I’m flooded by job candidates calling for more info

by Alison Green on April 25, 2024

A reader writes:

My company has a very small number of permanent employees but we employ a large number of entry-level seasonal workers at a couple of points in the year. We don’t have landlines, only company cell phones. The phone number on our website, brochures, etc. is my number and job applicants often call my number, asking for more details about compensation, qualifications, job duties, etc. before they have been contacted for an interview.

On the one hand, I don’t want to be one of those snooty HR people, and I know this would be the first job for a lot of these folks. But I’m not in HR or the hiring manager for these jobs, many of these details are in the job posting, and honestly, it’s just annoying. The system is pretty automated — within three weeks, they are either contacted for an interview or sent a rejection — so it’s not like we’re leaving people hanging.

How much should I talk to applicants when they call? And is there some way I can gently educate young and eager job seekers about what is and isn’t appropriate?

I answer this question over at Inc. today, where I’m revisiting letters that have been buried in the archives here from years ago (and sometimes updating/expanding my answers to them). You can read it here.

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{ 128 comments }

{ 128 comments… read them below }

  1. Addison DeWitt*

    Yeah, they need a recorded number for these queries. Tell them you’re not answering your phone any more if you don’t recognize the number.

    1. KHB*

      If OP’s phone number is listed on company materials, that means (I’m inferring) that the company wants OP to be available to take unsolicited phone calls, at least under certain circumstances (e.g., from potential customers, rather than from job applicants). So refusing to answer the phone except for familiar callers doesn’t work.

      The best course of action probably depends on how many of these calls OP is getting. If it’s on the order of a few per day, then it’s reasonable to just say, “Sorry, I’m not the hiring manager, and the hiring manager isn’t taking calls.”

      But if people are calling, like, every five minutes, to the point where it’s impossible to get anything else done, then something stronger is probably necessary, like putting a number in the ad that goes straight to voicemail. There’s no guarantee that applicants won’t find their way to OP anyway – if they’re trying to show “gumption” by looking for a phone number that will connect them to a human – but it should at least cut the number down.

      1. raktajino*

        I wonder what the phone number looks like on the website listing. Maybe the “Contact Us” page could be more clear, specifying OP’s number is for [actual job tasks] and giving a VOIP number for “all other requests” or even “prospective applicants.”

        1. CorruptedbyCoffee*

          We had a number to call for openings, prominently advertised all over the application process but we still got anywhere from 2-16 calls every day when we had openings. They were almost always things already answered in the job posting, and usually felt like an excuse to pitch themselves (why they wanted to start by admitting they didn’t read the post is beyond me). We’d point them to the dedicated number, but never underestimate people’s desire to bypass the process.

          1. Jeremy Lewis Sr.*

            I get 10 to 15 calls like this per shift. Its my job to answer but it does get extremely annoying

      2. Addison DeWitt*

        It does if the OP says “All I do is answer calls from people who don’t read the same info on the website. It’s getting in the way of my work.”

      3. Tio*

        On the one hand, I like this idea for ridding OP of the annoying calls, which I would hate. On the other hand… who’s going to check this new voicemail line? And are they going to bother calling these people back? (I’m betting not) And if they don’t call back, or even don’t get a person, I’m betting a lot of them are just going to go back and do the thing again

        Also, believing OP that the info is actually in the posting like they said, I feel like the company is not going to want to solution that with creating an entire separate line for people who refuse to read to call and then be looked after

        1. Ann Nonymous*

          Maybe a better solution is for the OP to set up a voicemail that starts with, “If you are calling with questions for a job opening, please note that we [have a procedure/timeline] that we will adhere to,” etc. “If you are not a job seeker, then leave a message for OP after the beep.” Then OP doesn’t answer unknown numbers and sends them to voicemail.

          1. Phryne*

            Maybe the voicemail should be the text of the job posting slowly read out loud so it takes several minutes to get through, followed by a ‘if you have questions not answered here…’.
            (Not being serious. One can just dream)

        2. fhqwhgads*

          If the postings don’t already say “no calls please”, they should. And they should not put a number in the posting.

      4. It's Marie - Not Maria*

        I have been known to put “No phone calls please” in job postings. People will still try to call, but it shows they don’t read the posting and is not a point in their favor.

  2. Carlie*

    Could your number be removed from most or all of the mentioned locations? That could go a way toward solving this issue.

    1. womp*

      Yeah I don’t understand why OP’s number is on the job posting in the first place!

      And I don’t really think you can blame job seekers for calling the number in a posting to ask questions. I get that many of the details are already in the job posting, but I’ve applied to many jobs where that sort of info turns out to be inaccurate. (I personally still wouldn’t call, but everybody is different!)

      1. womp*

        Oh I see now that the number isn’t in the job posting, just on the website. Sounds like a nightmare!

        I still don’t think you can blame people for calling, even if I wouldn’t do so myself.

