Adaptability – Our Prime Directive
SELLING VALUE
–A Thirteen-Part Series–
Part Seven
Common Recruiting Objections
The First Four
by
Bob Marshall
October 7th, 2025
PART SEVEN
Common Recruiting Objections – The First Four
Recruiters face objections every day, but how you respond separates the amateurs from the big billers. The key is preparation. Practice your responses until they come out naturally. Then make them your own—your syntax, your style, your personality.
Here are four of the most common recruiting objections, how they were handled in the “old days,” suggested responses, and short stories to illustrate how these responses work in real life.
1. “We don’t have any openings” or “We are not hiring.”
Old days approach: Before the Internet and job boards, companies often kept hiring needs private. A recruiter would have to rely on relationships and persistence, sometimes showing up in person or calling regularly to check if needs had changed.
Suggested response:
- “I understand you may not have current openings. My goal is to stay ahead of your hiring needs. Would it be okay if I sent you a short list of pre-qualified candidates for when a need does arise?”
- “Even if you’re not hiring today, companies like yours often find talent gaps they don’t realize exist. Could we schedule 15 minutes next week to discuss potential solutions?”
Illustrative story:
I once called a mid-sized manufacturing company that insisted they weren’t hiring. Instead of pushing, I asked to share a candidate profile. Six weeks later, they called me—they suddenly had an unexpected opening—and the candidate I had sent was hired within two weeks. That first “no” became a major placement.
2. “We’d like to use the Internet/AI first.”
Old days approach: In the past, recruiters relied on phone calls, personal networks, and resumes in file folders. Companies were used to waiting weeks or months to find talent. Now, with AI and online platforms, some clients think they can skip recruiters entirely.
Suggested response:
- “AI and online searches are a great starting point. What we provide is the human layer—candidates who may not appear online, but are the perfect fit for your culture and business goals.”
- “We save your team time by presenting only the top 3–5 candidates who meet your exact needs. You can spend more time running your business, not screening resumes.”
Illustrative story:
A tech startup told me they wanted to post the job online first. I offered to send just one candidate for review, no strings attached. They ended up hiring her, and she stayed for over a decade. They later told me they couldn’t have found her on their own because she wasn’t actively looking online.
3. “We have an exclusive with another firm.”
Old days approach: Exclusive agreements were often treated as barriers. Recruiters would politely wait their turn or offer value-added services to show they could deliver more.
Suggested response:
- “I understand. Exclusivity can work well. What I offer is complementary: a fresh network and additional options. If you ever need a different perspective, I’d be happy to help.”
- “Many clients maintain exclusives but still rely on multiple trusted recruiters for certain skill sets. Could we set up a brief call to explore how I might assist?”
Illustrative story:
I contacted a client who had an exclusive recruiter. Instead of pushing, I sent a short note highlighting candidates in a specialized niche. Three months later, their exclusive firm couldn’t deliver, and the client reached out to me directly. I placed both candidates in less than a month.
4. “We’ve had a bad experience with recruiters / Don’t use recruiters.”
Old days approach: Negative experiences with recruiters are nothing new. Back then, a “bad recruiter” could be pushy, deliver unqualified candidates, or disappear mid-search. Overcoming this objection required demonstrating professionalism and reliability.
Suggested response:
- “I completely understand. Not all recruiters operate the same way. My focus is on building long-term relationships and delivering measurable results. Would it be okay if I shared a few success stories with you?”
- “My process ensures we only present candidates who meet your criteria exactly. You maintain full control—think of me as an extension of your HR team.”
Illustrative story:
I once called a company that had been burned by a previous recruiter. Instead of pitching, I asked questions about their hiring challenges and listened. After a month of brief updates and insights, they agreed to an interview with one of my candidates. The hire turned out to be one of their best employees that year. Listening first, talking second, made all the difference.
Tips to remember:
- Objections are rarely personal—they are simply part of the process.
- Stay calm, professional, and proactive.
- Stories and examples make your responses believable and relatable.
Next week: Part Eight – Common Recruiting Objections – The Second Three
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