It’s practically impossible to tell if a candidate is going to be a good fit, based on their resume alone…that’s why many of my clients tell me they (used to) invite all the seemingly “quality” candidates to a phone interview. Why is phone screening upfront a bad idea?
Let me count the ways:
1. It increases your time to hire: Did you know phone interviews typically add 6 – 8+ days to your hiring process? (source: ). This may sound surprising, but think about how long it takes recruiters to first scan through multiple applications and resumes & decipher which candidates are possibly worthy of a phone screening. Then, there’s the inevitable back-and-forth via email to coordinate a time to chat, followed by hours spent conducting all those phone screens.
2. It’s not scalable: The best way to quickly identify if a candidate is a good fit is to talk to them, but that’s not always feasible–especially if you receive a high volume of applications every week or are simply short on time. Since phone interviews can take anywhere from 15-40 minutes per candidate, there’s only so many phone interviews you can realistically schedule in one day or week. (Have you ever found yourself “stuck” on the phone, talking to a candidate who you knew within the first few minutes of the call, wasn’t a good fit? Unfortunately, you can never get that time back.) This also means that…
3. It leaves candidates on the table: On top of any quality candidates that recruiters may have already missed in their resume scan (yes, good candidates can have poor resumes), there may not be time to reach all of the remaining “good” candidates quickly. When you don’t follow up fast enough, you lose quality candidates to your competitors. According to , 66% of job seekers said they would wait only two weeks to hear back until they consider the job a lost cause and move on to other opportunities. Add in the fact that the best candidates are off the market in less than 10 days, and you can quickly see how adding more time to your process is dangerous for your business. Becoming a “resume black hole” creates a terrible candidate experience, to boot…
This isn’t to say that recruiters should get rid of phone screens altogether, but it’s time to dump the inefficient “scan resume, then schedule phone screen” rinse and repeat process. It’s not the best use of your time, and candidates would appreciate a faster, easier way to connect with you upfront, in a personalized way.
That’s exactly why we built our chat platform, so that recruiters could eliminate steps from their process and engage with candidates faster. Want to learn more? Check out how recruiters are revolutionizing their processes to reach more candidates personally and at scale, to make hires faster:
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