        1. amoeba*

          I think the problem is that exactly this behaviour has definitely been given out as advice, even by professionals, at least where I live. “Find a number and call with a question to be memorable” was so, so common when I was at school. Even “find something to ask about” And “always find out the name of the hiring manager to write a personal address on the cover letter”. It’s bad advice! But somebody who hasn’t updated their knowledge since then might absolutely think they’re doing exactly what they should be…

          (In my field, there’s never, ever a number, e-mail, or anything – even for legitimate questions, technical problems, or whatnot. Everything’s through workplace/successfactors/whatever. Not sure that’s the best way either, but I can see why they’re doing it…)

          1. Nebula*

            Yep, I was also given all this advice. If there’s a number, call it and ask to speak to someone about the job, it’ll make you stand out. I definitely wasted time doing that early in my career!

  3. Guest*

    This is a doozy to me because even when I was applying for jobs in my field (early 90’s) the rule was Thou Shalt Not Call And Bug The Staff At A Prospective Workplace even after you got an interview. Before? Congratulations, your application just mysterisouly disappeared.

    1. Czhorat*

      There are two kinds of applicants:

      1) I will follow the process. If I speak ONE WORD to anyone outside the official channels then I am being a nuisance and am DOOMED.

      2) I will get this job with my GUMPTION. I will write, I will call, I will get a can of spraypaint and graffiti my resume onto their very walls, walls learn telepathy and send messages directly into their minds. THEY WILL HIRE ME.

      2. i like hound dogs*

        Lol! This is so true.

        I was once the job poster/point of contact at a small company that had some clout because a fictional version of it was part of the plot of Seinfeld. People REALLY wanted to work there. One woman kept contacting us NONSTOP, and the funny thing is that she kept addressing all her calls and emails to our CEO/president (who was the face of the company) even after I was the one who answered her emails (and also was choosing the people to interview). It was like she thought if she just emailed hard enough she could get past me to the person with the REAL power … but in doing so completely took herself out of the running by being a real pain in the rear.

      3. Ready...set...go.*

        And as a career HR professional, take one guess which of these applicants will be immediately discarded? We very clearly communicate the process and the steps for application. If someone can’t read, can’t follow instructions or feels that the rules don’t apply to them, then that is someone that I don’t want working for me. There are plenty of opportunites for asking questions but during initial screening isn’t one of them. It’s just not feasible. Hiring is one of only a thousand things that I have to do. It already takes a disproportionate amount of time so I’m doing everyone a disservice if I take time to talk to every single applicant. And for the love of God, do NOT show up at my office with a copy of a printed resume. Whoever told you to put yourself on the radar no matter what it takes, is not giving you good job search advice.

        1. Banana Pyjamas*

          Okay I have a question. I saw a job posting that had a requirement that was illegal in that state. I know it was illegal because every other job posting I had seen in that state referenced the specific statute that made it illegal. I ultimately chose to move on without taking action. Would you want to receive a call from a candidate in that situation, or would you still be frustrated by the candidate reaching out?

  4. Ally McBeal*

    I think the details they’re asking for seem eminently reasonable. I absolutely hate job postings that don’t include even a broad salary range, and no HR professional I’ve ever talked to can give me a reason for obscuring it that feels justifiable. Things like job duties and qualifications should also be in the job posting. If you’re hearing the same 5-6 questions over and over again, it’s time to update the posting or add an FAQ to your Careers page.

      1. Say My Name*

        So which details are missing? The compensation? The job duties? The qualifications? ALL these details should be in the job posting, at least in a broad way.

        1. Ready...set...go.*

          A lot of times, the details are not missing. They are there but either someone isn’t reading them or more likely, they are just trying to make a personal contact. The initial screening period is not the time for that. If you have a great cover letter (Alison has wonderful advice on this) and a strong resume, as well as meeting qualifications, then that is enough of a first impression. In addition to all of the basics (location, salary, benefits) and a detailed position description and list of qualifications being provided, we still get people calling and asking questions about the dress code, and how long the lunch period is and is there free parking, will they get their own office, etc. etc. Those are all valid questions but not that early in the process.

        3. NotAnotherManager!*

          My job descriptions include all core job duties, required and preferred qualifications, a short summary of how the job fits into our organizations mission, what our hybrid work policy is, and what percentage, if any, travel is required. HR handles the addition of compensation and actually posting.

          People still call/email and ask for information that is in the posted description all the time. I can have a job responsibility that will say, “Gives llamas both regulation and designer haircuts” as the first or second bullet, but I’ll still have a dozen people ask if giving llamas haircuts is part of the job. I know there are tons of crappy postings out there – form over substance, vague, inaccurate, buzzwordy, etc. – so we deliberately try to do better to use everyone’s time more effectively.

