“I think technology is doing so many things to us. It’s helping us connect and preventing us from connecting.” – Spike Jonez
Back in the day (10 years ago), recruiters used a device called the telephone to network, source and speak to potential job candidates. They would make hundreds of calls a day. The more calls they made and the harder they networked, the greater the chances were for success.
With the rise of social media and smartphones, it’s easier than ever to source talent and communicate without phone calls. Text-based recruitment is the new wave. Tweets, Facebook updates and other types of social media notifications have forced recruiters to communicate using fingers instead of voices. But is it wise to be excluding the phone call from our communications with candidates?
According to Jim McCoy, president of Manpower Group Solutions, who was quoted in the recent SHRM Online article, “Job Candidates Still Seeking Personalized Recruiting Experiences,” “The impact that high-touch—or human contact—has on a candidate’s recruiting experience cannot be overstated.”
Having more channels of communication can’t be a bad thing, but are we facing a future where we are no longer getting to know the candidate on a more personal level and building trust over a phone call? Isn’t a phone call still the best method for getting updates on changes in a job seeker’s circumstances, discussing new opportunities and gaining leads and referrals?
And in the fierce competition for talent in an endless sea of social media profiles, will the personalized phone call return as the communication method of choice for recruiters? Or is it becoming extinct?
Q1. Many argue that there never has been a better recruitment tool than the phone. Do you agree? Why or why not?
Q2. How has the shift away from phone calling affected the recruiting industry in the past 10 years?
Q3. At which phase of the recruiting process are phone calls most beneficial and important?
Q4. Why is it still important to speak to candidates on the phone during the recruiting process?
Q5. When are email and text messages better than a phone call during the recruiting process?
Q6. Should recruiters tailor communication methods according to the age or experience level of the candidate?
Q7. Are video and Skype replacing the traditional phone call? How often do you use these to recruit?
Q8. Do you think that in competition for talent, the personalized phone call will actually rise in popularity again in the future?