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When I first started in the IT recruiting industry fourteen years ago, there were no resume databases, no job boards, no social media and no professional networking websites.  In fact, email was something still pretty new that we didn’t utilize on a daily basis.  As an IT staffing salesperson, I was set up with a phone and call sheets.  Smile and dial, cold call until your fingers got tired or your mouth went dry.

While it’s still critical to get an IT manager on the phone to build a relationship, IT staffing salespeople rely far more heavily on email.  Whether it’s right or wrong, good or bad, email is pushing the art of cold calling into extinction.

Regardless of your career, if you stop practicing, you get rusty.  Cold calling is no different.  The more you cold call, the better you’re able to hone your skills.  The more you cold call, the better you’re able to rebut objections, nudge a client into taking the time to meet with you or even convince an IT manager to give you a chance to fill his/her open hiring need.

While cold calling might be a dying art with salespeople in the technical recruiting industry, it’s still a constant in the world of technical recruiters.  Regardless of whether an IT recruiter initiates contact with a prospective candidate via email, it is virtually impossible, or more accurately, virtually scary to think of a technical recruiter never speaking with a candidate live before sending his or her resume to a client.  There are so many nuances to a typical IT recruitment.  There are so many questions that could only be answered in a live conversation in which the technical recruiter can analyze a candidate’s response.  The slightest hesitations, changes in pitch or tone can tip off any astute IT recruiters who are used to picking up on subtle signs that ultimately lead to the truth.