          Decades in, my experience has been that most are calling or emailing because they think it makes them stand out when really it just stands out as a question mark next to their ability to read for basic detail (and attention to detail is critical for our positions). I can’t recall a single pre-interview question about something that was not right there in the posting in plain English.

        4. chewingle*

          Without LW giving details about what is being asked vs what is in the listing, we have to just take their word for it that the callers are asking questions they could find if they simply read the listing.

          But I did have the same thought.

      1. I'm just here for the cats!*

        I’m wondering if it’s not clear what the qualifications, etc are. I think OP needs to review the ad, like they were one to interview. A lot of times ads will have jargon that an outsider might not understand.

      2. Czhorat*

        Yeah, I’m with Allison here: most of these aren’t genuinely asking for information, but are using the question as a pretext to make a phone call because they think that’s going to be a better strategy than sending their resume like a normal person.

      3. Raisin Walking to the Moon*

        Yeah, so, I’m believing the OP that NOT ALL of these details are in the job posting.

      4. Bast*

        How many times have we seen letters written in about people believing they are being clear about something when there is, in fact, room for quite a few different interpretations? How many times have we read comments with different commentors going back and forth with different meanings and understandings of the same thing? It’s entirely possible that OP thinks they are being clear, but there’s something that isn’t clicking for people reading the ad. Two of the most common things that I see being brought up in regards to job ads are: compensation and what the term “hybrid” really means. Not sure if these are the two things the OP finds themself having to harp on time and time again, but regardless, if the same issues keep being raised, I think it is a sign that certain things in the ad may need to be reworked. Pulling from memory of an ad I have recently read, if a job ad has “some weekends required” and people are constantly calling in to clarify exactly how many weekends “some” is, it’s worth clarifying what that means to the company. Is it every other weekend? One a month? Once every couple of months? Or advertising that your company works a “hybrid schedule” without any additional context. This may be the type of information that is a deal breaker to some people, and is worth asking about before wasting everyone’s time with an interview.

        Of course, there are always people who don’t pay attention and haven’t read the full ad, but generally where there’s smoke there’s fire, and if it’s the same question(s) over and over again, something isn’t adding up for people, and I’d suggest having an outside person read the ad to see what they get from it.

        1. HonorBox*

          As I noted below, if OP isn’t the one creating the job postings or managing the process, just the one receiving calls because their number is on the company’s website, they should definitely let HR know what those common questions are. Even if they’re somewhere in the post, perhaps making them more front and center will alleviate some of the questioning.

    3. A Girl Named Fred*

      Well, yes and no to your last point – I answer the phone for my workplace, and 95% of the time the question(s) I get from callers are all readily available in multiple places on our website. Once I explain the process, they do the first step and then call again to ask what to do next, despite having received an email with step-by-step instructions on what to do next (plus having already heard me explain it once.)

      Some folks just don’t parse written information, either because they can’t or don’t want to. Those folks will never be satisfied with an FAQ or a detailed job description, no matter how much information you put on it.

    4. Bee*

      The LW says most of the info is in the job posting, so my question is: is it all in one wall-of-text paragraph? You may be able to cut down on the calls just by breaking that into bullet points, which IME people are less likely to skim.

      But also I suspect a lot of these people are doing this because they’ve been told it’s a way to get an interview, in which case you have to just keep telling them “that info is in the job posting and we will respond to your application within three weeks.”

      1. Ink*

        And if they do skim, it’s easier to do so effectively. Wall of text makes it hard to tell whether the point you’ve decided you understand ends and the next begins, so stuff gets missed.

      2. Lea*

        That’s what I was wondering, is there is way to make the most questioned aspects stand out more

        1. Lea*

          That said I sent requests all the time and get questions about things that are bolder and highlighted or people simply skip something clearly requested all the time

      3. Glen*

        “most” but apparently not “all”. Maybe they’re being polite/generous, or maybe there is in fact something missing.

  5. Tanya*

    That’s exactly it. If compensation and qualifications aren’t in the ad, then job seekers don’t know if they’re wasting everyone’s time by applying.

  6. Nusuth*

    I feel like the (future) solution is either to remove the phone number entirely from the ad (most job postings I apply to don’t have one? Although maybe it’s more normal for seasonal/entry level work) and if that’s not possible, replace it with a Google voice number that plays a pre-recorded messaging outlining some of the details and directing them to an email address or, if necessary, a phone number if they have questions that weren’t addressed.

    1. Nusuth*

      Realizing I misread, and the job seekers are finding the phone number from non-job posting sources. That’s harder to deal with! Maybe your phone number (during peak season only, maybe?) could have a prerecorded message directing them to email the hiring manager with any questions on job applications?

  7. HappilyJF*

    In addition to the other ideas, start putting in your posting “Please do not call regarding this position. All available information is within this job posting and we are unable to answer individual questions directly” or something along those lines.

