In 2026, candidates no longer answer unknown numbers. Between CPF scams (French personal training account fraud), abusive telemarketing, and increasingly sophisticated spam filters, a recruiter's call from an unidentified number is likely to be ignored—or worse, flagged as spam.
The result: according to an Eagle Rocket study on 2025 recruitment benchmarks, companies invest between €5,000 and €10,000 per hire. A candidate who doesn't answer the phone means lost time and potentially a talent going to the competition.
Here are 5 concrete techniques to get your recruitment calls answered.
1. Send a Pre-Call SMS
This is the most effective technique, yet the least used. According to HelloWorkplace, SMS has an open rate of over 95% and is read within 3 minutes on average.
The principle: send a short SMS 10 to 15 minutes before your call.
Example:
"Hello [First name], I'm [Your name] from [Company]. I'll call you in 10 min regarding your application for the [Job title] position. Talk soon!"
This simple action:
- Identifies your number as legitimate
- Allows the candidate to prepare
- Increases answer rates by 40 to 60%
2. Call at the Right Time
Timing is crucial. L'École du Recrutement analyzed hundreds of thousands of contacts and found that candidates read your messages within the first 60 minutes. If you don't get a response on the first day, chances drop to just 1.7% the next day.
Optimal time slots:
- Tuesday, Wednesday, Thursday: most effective days
- 10am-11:30am: after handling morning emergencies
- 2pm-4pm: after lunch, before end of day
Avoid: Monday morning (catching up on the week), Friday afternoon (weekend mindset), and obviously hours outside the legal framework.
3. Use an Identifiable Landline Number
Calling from your personal mobile is a mistake. These numbers are massively associated with telemarketing and scams in people's minds.
Prefer:
- A geographic landline number associated with your company
- A number with company name display (caller ID)
- A number that's monitored and verified for spam reports
Candidates can verify a landline number online. A number associated with "XYZ Recruitment Agency" is reassuring. An unknown mobile number raises concerns.
For large HR teams, it may be useful to monitor your recruitment numbers' reputation and avoid unpleasant surprises.
4. Leave a Personalized Voicemail
If the candidate doesn't answer, always leave a message. But not just any message.
The effective voicemail:
- Your name and company (clearly stated)
- The purpose of the call ("regarding your application for...")
- Context reminder ("you applied on...")
- Your number (dictated slowly, twice)
- A suggested callback time slot
Ideal duration: 30 to 45 seconds. Too short feels like telemarketing. Too long, the candidate skips it.
This technique is underrated, but it transforms a missed call into a qualified callback opportunity.
5. Adopt a Smart Follow-Up Strategy
A candidate who doesn't answer the first call isn't lost. But you need to analyze the reasons for non-pickup and adapt your approach.
Recommended protocol:
- Day 0: 1st call + voicemail
- Day 1: Follow-up SMS ("I tried to reach you yesterday...")
- Day 2 or 3: 2nd call at a different time
- Day 5: Follow-up email if still no response
Important: never exceed 3 call attempts. Beyond that, you risk being perceived as harassing—and potentially flagged.
FAQ
Can I call a candidate on their personal phone without consent?
If the candidate applied and provided their number on their CV or in an application form, you have their implicit consent to contact them as part of the recruitment process. However, be sure to respect legal calling hours and avoid excessive call frequency.
Should I prefer SMS or email to prepare for a call?
SMS is more effective for immediate contact (>95% open rate). Email is better suited for detailed information or if you don't have the mobile number. Ideally, combine both channels.
Can my recruitment number be flagged as spam?
Yes. If you call many numbers in a short time, or if candidates report your calls (by mistake or annoyance), your number may end up in anti-spam databases. Regularly monitor your lines' reputation and rotate numbers if necessary.
What's the best day to call a candidate?
Tuesday, Wednesday, and Thursday are the most effective days. Monday is busy, Friday candidates are already in weekend mode. Prefer the 10am-11:30am and 2pm-4pm time slots.
