The results also offer some interesting insights for the recruitment strategies of organization as the profile of top performers in face-to-face and telephone encounters differ significantly in terms of age and experience. Thus, organizations need to establish different selection criteria for these two types of encounters. A worthwhile investment for organizations would be to incorporate and develop suitable selection mechanisms in their recruitment system that can decipher the psychological profiles of the candidates in terms of their commitment before final recruitment. Also internal marketing strategies could be devised to incorporate employee rotation between the two types of encounters within the same organization according to employee encounter fit as their ideal profiles demonstrate.