why do you insist on phone calls?
Understanding the Overuse of Preliminary Phone Calls in Recruitment: A Perspective from the IT Sector
In today’s competitive job market, communication between recruiters and potential candidates often includes initial outreach methods that may seem inefficient or unnecessary. One common practice is requiring a phone call before providing a detailed job description or salary details. While this approach aims to screen candidates or ensure engagement, it can sometimes lead to frustration and perceptions of inefficiency, particularly among professionals who value transparency.
The Recruitment Dilemma: The “No Job Description Until We Have a Phone Call” Approach
Many recruiters, especially in the IT industry, contact potential candidates via platforms like LinkedIn, often with vague or generic messaging. They might avoid sharing essential information—such as a comprehensive job description, salary range, or company details—until after a preliminary phone call. This practice raises questions about its effectiveness and the motivations behind it.
Why Do Recruiters Insist on Phone Calls First?
Several reasons potentially motivate recruiters to prioritize phone calls without first providing detailed information:
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Filling Scheduling Quotas: Some recruiters may use calls to demonstrate activity levels to their managers, filling their calendars with conversations regardless of the candidate’s initial fit or interest.
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Screening and Filtering: By initiating a call early, recruiters attempt to gauge interest and motivation directly, perhaps hoping to persuade candidates if they are initially hesitant.
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Data Collection: In some cases, recruiters might collect information about candidates’ preferences or availability before sharing detailed role information.
Critique and Impact on Candidates
From the candidate’s perspective—particularly within highly technical fields like IT—this approach feels inefficient and counterproductive. It often results in wasted time, as professionals are repeatedly contacted for roles that do not meet their criteria, only to be asked to participate in lengthy calls without sufficient background information.
Moreover, the lack of transparency can erode trust and deter qualified candidates from engaging further. When detailed information is withheld initially, it leaves candidates unable to assess whether the opportunity aligns with their skills, expectations, or career goals.
A Call for Transparency and Efficiency
While discussions and conversations are valuable parts of the recruitment process, they should be grounded in transparency. Candidates appreciate knowing at least the fundamentals—job description, salary range, company details—before committing to a call. This approach saves everyone’s time and fosters more genuine, motivated engagements.
In summary, the initial invitation for a phone call should not be a barrier but a complement to clear, upfront information sharing. Candidates value efficiency and honesty, which ultimately benefits recruiters by attracting better-aligned applicants and streamlining the hiring process.
Note: This perspective does not oppose having conversations with recruiters; rather, it emphasizes the importance of providing sufficient information beforehand. Once both parties understand the potential fit, a call can be a meaningful step toward mutual understanding and partnership.
By advocating for transparency and efficiency in recruitment communications, we can improve the hiring experience for both candidates and employers.