The Secret to Better Hiring? Start with Better Calls

Honestly? It’s communication — and how disconnected it’s become.

It’s not just about speed anymore. Sure, top candidates move fast — but what really slows teams down is the lack of a unified, effective way to engage candidates and keep the hiring process tight from start to finish. Most recruiters are bouncing between a VoIP tool to call, another app to take notes, something else for evaluations, and then manually writing feedback. By the time you've pieced everything together, the candidates already moved on — or worse, accepted another offer.

Even traditional VoIP setups, which were supposed to make things easier, just end up being another isolated system. No context, no smart features, no way to track the full conversation arc.

Now, everything happens in one place — AI-powered talking points guide every call, transcripts are automatic, voicemails and SMS follow-ups are smart and localized, and feedback is generated instantly. We’re not just saving time — we’re having better, more focused conversations. And the candidate feels that difference.

Every minute I save switching tools, I put back into building trust with the candidate. That’s what keeps talent engaged. That’s what keeps things moving.

So yes, speed matters. But only when it's backed by clear, consistent communication — and tools that don’t get in your way.

Sourcing isn’t just about finding names — it’s about getting into quality conversations quickly. I still use a mix of sourcing channels like referrals, job boards, and LinkedIn outreach. But where Paññã Recruit helps is what happens after I lock the candidate.

With localized voicemails, personalized follow-ups, and a clean call workflow, I can connect faster and better — and in a way that feels more human. No more cold, templated intros. Every outreach sounds intentional, and that alone boosts response rates.

Plus, with everything in one platform — from dialing to transcripts — I can jump into the next qualified conversation without digging through different tools or tabs.

For me, the key is making every candidate feel like they're not just another name on a list. Even if I’m reaching out to 40+ people a day, I want each one to know I’ve done my homework and it starts with relevance — like mentioning a specific project, background, or experience I genuinely found interesting.

Paññã Recruit helps with the speed and structure, but it’s still on me to build trust. I always take a warm, conversational tone on the first call. I don’t jump into a pitch — I ask how they’re doing, if it’s a good time, and why their profile stood out to me. That small human moment sets the tone.

If they don’t pick up, I use Paññã Recruit’s voicemail generator to leave a message that sounds natural — in my voice, with the right tone for their region. Follow-ups go out via SMS, but I always make sure they sound like me, not a template. That balance of speed and personal touch is everything.

In the end, trust is built through consistent clear communication, thoughtful feedback, and treating people with respect — that’s what makes candidates engage.

What’s really helped me is the structure Paññã brings to every conversation. I don’t go into calls hoping to remember the right questions or trying to scribble down notes mid-interview. With Paññã Recruit, I can instantly pull up AI-generated technical questions based on the role, ask them live during the call, and then record and evaluate the answers — all in real-time.

Here’s the cool part: after the candidate responds, our system compares their answer to an AI-trained best response. It scores the answer on a scale of 1 to 5, and then gives me a full breakdown of what the candidate got right, any gaps, and what that might mean for the role. The feedback is clear, editable, and really accurate — it’s built on large, curated datasets designed to remove bias and mirror human-level evaluations.

Of course, AI’s not deciding the hire. That’s still on me. But it gives me a solid baseline to work from especially when evaluating technical or role-specific skills. I get a clear picture of how close the candidate is to what we need.

So no, it’s not “set-it-and-forget-it” hiring. It’s more like having a super smart assistant in the room with me, helping me make better, faster decisions — without losing the human touch.

Honestly? Don’t fall into either extreme — don’t over-rely on AI, but don’t be too old-school to use it either.

I’ve seen both sides. Some folks are so eager to automate that they lose the personal touch. Others are still copy-pasting emails from 2014 and wondering why candidates don’t respond. The magic’s in the middle.

Use AI to handle the repeatable stuff — the structure, the workflows, the follow-ups. That’s where tools like Paññã Recruit outshine. They make you faster, more consistent, and a lot less stressed.

But when it comes to the actual conversation — listen. Be curious. Be human.

And hey, if you're spending half your day toggling between five tools just to get through one candidate call — maybe it's time to retire that spreadsheet you’ve been emotionally attached to since ages. No judgment. We’ve all been there.

The bottom line is that the best recruiters today are part-strategist, part-storyteller, and part-therapist. AI just makes sure you're not also playing the role of overworked admin.