    It does stink for everyone because job seekers are told to be proactive but one person’s proactive go-getter is another’s annoying phone call that they want to (understandably!) avoid. Set the expectation in your post and everyone will be better off for it.

    1. Panicked*

      I have that on every single job description, in bold, with asterisks around it and people still call. It’s frustrating!

    2. Yours sincerely, Raymond Holt*

      Proactive could mean researching the company, preparing thoroughly for the interview, having excellent questions ready if you get an interview, etc.

      Proactive doesn’t mean “try to circumvent our process.”

  8. Turquoisecow*

    If OP isn’t HR or the hiring manager, but their number is on everything and the job listing doesn’t have a number, it makes sense that people who want to call would find OP’s number and call it. Since I’m guessing the number can’t be removed from everywhere, is it possible to put a different number on the job listing itself, that maybe goes to an automated voicemail?

    That voicemail could then simply state the basics of the job or maybe some frequently asked questions. Some people probably are doing like AAM says and hoping to pitch themselves, but some people absorb information better when they hear it vs when they read it, so it’s possible a recording saying “the job hours are X:00 to Y:00, the starting salary range is $A to $B, if you’ve submitted and application you will hear definitely within Z timeframe” will help those people who are genuinely seeking information.

    Also, if you’re getting the same question multiple times, it’s possible it’s not worded clearly in the job listing. Consider having an outsider read the listing and see how clear it is to them.

      1. Donkey Hotey*

        Depends. In the US, more and more states are requiring the pay rates be included in the posting.

    2. Bast*

      My personal two favorite lines — “Compensation commensurate with experience” and “Competitive pay.” If I see either of those, it’s going to be a waste of time because they are trying to hide how little they are paying.

      1. bamcheeks*

        I genuinely read it as, “we’ll pay high for the right white men using the money we save by underpaying everyone else”.

  10. JP*

    My first thought is that they’re calling to get their name in your head / foot in the door, rather than with genuine questions. It’s the kind of thing a college career center might recommend.

    1. Meemur*

      Agreed. It feels like the 2024 version of, “Just go in and speak to a manager!” that was all the rage in the 90s. Stand out, make an impression, etc

      1. JP*

        It gives me flashbacks from right after I graduated college. My mom tried to bully me into some very outdated job search practices.

  11. Former Retail Lifer*

    Can you switch the phone number on the website to a Google number? That way, you can send those calls with numbers you don’t recognize to voicemail and include something about not being able to return job inquiry calls or direct them elsewhere in the voicemail message.

    2. HonorBox*

      This. Even if that number rings to OP’s phone, that can be set up to show up on the caller ID as “GOOGLE” or “JOB SEEKER” or whatever might make OP smile (and aware not to answer).

        1. HonorBox*

          I have a phone number that I inherited as part of my job that was set up on Google. I was able to swap it to say “______ ________” when someone calls on it so I at least know the origin and the topic they’re calling for. I don’t remember if it was in the Google settings or on my phone that I made the switch. The only bad thing is I don’t immediately see the caller’s phone number so if I need it I have to ask them for it/explain why I don’t see it on my phone screen directly. But for a situation like this, it would sure be an easy way to screen calls.

  12. SheLooksFamiliar*

    The call asking for ‘more information’ is a tired, old tactic and, as Alison noted, the caller is usually not the best qualified for the role. But one still must be a good ambassador for one’s company.

    I think telling callers, ‘The job posting contains the information you’re asking about, and the hiring manager will address details if they invite you to interview.’ is appropriate, as long as the posting actually does offer those details. If the caller presses, ‘I’m not the hiring manager and can’t answer your questions. If that person invites you to interview, you can ask at that time.’

    Some callers were persistent to the point of obnoxious. When people believe persistence pays off, they don’t hang up after one attempt.

    1. Retired Vulcan Raises 1 Grey Eyebrow*

      To those who are persistent: “thank you for your interest in FirmName. Have a great day. GoodBye”
      And click to end the call.

    2. Jeremy Lewis Sr.*

      “I think telling callers, ‘The job posting contains the information you’re asking about, and the hiring manager will address details if they invite you to interview.’ is appropriate, as long as the posting actually does offer those details.”

      Everytime I used that line they would ask for my supervisor or get angry with me

      1. It's Marie - Not Maria*

        I’m the HR Director and I guarantee you do not want to speak to my Manager, who is the COO. They have less tolerance for this tactic than I do, and will tell me to remove you from consideration.

  14. I'm just here for the cats!*

    After rereading the letter, I think the OP needs to talk to their boss. They are NOT in HR or involved in the hiring process so they shouldn’t be getting these calls. If OP’s number is the main number for the company then maybe they need to rethink there ads, etc, because it should not be directing to someone who is not involved, or the OP should be able to transfer those calls to the appropriate person (like if they are the office aministrative assistant and phone calls is a part of their job.)

