Telephone recruiting: Effective or outdated method?

In an increasingly digitalized world, the question arises as to whether traditional methods such as telephone recruiting are still up to date. While new technologies and platforms are revolutionizing the recruitment process, telephone recruiting remains a tried and tested method for many companies to attract qualified talent. But is this method still effective or is it a thing of the past? In this article, we look at the pros and cons of telephone recruiting and give an outlook on how this method can be used in the modern recruiting mix.

What is recruiting?

Recruiting refers to the process of acquiring new employees for a company. It includes all activities aimed at finding, evaluating and recruiting suitable candidates for an open position. The recruiting process typically begins with the identification of personnel requirements and ranges from the creation and publication of job advertisements to the screening of applications, conducting interviews and the final selection of the best candidates. The aim of recruiting is to find the right talent who are a good fit for the company, both professionally and personally, and who can contribute to the company’s long-term success.

What is telephone recruiting?

Telephone recruiting refers to the process by which recruiters contact potential candidates by telephone in order to recruit them for open positions. This can take the form of an initial contact conversation, a preliminary exploratory call or a full telephone interview. Direct personal contact by phone allows recruiters to quickly get a feel for an applicant’s suitability and at the same time establish an initial personal connection.

4 advantages of telephone recruiting

Here are four advantages of telephone recruiting.

1. Personal contact and fast communication

The telephone offers a direct and personal way to get in touch with candidates. Unlike emails or messages via digital platforms, recruiters receive immediate feedback and can clarify candidates’ questions or uncertainties immediately. This speeds up the recruitment process and reduces potential misunderstandings.

2. Efficient pre-selection

Telephone interviews are ideal for initial pre-selection. Recruiters can clarify in a short conversation whether the basic qualifications and expectations of the applicant match the requirements of the position. In this way, applications can be sorted more quickly and further steps can be planned in a more targeted manner.

3. Flexibility

Phone calls can be made flexibly and independently of time and place. This is practical for both recruiters and candidates, as no time-consuming scheduling or travel is required. Telephone recruiting is therefore particularly suitable for initial interviews that need to take place quickly and easily.

4. Cost efficiency

Compared to face-to-face interviews, telephone interviews are more cost-effective. Companies save on travel costs and time, while still being able to gain a first impression of the candidates. This makes telephone recruiting an attractive option, especially for pre-selection.

3 disadvantages of telephone recruiting

Here are three disadvantages of telephone recruiting.

1. Limited possibilities for expression

Compared to face-to-face conversations or video interviews, the telephone offers fewer opportunities to perceive non-verbal signals such as body language and facial expressions. However, these signals are often crucial in order to get a complete picture of an applicant’s personality and social skills.

2. Lack of technical support

Modern recruiting platforms offer numerous tools to support the application process, such as the automatic recording and evaluation of interviews. Telephone recruiting lacks such technical aids, which can make the process less transparent and more difficult to understand.

3. Limited perception

Telephone conversations can be affected by poor connections, distractions or misunderstandings. Without the visual context, it can be more difficult to correctly assess the mood and reactions of the other party, which can lead to a less accurate assessment.

Is telephone recruiting still up to date?

The question of whether telephone recruiting is still an effective method cannot be answered in general terms. Rather, the relevance of this method depends on the specific requirements and objectives of the company. In many cases, telephone recruiting can be a valuable addition to other, more modern methods, especially in the early stages of the recruitment process. It offers a cost-effective and flexible way to make initial contacts and exchange basic information.

However, telephone recruiting should not be viewed in isolation. At a time when digital tools and platforms are becoming increasingly important, companies should develop a balanced recruiting mix that integrates both traditional and modern approaches. Telephone interviews, for example, can be supplemented by video interviews to get a more comprehensive picture of the candidates.

Conclusion

Despite the digital transformation, telephone recruiting is still an effective method if used correctly. It enables fast, direct contact and offers a flexible, cost-efficient solution for initial candidate selection. However, it also has its limitations, particularly in terms of the perception of non-verbal signals and the lack of technical support. Companies should consider telephone recruiting as part of a comprehensive recruiting mix that also incorporates modern digital tools to make the recruitment process as efficient and successful as possible.