The Recruiter Call Trap

Every career coach has been in this exact position.

That moment when your client finally gains momentum in their job search.

They find a perfect role that feels like it was tailor-made for them. They polish their résumé, hit “submit,” and then… a recruiter calls.

Panic. Excitement. Confusion.

Is it an interview? Is it casual? Is it really just a “quick chat” like the recruiter mentioned in their email?

They weren’t expecting this. They pick up, unprepared, stumbling through the conversation, unsure if it’s an interview or just a friendly conversation.

As career coaches, we’ve seen this play out too many times.

We focus so much on interview prep for hiring managers that we sometimes overlook this crucial first gatekeeper—the recruiter. But this call isn’t just a formality. It’s a test. And if our clients fail it, they might never even make it to the real interview.

Recruiters aren’t calling just to say hello—they’re evaluating candidates. That quick 10-minute chat is an interview. And if your client fumbles, they may never make it to the next round.

Yet, many career coaches overlook recruiter call training.

Clients walk into these calls unprepared, give away salary expectations too soon, and simply fail to impress.

Let’s change that.

This week’s newsletter is part 1 of a 2-part series. I will show you exactly how to prepare your clients so they can handle recruiter calls strategically and keep control of the conversation.

Recruiter Calls Are Never “Informal”

A recruiter call isn’t just a friendly conversation—it’s the first stage of an interview.

The recruiter is actively deciding whether to present the candidate to the employer. If your client doesn’t recognize this, they’re already at a huge disadvantage in terms of leverage.

A strong recruiter call sets the tone for the entire hiring process.

A weak one is an opportunity lost before it even begins.

Common Ways Clients Derail Their Job Search

Most job seekers don’t realize the weight of a recruiter call.

Here’s how I’ve seen clients unknowingly shoot themselves in the foot:

• Answering unprepared. Taking a recruiter’s call in a noisy café, on the school run, or while half-asleep doesn’t exactly scream “hire me.”

• Revealing salary expectations too early. The moment a client shares their number, they’ve capped their earning potential. Their negotiation power is gone.

• Failing to ask smart questions. Clients think they’re the ones being interviewed. Wrong. A recruiter call is a two-way street—job seekers should be gathering intel too.

• Thinking of it as a one-sided assessment. Much like the above, clients should be using the recruiter as a resource to learn about company culture, expectations, and details about the hiring process instead of just answering questions.

How to Prepare Clients for Recruiter Calls

Your clients need a mindset shift. Every recruiter call is a test.

Coach them to:

• Treat recruiter calls like formal interviews—preparation is non-negotiable.

• Research the company and role before speaking to a recruiter.

• Have their key selling points ready, just as they would for any interview.

No more answering calls unprepared.

If a recruiter calls unexpectedly, tell the client to let it go to voicemail, especially until they’ve been trained.

They can call back when they’re ready.

1.  Encourage Clients to Control the Conversation

Recruiter calls don’t have to be a passive experience. Clients should steer the conversation by:

• Asking about company expectations, role details, and hiring process timelines.

• Avoiding vague responses and instead showcasing relevant skills and achievements.

• Positioning themselves as strong candidates without sounding desperate.

Instead of just answering questions, they should be gathering valuable information for later interview stages.

2.  A Smarter Response Strategy

A recruiter asks about salary. What should your client say?

Not this: “I’m looking for around $50K.” That’s game over.

Instead, train them to say: “I’d love to discuss salary later in the process, once I have a better understanding of the role and its responsibilities.”

This keeps negotiation power intact.

Use mock interviews to drill these responses into clients so they become second nature.

3. Create an Onboarding Guide

Before your clients start job hunting, arm them with an onboarding document.

This can include:

• “Keep me updated on all job applications.” Recruiters call fast—coaches need to stay ahead.

• Never disclose salary early. Deferring this conversation keeps leverage intact.

• Let recruiter calls go to voicemail if unprepared. Then, schedule a callback after doing some prep.

A simple guide like this helps prevent costly mistakes before they happen.

4. Run Mock Recruiter Calls

Theory is one thing. Practice is everything.

Simulate real recruiter calls so clients can:

• Perfect their tone, confidence, and responses.

• Get comfortable deferring salary discussions.

• Learn to control the conversation and ask the right questions.

Provide immediate feedback. The goal? Make sure they handle recruiter calls like pros when the real one comes.

5. Help Clients Recognize and Avoid Traps

Recruiters know how to extract information. Your clients need to know how to hold their ground.

• Recruiter tactic: Casually asking, “What are your salary expectations?”

• Smart response: “I’d love to discuss that later, once I have a full picture of the role.”

• Recruiter tactic: Making the call sound informal so the candidate lets their guard down.

• Smart response: Treating it professionally and staying on-message.

Coach clients to handle these moments with confidence so they don’t fall into common traps.

Set Clients Up to Succeed

A recruiter call is a high-stakes moment—whether clients realize it or not.

Without proper preparation, they lose amazing opportunities and settle for a package that’s less than their true worth.

But with the right coaching, they can set themselves up to succeed. 

Our role as career coaches is to:

• Help clients see recruiter calls as interviews.

• Train them to control the conversation.

• Teach them how to protect their salary potential.

Mastering recruiter calls is just the beginning.

In next week’s article, we’ll go in-depth on how to prepare clients for the specifics we mentioned today.

PLUS, I have a bonus guide I’ll be sharing too. So stay tuned!

Time to coach your clients to win at every stage of the hiring process!

Best

Heather

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