Adaptability – Our Prime Directive
SELLING VALUE
–A Thirteen-Part Series–
Part Eight
Common Recruiting Objections
The Second Three
by
Bob Marshall
October 14th, 2025
PART EIGHT
Common Recruiting Objections – The Second Three
Handling objections is the art and science of recruiting. By the time a client raises one of these, you need confidence, clarity, and tact. As with Part Seven, practice your responses until they sound natural and become your own.
Here are three more common objections, how they were addressed in the old days, suggested responses, and short stories to illustrate success.
1. “Call HR” or “Call our in-house recruiter.”
Old days approach:
Before LinkedIn, Applicant Tracking Systems (ATS), and automated HR portals, calling HR often meant getting a polite brush-off. Top recruiters learned that HR was not always the decision-maker. Success required persistence, tact, and finding the real hiring authority.
Suggested response:
- “I’d be happy to connect with HR, but may I ask who ultimately makes the hiring decision? I want to make sure we respect their process while saving everyone time.”
- “HR is excellent at managing processes, and my role is to bring them candidates who may not be actively applying. Could I share a few profiles directly with the hiring manager?”
Illustrative story:
I once called a large manufacturing company, and the receptionist said, “You need to speak with HR.” Instead of ending the call there, I politely asked for the department head’s schedule. Five minutes later, I had a direct conversation with the decision-maker. Within two weeks, I placed a senior engineer—the kind of candidate HR might never have found through postings alone.
2. “Send me their resume or CV.”
Old days approach:
In the “old days,” a recruiter sending a resume without context often meant it got lost on someone’s desk. Top recruiters learned to pair every resume with a story: why this candidate mattered, their achievements, and why they fit the company culture.
Suggested response:
- “I can send the resume, but it will save you time if I give you a brief overview first. That way, you only review candidates who truly meet your needs.”
- “I’d like to provide a short summary of the candidate’s experience and why they stand out. This approach usually makes reviewing resumes far more efficient for busy managers.”
Illustrative story:
A client once said, “Just send the resumes.” I summarized the top three candidates first, explaining why each was ideal. They picked one to interview immediately. The hire exceeded expectations and became a top performer—proof that context makes resumes far more powerful than a simple attachment.
3. “We don’t pay fees” or “We don’t pay your fees.”
Old days approach:
Recruiting fees were often a sticking point decades ago, especially with companies used to “free” job postings or internal HR searches. Experienced recruiters learned to position fees as investments, not costs. They demonstrated the value of time saved, risk avoided, and the quality of hires delivered.
Suggested response:
- “I understand. Companies sometimes hesitate because of cost, but my approach is to guarantee that you only pay for results—quality candidates who fit your exact needs and often stay longer.”
- “Think of my fee as an investment in time saved, top talent acquired, and future hiring costs reduced. Many clients find the ROI far exceeds the fee.”
Illustrative story:
I called a company that insisted they wouldn’t pay a fee. Instead of arguing, I offered to identify one candidate who could solve a critical challenge they were facing. They hired him. Six months later, the client said, “We should have done this years ago,” and happily paid the full fee. That single placement demonstrated value so clearly that the fee became a non-issue for future searches.
Tips to remember:
- Every objection is an opportunity to demonstrate professionalism and value.
- Use stories, context, and insights to make your point without pushing.
- Objections are often a condition, not a rejection. Handle them with clarity, confidence, and empathy.
Next week: Part Nine – The Value Proposition – ETV=AEW+IECS-RSC
My Best,
Bob
Bob Marshall began his recruiting career over 45 years ago at MR in Reno, NV. In 1986 he established The Bob Marshall Group, International, where he has trained recruiters throughout the United States and also in the United Kingdom, Malta and Cyprus. With a dedication to executive recruiting, he continues to offer his proven training systems to individuals, firms, and private corporations both domestic and in select international territories. To learn more about his activities and descriptions of his products and services, contact him directly @770-898-5550/470-456-0386(cell); bob@themarshallplan.org; or visit his website @ www.TheMarshallPlan.org.
Bob Marshall
President
TBMG, International
247 Bryans Drive, Suite 100
McDonough, GA 30252-2513
770-898-5550