Telephonic Interviews - Recruiterlane : Low Cost Recruitment For Startups | HR Consultants in India | Mumbai | Delhi | Bangalore | Pune
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Telephonic Interviews

 As the era of smartphones shines upon us, the concept of on-call interviews is gaining popularity by the day. Telephonic interviews are saving your time, your money, and most importantly saving your heads from exploding. Here’s HOW!-

telephonic interview doesn’t usually replace the good old in-person interview. Once your recruiter filters out candidates there telephonic interviews quite important.It is used to get a bit more acquainted with the candidate and allowing the candidate to stay informed about employer, position available, work environment and the flexibility that the company provides before both parties commit to the time and expense of an in-person interview. This saves a lot of time, effort and most importantly the expenses related to unproductive in-person interviews. Telephonic interviews often simplify the screening procedure. It also makes the recruiting process fast and efficient.

The basis of interviewing a candidate on-call is simple-Ask minimal and relevant questions, keep the questions uniform between all the candidates, and remember that this is just a screening process and not the final interview.

Here are a few  questions that you can ask in your interview-


What attracted you to this particular role?

The answer to this question will help you determine whether the candidate is serious about the role that you offer, or if this is just one of the twenty companies that they applied to. It also resolves if the candidate knows anything about the post that they are applying to. It also displays the attitude of the candidate to be prepared for any given assignment.


What did you know about the company and the role when you applied?

This question helps you eliminate those candidates who are not exclusively interested in your company. This question also helps anticipate the interest of the candidate in the post you are offering. Higher the research of the candidate about the post, the more are the chances of the candidate being right for your job.


What prior experience do you have relevant to the post that you are applying for?

Apart from answering the key query of their past career line, this question helps you judge the fitness of his experience in the position that you are offering as well as judge how the candidate applies his past experiences to the benefit of this post. The candidate providing details of past technical works for a creative job, or vice versa, should not be preferred.


What is the current status of your job search?

Although this is a testing question to ask on a call, it gives you subsequent insight on whether the candidate has been applying to all the companies in their sight or whether he/she has certain positions in mind. There are possibilities of the candidate either sitting at home or still being at a previous job. The number of interviews the candidate is attending also speaks volumes about their desirability in the market.


What are you ideally looking for in your next position?

This is a vital question that should not be missed in any interview as knowing what the candidate expects from the position is very important. Their preferred work hours, work environment, coworkers etc are crucial to be known to identify the candidate will fit well in the company. After all, Job satisfaction is the key to productivity. The likely unsatisfied candidate should be screened at this level.


The position you are applying for has the salary range (__). Does that fit within your expectations?

Directly asking for their expected salary puts you as well as the candidates in an odd position. Either the applicants might ask for an elevated salary reckoning to be negotiated with, or their expected salary might be higher than what you are ready to offer. This muddle should be avoided by giving a number from your side for the candidate to think upon.


What is the reason behind searching for a new job? / Why did you leave your previous jobs?

Career growth seekers will always give you accurate answers to this question by telling you what they need from a new job rather than what was wrong with their previous jobs. The people that complain about their prior bosses or coworkers or working space should be avoided.


What is your notice period?

The notice period of the candidate should be compatible with the desired flexibility of the candidate’s start date at the job.


How soon do you think you can be available for an interview ?

The candidate should not give you a date far off from the date of the telephonic interview. If the candidate does delay the interview, he/she should have an acceptable reason for the same. At the same time, if the candidate is immediately available for an interview, you should make sure that their answer to the previous question is perfect.


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