Recruiting candidates is, without a doubt, very important for the growth of the company. And it is not as easy as it sounds. 

With the new hybrid work model and rising remote work opportunities, conversing with the candidates via call is a normal procedure. It is also challenging as the communication takes place on a call rather than face-to-face. Communication is one of the important HR skills that anyone in HR career should master. 

The first recruitment call is very important for not just the candidates but for the company as well. Recruiter calls are frequently the first point of contact a prospective employee has with a company. It is an opportunity for a company to learn more about you as a potential employee. 

At the outset of the hiring process, you’ll likely be asked about your work history, abilities, and qualifications. These phone conversations can also be used by job seekers to learn more about the organization or the position they are applying for.

In this blog, I will share what mistakes you should avoid when you make the first call to candidates. If you want to be a good recruiter and provide great candidate experience, you should identify these mistakes and not repeat them again.

Don’t make these mistakes in the first recruitment call

Don’t be unprepared

If you go up unprepared, it communicates that you are not interested in what they have to say or in the conversation in general. The candidates will develop a negative opinion of your company as a result of this. In addition to that, this will display a lack of professionalism.

You can learn more about the candidates by interviewing them with the questions you have prepared. For this, it is necessary for you to review the candidate’s resume in order to ensure that you are asking the appropriate questions. If you ask pointless questions, it will make a bad impression.

So, always be prepared with the candidate’s information, the role they are interested in, and a few questions that can help you find out if they are the right candidates for your company. 

Not maintaining a positive mindset

Your frame of mind is the single most important factor in determining your success. In light of this, I ask that you kindly check that you have access to candidates who have a constructive frame of mind. Recruiting is not a simple task because you have to talk to a wide variety of people, but maintaining a positive frame of mind is essential to making progress in this process.

You, as a recruiter, are expected to exude an unwavering sense of self-assurance, an upbeat demeanor, and boundless enthusiasm at all times. You must need to have those upbeat ideas running through your head while you go about your day. This will also give a positive vibe to the candidate.

Calling the wrong prospect

Take some time to plan out who you should call before you make a call to a candidate. Determine who it is that you are targeting, what kind of person they are, and how you will go about finding good people to fill the role.

Create a plan and a list of the people you have listed out who have the necessary qualifications for the position you are hiring for. If you have a solid understanding of the needs and the profile, it won’t be difficult for you to identify a qualified applicant. Do not commit the basic mistake of calling people who lack the necessary qualifications for the post.

Bo clear objectives

It will be difficult to have a recruitment call with a candidate if you do not first determine what your objective is and what your primary and secondary objectives are. Get familiar with the employment openings, the qualifications, and the core values of the organization.

Make sure you have a clear purpose in mind before calling potential prospects so that you can determine which among them would be a suitable fit for the position you are looking for at the organization.

Having a weak opening statement

The first 10 to 20 seconds of your opening statement are critical in grabbing the attention of the candidate. As a result, it is important to begin the call with a strong and concise statement.

In your opening statement, make sure to include the name of your company. Make a simple or clear opening script to avoid any blunder. Avoid the mistake of skipping a script for the opening statement, as it is a crucial factor in impressing the candidates. 

Asking too many closed and irrelevant questions

You need to ask your candidates a wide variety of open-ended questions if you want to have a meaningful conversation with them. Don’t ask any irrelevant questions. 

If you call a candidate for the first time and ask questions that are directly linked to the job profile he is applying for, you will make a positive impression. Else they will have a negative impression or feel doubtful about the company. 

Interrupting the candidates

It is important to ensure that the candidates get the most out of the opportunity to speak. You should try not to interrupt them, and you should give them sufficient time to speak and to have their issues and concerns answered.

In addition to this, you need to make sure that they do not get the impression that they are communicating with a stone wall. Ask them questions that are easy to understand, and then follow up on their responses.

Wrapping up

It is in your best interest to stick to the procedures that have been laid out in the recruitment plan for your organization at all times. When calling potential applicants, you should keep in mind each of the pointers discussed in this blog. 

Being an HR recruiter, these have been very helpful. So, in order to steer clear of making any of the usual errors in your recruitment call with candidates, make sure you follow these pointers. 

Recruitment may not be easy, but you sure will have a lot of fun as an HR recruiter. Check out our job openings on our Careers page and also visit to know more about our services. 

                                                                                                                                  Editor: Amrutha