  15. Thank You Sheep*

    I want to stick up for the people who call! I have called-before-applying three times, and two of those times I ended up getting the job. I wasn’t calling to pitch myself (shudder), but to get a feeling for the place to see if I wanted to apply. I’m neurodivergent and it takes me a truly enormous amount of time to write a cover letter and change my CV. (And my skillset and career history is very varied so I do have to tailor each CV.) Calling ahead would give me valuable info. (And I ask sensible questions and try not to take up more than 5 minutes.)

    Still, I am glad to find out that it’s so frowned upon. Might have to rethink.

    1. HonorBox*

      Depending on the situation, that might be OK. Like if OP happened to get a call every couple of months. But it seems like this is a more regular occurrence and isn’t part of their job at all. If I got a call out of the blue from someone who was considering applying for a role, I might be a little put out or unsure how management/HR would want me to handle it, so it does put OP in a tough spot.

    2. Peanut Hamper*

      This is definitely a YMMV kind of situation. In my last role, I was responsible for filling some positions that were VERY difficult to fill, and anybody who asked a sensible question or two and didn’t take up more than five minutes would probably have gotten a fairly quick interview. But that’s because we just weren’t getting that many applications.

      But if I had been getting a lot of applications, that wouldn’t have been a great thing, but not completely unforgivable. The thing of it is, though, you really don’t know what the frame of mind is of the person on the other end.

      I think your approach works for you because your phone call is so focused. So definitely, keep doing what works for you.

    3. AnonForThisAnswer*

      I’m the one person at a start up handling pre-screening of candidates. With 16 open jobs, and 9 hiring managers, after a big reorg I’m busy.

      All of the requirements and pay are in the jobs. All of them.

      If you call me to ask questions about the job post (and what you are asking is in the post), you’ve annoyed me and I’m 100000% noting your name and you won’t be put through for any kind of interview.

      And while I’m not the hiring manager for 99% of the roles, I am the gatekeeper of what resumes they see. If you tell me from the beginning that you can’t read and don’t respect my time, I’m not putting you into the interview pool to annoy me again.

      If you are going to call about a job post be POSITIVE the info you are requesting isn’t in the ad. And if it’s not in it, make sure you are calling to ask something you need to know right this second to apply. You don’t need to know if we pay parking. Or if we have an elevator as we’re on the 6th floor (really happened). Maybe at the interview scheduling stage, but you don’t need this info to apply.

      And while I’m venting a bit, don’t be clever and call to ask me what time your interview is as a “quirky” way to get your foot in the door when you haven’t been contacted. It’s memorable but not in the way you want…I’ve rejected you 5 times in the last 2 years.

  16. Healthcare Manager*

    At my workplace it’s standard to just say ‘we have a high volume of applicants and therefore are unable to conduct pre-interview conversations, we will answer any queries at interview stage’ and that’s it.

    I find it rather interesting that a lot of the comments are conflict avoidant by suggesting removing the number/ changing the organisation process. Sometimes you’ve just got to be direct and communicate.

    1. Martin Blackwood*

      I mean, depending on how many calls this is, it might be more practical to be proactive then to have the same conversation 20 times a day. Also depends on LW’s role.

    2. Mermaid of the Lunacy*

      Not conflict avoidant – it sounds like the OP’s day is being interrupted constantly by these calls. They deserve to be able to work without these interruptions.

    3. raktajino*

      Conflict avoidant or protective of their time? Putting the blurb in the job listing might help cut down on the calls, but leaving it up to the person fielding the calls still means they’re answering the phone a lot more than usual.

    4. Former Retail Lifer*

      Depends on the number of calls, though. 5-6 a day, sure. If it’s much more than that, and especially if it’s in double digits, that adds up to a significant time waster.

  17. HonorBox*

    OP, I’d suggest talking to your manager and/or HR. While I’m sure it probably makes sense that your phone number is one the website, people finding it either don’t know or don’t care that you aren’t involved in the process.

    For that conversation to be most effective, I’d suggest you have the following for them:
    *How often are you getting called? Additionally, are any other people in your office getting similar? That would be good data to share, too.
    *The questions that are being asked – is there any information that *should* be in the job posting and isn’t? You say that most everything is in the postings, but are there any details that keep popping up that have been left out? Then suggest those details get added.
    *Suggest that a number be included on the job posts for inquires OR that the posts indicate that no calls will be taken. Then if you get further phone calls, you can respond more simply with “We don’t accept calls about job postings.”

    Good luck!

  18. ijustworkhere*

    Get the company to get a google number set up. When people call, give them that number to call about job inquiries and get off the phone fast–or tell them, let me transfer your call and transfer them to that number–again do it fast. You can put whatever message on that google line that you want.

  19. Alex*

    People who make these calls are listening to misguided advice that talking to a person is going to make them “stand out”. If the details are in the job posting, they are either a) not great at retaining information they read or b) knowing perfectly well they have no questions and just want to get noticed. (It’s mostly B).

