Phone Scripts

Phone Script Templates for Staffing Agencies (2026)

In staffing, speed wins. When you miss a call, that client often calls the next agency and you lose the req. These scripts help you qualify roles fast, set expectations on markups and fees, and keep candidates moving—without sounding pushy or vague.

1) New Client Inquiry (General Staffing Request)

Use when a new company calls asking if you can help fill a role.

“Thanks for calling—this is [Name] with [Agency]. Are you calling about temp, temp-to-hire, or direct hire? What role are you hiring for, and what shift and start date are we working with? What pay rate or salary range are you targeting, and what’s the location and work type—on-site, hybrid, or remote? How many openings, and is this an urgent fill or part of a planned ramp-up? If you’re open to it, I can send a quick intake email and we can have your first 2–3 candidates submitted within [timeframe], once I confirm the details.”

Tips for this scenario

-Ask for the “must-haves” vs “nice-to-haves” (certs, years of experience, software like SAP/QuickBooks, forklift, CDL, etc.) so you don’t waste submissions.
-Confirm the decision-maker and the interview process: “Who approves, and how many interview steps?”
-End with a clear next step: intake form + timeline for first submit (e.g., “by end of day” for temp, “48 hours” for direct hire).

Common Mistakes to Avoid

!You don’t ask whether the client needs temp, temp-to-hire, direct hire, or executive search—so you quote the wrong fee model and lose credibility.

!You accept a job order without confirming pay rate, shift, location, and start date—then you can’t recruit fast and you miss the submit window.

!You dodge pricing questions instead of giving clear ranges (temp 20–50% markup; direct hire 15–25%; exec search 25–33%), which makes the caller assume you’re expensive.

!You don’t confirm the interview process and decision-maker, so candidates sit with no feedback and you lose them to another agency.

!You rely on voicemail after hours—most hiring managers with an urgent req won’t leave a message; they’ll call the next staffing firm.

Pro Tips

1.Create a 60-second “job order checklist” you follow on every intake: job title, headcount, shift, start date, pay/salary, must-haves, screening (drug/background), and interview steps.
2.Use two timelines in every client call: “first submit by” and “first interview by.” Speed is your competitive edge.
3.For temp orders, always offer a backup: “Want 1 confirmed and 1 alternate?” This reduces no-show damage.
4.When quoting temp markups, give a quick example with math (pay rate → bill rate) so the client understands what they’re paying for.
5.Use an answering solution like SkipCalls during interviews and client meetings so urgent reqs get captured, screened for spam, and booked to your calendar instead of going to voicemail.

Frequently Asked Questions

What info do you need to qualify a new staffing client in under 2 minutes?

Ask: temp vs temp-to-hire vs direct hire, job title, location, shift, start date, pay rate or salary range, must-haves (certs/software), screening needs (drug/background), headcount, and who makes the final decision.

How do you answer “What’s your markup?” without scaring them off?

Give a range and a simple example. “Most temp orders fall in the 20%–50% markup range based on urgency and role. If pay is $20/hr and markup is 35%, bill rate is about $27/hr.” Then tighten the quote after you confirm job details.

What’s the cleanest way to explain temp-to-hire fees?

Call it a “working interview.” Explain the temp bill rate during the trial period, then a conversion fee (often 20%–30% of salary) when they hire, based on the conversion timeline and role complexity.

How should you handle a no-show temp call from an angry client?

Own it, move to action, and set a replacement timeline. Confirm whether it’s a no-show or early leave and the exact time, then commit to a confirmed replacement name within 15–30 minutes (if possible) and offer a backup worker for the shift.

What should you say when a candidate asks for pay before anything else?

Answer directly with the range and the basics: shift, location, and start date. Candidates decide fast, and being vague increases ghosting. Then confirm minimum pay, availability, and required skills before you submit them.

Stop losing staffing reqs to faster agencies

When you’re in interviews or on client calls, missed calls cost placements. SkipCalls answers 24/7, filters spam, captures job details (temp, temp-to-hire, direct hire), and can book an intake call automatically—so you can submit candidates faster for $19.99/month.

More Resources for Staffing Agencies

After-Hours Guide

Handle calls outside business hours effectively

Business Hours Optimization

Optimize when and how you answer calls

Call Handling Best Practices

Handle every call like a pro from ring to close

Client Retention Scripts

Keep customers coming back with follow-up calls

Communication Checklists

Step-by-step customer communication guides

Complaint Handling Scripts

Turn complaints into loyalty with the right words

Emergency Call Protocol

Triage and handle urgent calls effectively

Lead Response Templates

Follow-up templates that close more jobs

Missed Call Cost Analysis

Calculate the real cost of every missed call

No-Show Follow-Up Templates

Recover missed appointments professionally

Customer Onboarding Checklist

Step-by-step new customer onboarding process

Phone Etiquette

Make great first impressions on every call

Phone Setup Guide

Configure your business phone system right

Pricing Inquiry Scripts

Handle price questions without losing leads

Review & Referral Scripts

Get more 5-star reviews and referrals

Scheduling Tips

Smart appointment scheduling strategies

Seasonal Call Guide

Plan for peak and slow call seasons

Upselling & Cross-Selling Guide

Increase revenue naturally during service calls

Voicemail Greetings

Professional voicemail scripts that set expectations