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Phone Interview
Recruiting & Staffing
Phone Interview
Exchange ideas about sourcing, screening, interviewing, finding passive candidates, measuring your results, and more.
What are some good questions to ask during the phone screening for a callcenter position? I always have a hard time with this. Any suggestions?
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Forums » Topic Forums » Recruiting & Staffing » Phone Interview
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Phone Interview
posted at 1/25/2008 11:01 AM EST
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Posts: 3
First: 1/25/2008 Last: 1/16/2009 |
One of the true benefits of PEOs is the ability to pool like workers for the purposes of insurance, in particular Workers Comp and some benefits plans. Bigger bases of employees increase their buying power, and can help to reduce costs on a per employee basis. |
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Phone Interview
posted at 2/11/2008 7:15 PM EST
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Posts: 4
First: 2/11/2008 Last: 3/24/2008 |
We use a pre-screening interview whenever we have an applicant who applies online or by phone.
We are not going to waste our time or the applicants time, so we ask three basic questions.. " Why are you wanting to leave your current employer/why did you leave your past employer?" ~ This gives us an idea of what the applicant was not receiving from their company as well as what they are looking for in a future employer. " What salary/wages/benefits are you seeking?" ~ If we are offering an annual salary of $60K and the applicant is seeking a 6 figure income... PUT THE BRAKES ON! Neither party is going to want to continue on to a face to face interview unless the applicant states that they are willing to negotiate a lower salary. If this is an entry level postition and the applicant is not sure on wage/salary... this can be negotiated. " Why do you want this position?" We do explain what the postion entitles... and we ask the applicant if this is something they would be interested in doing. ~ We listen to HOW they answer,and WHAT exactly they say. This is the point that the applicant is selling themselves.Are they confident? Are they willing to learn? Have they researched your company/or related industries? The questions we ask ourselves.. ~ Do they sound genuine? ~ Do they have the drive? ~ Are they dependable? ~ Are they trainable? ~ Are they flexible? The job market is tight and you would not believe how many "seasoned" professionals I get for an entry level postion. We have to wean out our applicants because we basically do not have the time in our day to spend 45 minutes on an applicant who does fit our 3 pre-screening questions. Hope this helps Sheila |
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