Telephone interviewing is a cost and time efficient way to screen candidates in the early part of a volume recruitment process, but are you using this process effectively?
As well as having an effective competency based interview framework to ensure a fair and robust process to assess a candidate’s ability to do the job what else can you use these interviews for?
If the role that you are recruiting for is going to involve customer service and customer contact over the telephone how is the candidate coming across? – not just in terms of the words they say, but how they say them.
Are they speaking clearly? What about the manner and tone? Can they empathise appropriately? How confident are they in their responses? Will how they come across and reflect your company values and beliefs?
Do they have a good level of professionalism? Are they able to develop rapport quickly over the phone with customers? Are their language skills appropriate to the role that you will be asking them to do?
If the majority of the roles you are recruiting for will involve contact with either internal or external customers over the telephone it is appropriate to test this skill as part of your recruitment process.
Telephone contact also helps to develop your Employer’s Brand; it gives candidates more of a buy in to a personal process and will make them feel more valued as a candidate.
For help with your Recruitment Process Outsourcing call Emerald Starfish on 0116 2080246 to add expertise to your recruitment projects whilst reducing your costs and time to recruit.
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