Print Posted by Idiomas Mundiales on 02/25/2016

Why Phone Filter Interviews Are Not Efficient

Why Phone Filter Interviews Are Not Efficient

It is common practice to have an HR staffer call possible candidates for a phone interview to weed out those that do not meet a specific language level. Here are three reasons why this practice may be failing them.

It Gets Passed Around

As one of the most monotonous and repetitive tasks, the phone interview procedure is often handed down to the newest HR staff. The reality is, assessing language skills takes a boat loads of practice. The fact that this responsibility is seen as a “Yuck” task, means that whoever is perform it is probably doing a lackluster job.

The biggest consequence of this is not that poor candidates slip through the cracks, but that quality candidates are turned off by the lack of enthusiasm on the other side of the phone. Don;t forget that an interview goes both ways, and if you’re looking for A talent, you want to put your best recruiters on the phone.

There Is No Follow Up

Without metrics on how many people that qualify for the second interview get hired, it is impossible to tell how well of a job someone is doing filtering candidates. If you do decide to continue with this practice, make sure this valuable metric is counted and reported to have a pulse on how well your process is going.

Repetition Kills Focus

Relying on a human to have 25 phone interviews in a day to assess language skills, and to expect them to keep an attentive ear is unrealistic. After five or so interviews, it becomes difficult to tell the candidates apart, and to identify core grammar mistakes that are being made.

If you do phone filter interviews, you should have your HR staff keep tract pf each interview with a scorecard of such, Force them to write down errors that they’ve heard to see if they are paying attention on the phone.

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