Sometimes, the difference between getting passed on for a role and getting an interview is one more conversation.
Here’s the situation:
I connected with a candidate on LinkedIn, and we found a time to swap intros. Our initial phone conversation was brief. I gave him a quick overview of the role, he walked me through his background, and I felt like the opportunity was a step below what he was looking for.
I told him that. He said okay, and we hung up.
Later that same day, I walked out of a meeting and noticed a missed call and a text from him.
“Hey Jaclyn. Call me quick.”
I called him back, wondering what he wanted.
He picked up and said, “You know what, Jaclyn? I mulled over our conversation. Remind me why you don’t think I’m a fit?”
So, I told him again.
And then we had a 15-minute conversation that changed my mind.
We talked about his current situation, both personally and professionally, his plans over the next few years, why he was particularly interested in my company, and why he thought I should consider him.
He used information I gave him in our initial conversation to help me connect the dots between his experience and areas where he could provide value. He wasn’t just telling me why he wanted the job. He was helping me understand why he could be right for it.
I hung up the phone, pinged my manager, and now the guy is interviewing this Friday.
This doesn’t happen all the time. But I think it’s worth peeling back the scenario because there are a few things he did really well.
1. Understand how to get back into the conversation
The candidate knew where I stood after our first call. He also knew that if he wanted me to reconsider, he needed to get back in front of me.
He called first, followed up with a text, and made it easy for me to respond. During our initial conversation, I recall he casually asking whether the number I was calling from was my cell and how often I text candidates. At the time it felt like small talk. Perhaps he was gathering information about the best way to reach me because we have threads going on LinkedIn and email. Ya…smart.
2. Ask questions that help you understand the full picture
During our initial conversation, he asked about my experience working with the hiring manager, the role itself, and what I was hearing in the market. He wanted to understand more than the job description.
That information certainly went in his favor when we spoke again.
Because he had a better understanding of the situation, he could speak to the things that were actually relevant. He wasn’t throwing everything at the wall and hoping something stuck. He knew when to emphasize certain parts of his background and when other details weren’t going to move the conversation forward with me.
The takeaway: When speaking with a recruiter, don’t just ask about the role. Ask about the hiring manager’s priorities, the team’s needs, the challenges the business is trying to solve, and what the recruiter has learned about the opportunity. Ask the recruiter what conversations they’re having with candidates and what they’re seeing in the market. Personally, I’d ask the recruiter if they’ve had other interviews for the role and past feedback.
The bottom line is the more you understand the overall context the better you can communicate your value.
3. Get a feel for the person you’re speaking with
He clearly understood that getting someone’s attention is sometimes its own challenge. And rather than sending a long message trying to make his case over text or ask me that question, he used a request in the form of a statement to reopen the conversation.
4. Lead with a question, not an argument
When we got back on the phone, he didn’t launch into a sales pitch.
He started with a question: Can you remind me why you don’t think I’m a fit?
That question gave me room to re-explain my thinking. More importantly, it gave him an opportunity to confirm my perspective before responding to it.
From there, the conversation evolved. He shared more about his current situation and goals, and asked follow-up questions based on what he initially learned regarding business initiatives and the teams short and long term needs.
He wasn’t trying to win an argument. He was trying to understand the gap between what I’m seeing in the market, how I viewed his fit and how he viewed it himself.
And through that conversation, he gave me information I hadn’t fully considered the first time around.
The bigger picture
Here’s why I wanted to share this story:
Without his willingness to reengage, we both would have walked away from that initial conversation, and there wouldn’t be an interview on the books for Friday.
He would have missed an opportunity. And we (client and I) might have missed a candidate who could bring value to the team.
And honestly, how often does this happen?
I’ve watched interview loops where candidates get passed over because the alignment isn’t immediately obvious. Sometimes the recruiter misses something. Sometimes the candidate doesn’t communicate their value clearly enough. Sometimes the two simply don’t have enough information to make the right call.
This isn’t to say every no should become a yes. Sometimes the fit genuinely isn’t there, and no amount of follow-up will change that.
But sometimes, the initial assessment is based on an incomplete picture. This candidate understood that there was room for another conversation. He knew how to re-engage me. He approached it thoughtfully, asked the right questions, and gave me a reason to reconsider.
As I always say “Give me a reason to pick up the phone and call my manager”.