What to expect from a recruiter call (and how to benefit from it)

If you’re a hiring manager, department head, or business leader, there’s a good chance you’ve received your fair share of outreach from recruiters.

Some call. Some email. Some connect on LinkedIn. And your first thought might be:

• “We’re not hiring right now.”
• “That’s handled by HR.”
• “We already work with a supplier.”

And you wouldn’t be alone. These are the most common reactions we hear when reaching out to potential clients. But if you’ve ever wondered why recruiters keep calling—or whether it's worth taking five minutes to chat—this guide is for you.

First, why do recruiters reach out even when I’m not hiring?

The most effective recruiters aren’t just transactional. They’re not waiting for job postings to pop up so they can throw CVs your way. Instead, they take a long-term view, proactively reaching out to potential clients before the hiring need becomes urgent.

• They're building the relationship early. Hiring is faster and smoother when a recruiter already understands your business, team structure, and priorities. It shortens the learning curve and cuts down on delays when a role does open up.
• They want to share real-time market insight. Recruiters speak with hundreds of candidates and hiring teams. They know what roles are hardest to fill right now, which skills are in demand, what salary ranges are shifting, and how competitors are hiring. You may not need a candidate today, but having access to this data helps you stay ahead of workforce trends.
• They may have access to passive, hard-to-fill talent. Sometimes, a recruiter connects with someone who is perfect for your business—whether that’s a niche engineer, a bilingual project manager, or someone with experience in your exact project environment. These candidates don’t stay available for long. Recruiters reach out to see if you’d want to talk to them before someone else does.
• They’re preparing to support your business when things change. Growth. Restructuring. Maternity leaves. Expanding into a new market. The hiring landscape can change fast, and when it does, you’ll want someone who’s already briefed, vetted, and ready to go.

What questions should I expect from a great recruiter?

Not all recruiter calls are created equal. Some are all pitch, no substance. But the ones that stand out? They ask the right questions—because they’re not just trying to make a placement. They’re trying to understand your business and offer relevant support.

Here’s what those questions might sound like:

“When you do hire, what kind of roles or skill sets are typically needed?”

This gives the recruiter context about your team structure and the types of professionals you value most.

“What roles have historically been the hardest to fill?”

This helps them identify potential pain points, so they can keep an eye out for those hard-to-source profiles in advance.

“How does your current hiring process work?”

They’re not trying to bypass HR or step on toes. A good recruiter wants to fit into your process, not disrupt it.

“Do you work with external recruiters already?”

If you're on a Preferred Supplier List (PSL), they’ll want to understand how that works and whether there’s an opportunity to support you in future.

“If I had a candidate who stood out, would you want to hear about them?”

This isn’t a trick question. It’s about offering you first-mover advantage when exceptional candidates come through the pipeline.

What if I’m happy with my current recruiter or on a Preferred Supplier List (PSL)?

If you’re already working with one or more trusted recruitment partners, great. That’s often a sign of a well-managed hiring strategy. But even if you're not actively looking to expand your PSL, there’s value in taking the occasional recruiter call.

Here’s why it might still be worth the conversation:

• Your current suppliers might not cover everything. One agency may be great at engineering roles, but not as strong in project controls or compliance. Having a broader network can help fill gaps.
• Hiring needs shift unexpectedly.  You might not need help today, but what about a year from now when you're entering a new market or replacing a key staff member?
• Performance can change over time. Even the best suppliers can slow down or lose key recruiters. It’s smart to have a backup—or at least know where to turn if performance dips.
• Most PSLs have review periods.  You’re probably not adding new vendors every month, but having strong contenders in your back pocket makes future reviews easier.

So..should I take the call?

A recruiter call shouldn’t feel like a waste of time. When it’s done right, it can offer immediate value—even if you never hire a candidate through that recruiter.

Here’s what a 5- to 10-minute call could provide:

• Insight: Understand the current hiring climate in your industry and region.
• Support: Access to a potential partner for future hiring surges, difficult roles, or unexpected turnover.
• Awareness: Learn about hiring trends, salary expectations, and how your competitors are managing their teams.
• Preparedness: Know who to call when you do need to fill a critical position quickly.

Think of it as a touchpoint, not a transaction. It’s about staying connected with the market so you can make better hiring decisions when the time comes.

How an international recruitment company can support your business

A trusted international recruitment partner engages with hiring leaders across industries like energy, infrastructure, and STEM every day. They understand the challenges of building global teams under pressure, sourcing specialised talent, and navigating shifting workforce demands—often across multiple countries and time zones.

Here’s what a strong recruitment partner brings to the table:

We take time to understand your business

The best firms go beyond filling vacancies. They learn your goals, culture, and long-term workforce needs—so they can deliver talent that fits, not just on paper but within your environment.

We specialise in complex, global hiring

Whether it’s supporting a new project in Southeast Asia or helping you scale your renewables team in North America, international firms often have the reach and experience to handle cross-border hiring and compliance challenges.

We’re ready when you are

Even if you’re not hiring today, a good recruitment partner can offer market insights, map future talent pipelines, or simply keep the conversation going so they’re ready when the need arises.

Final thoughts: A call today could save you a headache tomorrow

In the midst of tight deadlines and project demands, it's easy to overlook a recruiter's call. However, a brief conversation can provide valuable insights into the talent market and prepare you for future hiring needs.

When that critical role arises, having a trusted partner who understands your industry and business can make all the difference.

Airswift offers global workforce solutions tailored to your needs. Whether you're planning ahead or responding to immediate challenges, contact us to learn how we can support your talent strategy.