In general while interviewing observe /look for
Even the body language /posture of candidate counts.
Before we give any kind of suggestions, please confirm why you need to do cold calling, what is the product, what is the customer profile, do you do cold calling through telephone and so on.
Secondly, confirm to us whose interview do you conduct, are these job interviews, what is the education level of the candidates, for what designation these candidates apply and so on.
Unless we have clarity, we cannot give any suggestions.
For Mr V.M.Lakshminarayanan: - You have written that experience make Men perfect. The correct adage is practice makes a man perfect. However, there is a flaw in this adage also. Will wrong practice make anyone perfect? Of course not! Therefore, one needs a guide or mentor who corrects.
Nothing is as mythical as "experience" at least in India. If the experience of interviewer were to be the yardstick, then various types of industries would not have faced the problem of employee attrition. Today employee retention is a big challenge and partial cause of the exit of the employees is the wrong recruitment. Though the interviewers have long experience of recruitment, even they end up in recruiting wrong persons.
Thank you for your reply, Sir.
As per your questions, I am working in product and service-based IT organization. We are majorly working in software and web development. For these profiles, I do cold calling through telephone.
Secondly: These all are job interviews and the qualification we need for this is BTech in IT or CSE for the Software Engineer designation.
Thanks for your views. Yes "it is Practice makes a man perfect". Thanks for correcting.
However I slightly differ from your views. It looks you are concluding that experience has no value?. According to me experience is something which one acquires / learns through mistakes under the supervision of his/her immediate Supervisor who plays the role of Mentor or Guide there. Irrespective of HR/Accounts or technical field/production, all start from the scratch and learn the subject/techniques with the help of their Superior who corrects /teach here and then who grooms his/her subordinate to the level of future Manager. So such rich experience which was gained after so many years cannot be neglected/underestimated.
All Companies trust their Head of the Departments including HR for the recruitment process and their experience only counts there as a yardstick. Yes I agree the partial reason for attrition is wrong selection but is very limited may be because of wrong assessment and we all know the prominent reasons for attrition.
All Companies cannot afford to hire external Mentor to guide their employees but the Supervisors /Managers are playing the role of Mentor knowingly or unknowingly which is the reality.
The above is my perception.
If you are doing cold calling for the recruitment then first you need to know are they in need of the job. One needs to be selective while calling. Knock the door till it opens is a famous proverb but then knocking the door is not our objective but opening the door. Therefore, choosing the right door is quite important. Therefore, please find out whether you are calling the right candidates.
Secondly, as far as interview handling skills are concerned, have you taken training on it? For the designations that you have mentioned, the technical tests, written and oral, are considered important. Have you designed the right tests? After the tests, comes the behavioural interview. Unless you take a systematic training, the competency on that skill cannot be improved.