    I’d just remove your phone number from the job listings if possible.

    1. Space Needlepoint*

      It could also be that people making these calls need the information because it isn’t in or isn’t clear in the ad.

      The LW definitely shouldn’t be getting those calls, and there are some great solutions in other comments.

  20. Hiring Mgr*

    I have a more basic question, which is why is your phone number on these job postings in the first place? In my mind step one is talking to your boss or whoever and fixing this.

      1. Hiring Mgr*

        Same thing – unless OP is supposed to be fielding general calls, why would their number be the main contact on the website

  21. Consultant*

    I’m at a conference facilitating a breakout session and the next building over is an office belonging to a Fortune 500. Just for **** and giggles, I tried the “gumption” and “pound the pavement” approaches of going in without an appointment and not taking no for an answer. I prepared some of my collateral from the conference and asked to see someone about my services and how I can help them recover a billion dollars in revenue. It went as well as you would think. Security came and escorted me off the property and no one took my marketing collateral.

    1. Generic Name*

      Omg, too funny. I work at one of those Fortune 500 companies, and our security guys are very, very good.

  22. AnonInCanada*

    Since OP’s number is the one listed on the company’s listing, couldn’t they have a voicemail that says something like this, and direct all callers not on their contact list to it: “Thank you for calling [name at company]. If you’re calling about the job listing, please visit [website] for instructions. For all other inquires, please leave a message and I’ll return your call at my first opportunity. Please DO NOT (stress the DO NOT) leave voicemail regarding the job listing. It will be ignored and will jeopardize your chance of employment at [company]. Thank you.”

    Now let’s see who’ll bug you about the job. If they still do, tell the hiring manager/HR to file their application in the blue-box sized filing cabinet and put them on the “listening comprehension fail, do not ever hire” list. Also, ask HR/hiring manager to next time clearly state “do not call about the job listing. Visit [website] for any further information” on said job listing.

    1. HonorBox*

      This could work in theory, but depending on the type of business this is, it might do more harm than good. While it could allow OP to screen out the calls about the jobs, it might also screen out a lot more people that OP wants/needs to talk to. Yes, returning missed calls is normal, but if people are finding that OP NEVER answers the phone and is always just returning calls after voicemails, it might hurt some relationships with customers.

    2. A Girl Named Fred*

      Depends on whether their number is on the website because they’re supposed to be the main point of contact for other inquiries and thus need to answer all calls, regardless of whether they recognize the number or not.

      1. AnonInCanada*

        Both you and HonorBox above make very valid points. Hence the reason I also would have OP have a word with HR/hiring manager regarding how to handle these unsolicited callers. Obviously, OP has better things to do than having to deal with potentially hundreds of calls from people wanting to know about the job/get to the head of the line/etc., and it’s unfair that OP is stuck having to deal with them.

        Or better still: have a reception desk and a central landline number to handle calls to the office. How small is this business if OP has to do this extra work?

    3. Caramel & Cheddar*

      I think this is a good idea but that the last two lines come across as too aggressive for a voicemail that non-applicants could also be calling. I think you could say “Thank you for calling [Company]. If you’re calling about our seasonal job listings, please visit [website] for instructions. Due to the volume of applicants, voicemails about these jobs will not be forwarded to the hiring manger. For all other inquires, please leave a message and I’ll return your call at my first opportunity. ”

      If someone still leaves a voicemail, that’s fine, but you can just delete it since you told them you wouldn’t be passing it on. People who want to leave a voicemail are going to do it regardless of whether or not you told them not to.

      1. AnonInCanada*

        True, but it will still take some time-sucking effort on behalf of the OP to at least listen to the voicemail enough to determine whether or not it’s about the job. While your verbiage is kinder, I think being blunt may save them from a lot more voicemails. If these applicants still can’t comprehend the fact they shouldn’t leave a voicemail about the job after that outgoing message, the company doesn’t need them as an employee who can’t follow a basic instruction.

  23. Anon in Canada*

    Maybe contact the local career center and ask if they’re providing such advice to young people?

    When I was finishing high school (mid-2000s), the job hunting lessons from the local career center told us that calling the employer after applying was an absolute must. They said that without that, we wouldn’t be considered at all.

    Maybe career centers are still providing this bad advice.

  24. KatieP*

    The last time I did a public job posting for a position, I put explicit instructions to not email or call the hiring manager about the posting.

    Then, I tossed 50 or so resumes for, “not able/willing to follow clear instructions.” They were all able to sleuth-out my phone number or email (it was not on the posting), but not able to read the big, bold, all-caps, asterisk-framed instructions.

    Made the job of reviewing the applicant pool easier.

    1. TheBunny*

      Right?

      Track down my email using reading and deductive reasoning skills? Check.

      Read and understand job ad using same skills? Nope.

