Calling Job Candidates

Why Calling Job Candidates Can Be More Beneficial Than Emailing Them

Emailing job candidates has become more challenging in recent years as everyone’s inboxes are flooded with a deluge of daily messages. In fact, in 2019, it is projected that over 246 billion emails will be sent and received ever day. How does one stand out and improve their open email rates in such an over-saturated environment?

For most businesses, it is difficult. The average open rate for emails across all industries currently sits at 32%, and while the construction industry’s rate is slightly better at 45%, it is still nowhere near the level that most companies would like to see it hit.

So how can a business in the construction or building products industry improve upon those numbers? The simplest answer may not involve email at all.

In fact, nowadays, it is more important than ever to establish a personal connection between you and the candidate. Read on to learn why communicating with these individuals on the phone be more beneficial than email and how you can utilize phone calls to your advantage.

Phone Calls Help Distinguish Interested and Qualified Candidates

Emailing is a major tool that is used when gauging the interest and quality of potential new hires. Similarly, face-to-face interviews are typically seen as the best way to solidify a business’ top candidates. However, new research indicates that a conversation over the phone may be more effective than either email or in-person interviews.

A recent study of out Yale University suggests that humans’ sense of hearing is stronger than their sense of sight when it comes to correctly interpreting people’s emotions. This research even goes as far as to suggest that, through phone conversations, people can detect the subtleties of others’ emotions, not only noticing the difference between positive and negatively feelings but distinguishing between emotions like anger, fear, and sadness and awe, compassion, and interest.

Therefore, speaking with a job candidate over the phone may prove to be the best way to see if they are truly invested in an opportunity with your company and if they are confident in their abilities. Instead of treating phone interviews as a formality, more recruiters should focus on the intricacies of these conversations and use this information to help decide who the most interested and qualified candidates are rather than if they respond rate to an email.

Personalization

Americans received over 26 billion robo-calls in 2018, a nearly 50 percent increase from 2017. In today’s world, people have grown to expect that the voice on the other side of the phone will be automated, which is why when they receive a call from an actual living, breathing human being, their interest is immediately piqued and their attention is grabbed.

Once the person you are calling picks up, be sure to immediately mention their name and the name of their company or a mutual connection the two of you may share. Make the opening of your call as personal as possible while also remaining professional in order to put the candidate you are contacting at ease and ensure that they are open to having a conversation with you.

Still Keep Your Message Short, Sweet, and Specific

Establishing a personal connection with the person you are talking to on the phone is important. However, it is just as essential to be clear and concise with the message you are sharing with them. For a potential new hire in this currently oversaturated job market, do your best to be short, sweet, and to the point.

Nowadays, people’s attention spans typically waver only eight seconds. It’s essential to get your message across as quickly and succinctly as possible to guarantee that the person you contact maintains focused on what you have to say.

Going Forward

If you are looking to improve your company’s engagement numbers, give the old fashion way a shot again: call your job candidates.

Five minutes on the phone with a recruit could be the difference in whether or not they want to join your business, especially if this potential new hire is on the more passive side.

Do you have any questions or comments about this post or any of the resources or services that we offer at DSP? If so, please contact us today so we can help!

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