If you’ve been hiring long enough, you probably remember a time when the resume came on nice paper and the phone stayed attached to the desk. Choosing the right resume paper was practically part of the interview process.

Then came Monster, CareerBuilder, LinkedIn, and video interviews. Today, AI can help write the resume and software can help screen it before two people ever speak.

As ECA Recruiters marks more than 50 years in business, it’s striking how much the process has changed—and how much a personal conversation still matters.

How we find candidates has changed

Recruiting once relied heavily on newspaper ads, paper resumes, phone calls, and personal connections. Getting a resume to a hiring manager could mean mailing it, faxing it, or delivering it in person. Then came the follow-up call to ask whether the fax arrived. 

Monster and CareerBuilder moved much of that activity online. Candidates could search openings and submit their backgrounds quickly, while companies could reach beyond their local markets.

LinkedIn expanded those possibilities. The Rolodex moved online, and thankfully, nobody had to alphabetize it anymore. Professional experience and connections became searchable, making it easier to approach people who weren’t applying for jobs. For sales managers, that opened access to candidates with relevant industry knowledge and customer experience who might never see a job posting.

The change was significant: a search could extend well beyond the people who raised their hands.

From In-Person Interviews to Video Calls

The interview process became more flexible, too. Meeting a candidate often meant coordinating schedules, arranging travel, and hoping traffic cooperated. Video made it possible to have a meaningful first conversation before making those arrangements.

For a sales manager covering a large region, that means meeting candidates in several markets without spending days on the road. For a candidate, it means exploring an opportunity without committing to a trip before learning whether there’s mutual interest.

Of course, we traded “Did you find the office okay?” for “Can you hear me?” But the convenience is real, and both sides still need the chance to ask questions, explain expectations, and get to know each other.

AI adds another layer

Candidates can now use AI to improve a resume, draft a follow-up email, or prepare for an interview. In research published by LinkedIn in January 2026, 81% of respondents said they had used or planned to use AI in their job search. [1]

On the employer side, AI can help sort and screen applications. SHRM’s 2025 Talent Trends research identifies resume screening among the ways organizations use AI in recruiting. [2] More of the process can now take place before a candidate and hiring manager speak.

Alongside these changes, employers are reporting concerns about assessing candidates. In research published by LinkedIn in September 2026, 64% of U.S. talent acquisition professionals surveyed said it was becoming harder to know whom to trust and what was real when assessing candidates. [3]

Using AI to improve a resume doesn’t make someone less qualified. But a polished application still leaves important things unexplained: why someone wants to leave, what they expect from a manager, and whether the position fits the career they want.

Why we still pick up the phone

At ECA, we’ve adapted as recruiting has changed, but speaking with people remains central to our recruiting process. We talk with clients about the position and with candidates about their experience, goals, and reasons for considering a move.

For a sales manager, that means hearing why someone is interested in the actual opportunity—not just seeing a resume that matches the job description. For a candidate, it means having someone to discuss the territory, expectations, and questions that could affect their decision.

In that sense, we’re still a little old school. We believe a decision this important deserves a real conversation.

Many candidates we placed over the years are now our clients. People we once helped with a career move are leading teams and asking us to help them hire.

After more than 50 years, we’re proud that so many people we helped find a job now trust us to help build their teams. Recruiting will keep changing, but those personal connections will always be part of how we do business.

If you are adding to your sales team, tell us about your hiring needs. 

Sources

1. LinkedIn research on hiring and job searching in 2026, January 7, 2026. Consumer findings draw on a November 2025 survey of 19,113 respondents across multiple countries.

2. SHRM 2025 Talent Trends — AI in HR.

3. LinkedIn research on trust in candidate assessment, September 29, 2026. Trust finding comes from an August 2026 survey of 500 U.S. recruiters and talent acquisition professionals at companies with 200 or more employees.