      1. KatieP*

        I forgot this one until just now- same round that I tossed a bunch of resumes for calling and emailing.

        One brilliant applicant (I work at a University, this individual was a PhD candidate), saw the, “DO NOT CALL, DO NOT EMAIL,” instructions and came to the conclusion that his best bet was to follow me up the elevator and into my office and beg for an interview.

        On what planet would, “stalk this person IRL,” be the logical conclusion if you’re instructed to not contact them by phone or email?

  25. DramaQ*

    Every ad I have seen for a very long time has in bold letters “Do not call about the position, all applicants who call will be automatically rejected”. Then as time has gone on don’t email, snap chat, IM, Teams etc etc. It’s made clear they will contact you, not the other way around and if you do well then that’s proof you can’t follow even basic instructions and reading comprehension is not your strong suit.

    What does it say under/next to the LW’s name on the web site? I’d take a look at the web site and see how it is constructed. I know when I had to get a hold of HR at my own job it was a b word to figure out who to contact.

    I’d see if there is a way to make it clear on the web site this is NOT an HR/recruiter number.

    It might stop ones that are actually looking for the hiring manager/HR. It probably won’t stop the ones following bad LinkedIn advice about “making a connection!”

    Or would it be possible for them to make a “contact us!” page where they have to fill out boxes and their inquiries go into a HR black hole with instructions in the job ad that if you don’t do it this way you go straight into the shred pile?

    1. Peanut Hamper*

      I would advise against your last point. It’s not a great thing to operate in bad faith, and it’s likely to piss people off and if anything just make some people more dogged in their determination to talk to you on the phone.

  26. Orora*

    Get a Google voice number and use it for the job ads. You can route all Google voice numbers to a voice mail that says, “We are not accepting phone calls about this position at this time. If you have specific questions you can leave them in a voice mail with a call back number.” Then you can answer when, if and how you want.

    If you must have a phone number on the website, put the Google number there with “For employment inquiries…” alongside the other number “For general questions”. It won’t stop all of them but maybe it will help a bit.

    1. I'm just here for the cats!*

      I don’t think the OP has any control over getting a seperate phone number. It sounds like the main number listed is the OPs number, which sounds odd to me unless their job is to field calls.

  27. Venus*

    There is an irony in the number of comments showing that people didn’t read this post clearly enough to understand that the phone number is on the website and brochures, and not the ad. Kinda goes a way toward proving that people don’t fully read things, and I wouldn’t tend to point it out except that some people are also saying that the OP is wrong about “many of these details are in the job posting” because people would never call to ask about something clearly stated in the ad.

    2. Pizza Rat*

      Since we don’t have the job postings to look at, we can’t say for sure, but I think the number of calls OP is getting is telling. Did some people get bad advice? Very probably. Did all of them? Not likely. Should they read thoroughly? Of course they should! I can’t get comfortable with those being the only reasons so many people are calling.

      There are other questions:

      Is all the information really there in the ad to read? OP said “many of these details,” which leads me to believe they couldn’t point to the ads for the information every single call. Is the information in the ads clear and concise or is it little more than a job title, some jargon, “we want a rock star” and “other duties as assigned”? Not every company uses a job title the same way. I’m a project manager and one ad came up in a job search that was really for a personal assistant.

      and three weeks isn’t something to be proud of.

  28. learnedthehardway*

    You need to get your name and contact details out of the job posting materials!!

    What you should have is a generic “Staffing@XYZCorp.com” email address or better yet, just a link to your company’s ATS so people can apply.

    Make sure the job ad has all the details you can reasonably provide – eg. whether it is hybrid, location, salary range (if your company does that), the requirements, etc. etc.

    Put into the ad materials something along the lines of “We are sorry, but due to the volume of applications, only candidates selected for interviews will be contacted.”

    In the meantime, put on your voicemail that if the person calling is asking about the OpenPosition, that all relevant details are on the job ad and that candidates will be contacted as appropriate. Then screen your calls for awhile.

  29. kiki*

    I’m wondering if your company has grown large enough that it’s time to have some sort of central phone number with a menu to redirect calls based on topic? One of the good old, “If you’re calling about an active project you have with us, press one. If you’re calling to ask about your application to a new role, press 2.”

    I also wanted to note on this: “The system is pretty automated — within three weeks, they are either contacted for an interview or sent a rejection.” Is this conveyed in the application or emailed to applicants immediately after applying? Sometimes I think the folks putting together hiring systems can forget how it feels to be on the outside and not know what sort of time frames the hiring managers have. And three weeks is a long time to not have any information on what’s going on– it makes sense that folks call in if that is the case.

  30. Jane*

    The problem is less about the calls (every job listing will get those) and more that these calls all go to OP’s CELL PHONE. That’s ridiculous. She should have a desk phone where these can go, and park of her voicemail greeting can address this.

