60- to 90-second version that covers:

• your current role / situation
• the kind of work you are strongest in
• brag a little (proof of that strength)
• why this type (or what type) of opportunity is the right next move
• one clean reason you're open to conversation

When you add these specifics, share them with a smile, you'll paint a clearer picture for your recruiter.

If recruiters are part of your strategy, How To Work With Recruiters So They Become Your Best Advocate is worth revisiting. A recruiter can only advocate well for what they understand well.

Practice The Hand-Off

So you know we're going to keep it short and sweet -- so how about an example.

Here's one where there's enough context to frame your fit, and moves the chat forward:

Try something like:

"The short version is that I've built my career around complex ultra rare disease arena where trust, clinical understanding, physician alignment, and territory discipline are high priorities. I have a knack for scouting those unfindable patients in partnership with physicians and find this segment really rewarding. Most recently, I've been focused on account growth and stakeholder education, and I'm looking at roles where I can bring that mix into a more strategic, key accounts role. I'd love to hear more about what roles you're working on.*"

(or, if it's an internal recruiter 'screening' call):

*I'd love to hear how this team / company defines success and their goals for the business in the first six months to a year."

Notice what that does.

Value? Framed. Direction? Clear. Momentum? Generated.

As a recruiter, you'd know exactly what this person is about -- what they want, where they'd fit -- and now you can get into the nitty gritty with them if you're sitting on something relevant.

Relating your story this way also keeps you from drifting into every detail of your resume. (phew!)

Let's Talk About The Recruiter Screen: Prepare For The Obvious Qs

You don't need to predict every question.

Focus on clear answers to the following and inquisitive questions (I'll show you further down).

Clear answers to:

1. Why us?
2. Why here?
3. Why Now?
4. How have you been successful so far?

*and the holy grail

1. Tell me about yourself (see above!)

Boom.

If you are making a pivot, use the one-sentence bridge before the call. If you need stronger examples, pull from 50 Things You Can Measure so your proof is not vague.

The goal is not to sound rehearsed. You've GOT this. You KNOW you stuff.

The recruiter screen is a quick fit-check -- a red-flag test -- so just make sure you're clear, relevant, and kind.

Practice your mini story and give them the version they can carry forward.