We experienced the same type of issue with my company, and decided to try to address it.
First, our problem statement: filtering phone-screens by recruiters is resulting in poor experience, false positives, etc.
We thought about potential causes, but instead opted to look at the logistics of the call: recruiter runs process, gets responses, and then returns to engineering with feedback.
It was a vacuum filled with innuendo, unspoken assumptions, you name it. Collectively, our recruiting operation was an echo chamber.
So we asked if we could have recruiting calls recorded and/or transcribed. Candidates had no problem agreeing to it -- the recruiters were reluctant at first. (You can probably guess where this going...)
We recorded/transcribed maybe five calls, and that's all that was necessary. We saw dramatic improvement, and we owe most of that to the Observer Effect. We maintained the same throughput of candidates, but we saw more ideally-suited candidates pass through as well as heard better experiences from candidates.
First, our problem statement: filtering phone-screens by recruiters is resulting in poor experience, false positives, etc.
We thought about potential causes, but instead opted to look at the logistics of the call: recruiter runs process, gets responses, and then returns to engineering with feedback.
It was a vacuum filled with innuendo, unspoken assumptions, you name it. Collectively, our recruiting operation was an echo chamber.
So we asked if we could have recruiting calls recorded and/or transcribed. Candidates had no problem agreeing to it -- the recruiters were reluctant at first. (You can probably guess where this going...)
We recorded/transcribed maybe five calls, and that's all that was necessary. We saw dramatic improvement, and we owe most of that to the Observer Effect. We maintained the same throughput of candidates, but we saw more ideally-suited candidates pass through as well as heard better experiences from candidates.
I'd suggest most any operation try this.