    1. I went to school with only 1 Jennifer*

      It’s a company phone, at least. (Mobile phones are much easier to set up than landlines.)

  31. Yours sincerely, Raymond Holt*

    Maybe they’re getting terrible advice from somewhere that they should call and make an impression.

    I was given that advice (unsolicited), very confidently, by a much more experienced man that I used to work with. He insisted I should do it. I felt it would come across rude, disrespectful of their time, irritating, and potentially incompetent, like I hadn’t been able to grasp the information they’d published. He was very patronising and kept insisting he was right.

    I wasn’t sure if I was right until, years later, I read Ask a Manager. I can imagine people getting this advice, given in such confidence, and doing it. Especially if you’re younger and inexperienced.

    1. Yours sincerely, Raymond Holt*

      PS probably not clear from my name on here but I’m a woman. In case anyone was wondering that based on a man deciding to give me unsolicited, incorrect advice…

  32. Pizza Rat*

    I see several issues here. The LW should not be getting these calls, so her number needs to be removed and the proper person’s posted, or a voicemailbox needs to be set up.

    Where is HR in all this? Is all the relevant information really in the job ads? LOW said most. My experience in the job market says most ads do not have all the information a person might need to determine if they want to apply.

    Since these calls are frequent and similar, I don’t think it’s fair to say that getting bad job advice about following up is the reason it’s happening.

  33. rww*

    Easy solution–give them an email address to write their questions to. Then ignore any calls. If they can’t follow the instructions in the ad to use the email then you wouldn’t want to hire them anyway.

  34. Michelle Smith*

    If it were me, I’d ask that “no phone calls please” be added to the posting. And then I have the option of flagging callers who called in spite of that to the hiring managers as a do-not-hire or feel empowered to tell them that the company isn’t accepting phone calls to ask about the job posting and someone will be in touch with them with a decision about their application when they’re able.

  35. PB Bunny Watson*

    I have this same problem with people of ALL ages and levels of experience. They call and they pop in, and I do my best to teach my staff not to bring them back to me or transfer them to me. All the info is in the paper and on the website. They literally just think they’ll get a leg up by reaching out to me multiple times. All they do is end up irritating me. And Alison is so right—it’s never the strongest candidates.

  36. Emmy Lou*

    Then post more info about the job. I shouldn’t have to call for a salary range. That is obnoxious and a waste of my time!

  37. H3llifIknow*

    Confused: if the OP isn’t the HR person or the Hiring Manager, why is their phone number the one that’s out there? I think the simplest solution is either to put in a VOIP number where people can leave voicemails that can be ignored, or the incoming call can be ignored, or to remove that number altogether and only provide the email/org box/whatever that applications should be sent to. If they aren’t willing to remove your number, stop answering unknown numbers and leave as your voice message, something like “you’ve reach X. If you have questions about Y please submit an application at Z website and we’ll be in contact. For matters pertaining to “my job” please leave a message” and stop answering!

  38. Jeremy Lewis Sr.*

    As someone in HR those calls are unfortunately annoying. Our website provides updates to candidates so calling in for more information isn’t necessary. The candidate think it’ll benefit them by calling in but its the opposite

  39. DinaMarina*

    Yeahh… the issue is, I’ve had career advisors tell me to call companies as a way to make yourself stand out against other candidates. Of course with the implication that you should have some questions prepared that ACTUALLY matter and aren’t evident from the job description anyways.
    The issue is: I’m pretty sure thousands of other young, hopeful professionals have gotten the exact same advice as me and that’s why this is becoming more of a “thing”
    (By the way, I have yet to call anybody like this)

  40. chewingle*

    I think you’re perfectly within reason to simply say, “All available information is in the listing” and let that be that.

  41. It's Marie - Not Maria*

    There is a lot of bad job hunting “advice” on social media which encourages people to reach out to the company after they apply so they can talk to someone. These influencers try to sell it as “getting your name recognized,” or getting around the hiring process for an immediate phone interview.

    As an HR Director who is still involved in much of our hiring, I can say these gambits seldom if ever work. I redirect the candidate back to the job posting if they do manage to get to myself or our Recruiter (which unfortunately happens, because our employees will give their friends and family our contact information), and politely let the candidate know we will answer all their questions, should they be scheduled for an interview. I keep it short and factual. I know that this has made some candidates unhappy, but you follow our hiring process, or you don’t get interviewed or hired. I don’t have the bandwidth to do an unscheduled phone interview with someone who applied and who may or may not be qualified for the job.

  42. Allison*

    Could the website number be a “press one for x, 2 for y” system, and jobseekers get a recorded message saying that the info is in the ad, sharing the timing, and expressing that no calls or messages will be taken, but other clients get put through to OP? Similar to when you call the pharmacy for its hours. I know some people will ignore it but then OP should not feel bad shutting them down as they are ignoring directions.

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