Hi,
I am working with a software development company as an HR Recruiter. We use job portals to source candidates. However, the problem we face during interviews is that whatever the candidates mention in their profiles is often dummy or false information. Therefore, our project managers have instructed us to filter the candidates during the telephonic round.
What methods can we follow to filter the right candidates from the bulk of applicants? How can I handle this technical aspect? Please guide me.
Regards,
Sudha :)
From India, Madras
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I am working with a software development company as an HR Recruiter. We use job portals to source candidates. However, the problem we face during interviews is that whatever the candidates mention in their profiles is often dummy or false information. Therefore, our project managers have instructed us to filter the candidates during the telephonic round.
What methods can we follow to filter the right candidates from the bulk of applicants? How can I handle this technical aspect? Please guide me.
Regards,
Sudha :)
From India, Madras
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Hi,
When we are screening the person over the phone, the first and most important aspect to assess is their communication skills, which should be rated between 6.5 to 7 or 8 out of 10. After evaluating this, proceed by inquiring about the candidate's background, how they present themselves, their roles and responsibilities in previous and current companies, the organizational structure of their current company, their reporting structure, project details, and team size. Once this information is gathered, inquire about their current salary (CTC), expected salary, and notice period.
In some instances, a candidate may sound confident over the phone but may not perform well in face-to-face interactions.
A recommended approach is to conduct an initial phone screening and then invite the candidate for an in-person interview at your office. This method is likely to provide a better assessment of the candidate.
I believe this method will be more effective in evaluating the candidate thoroughly.
From India, Hyderabad
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When we are screening the person over the phone, the first and most important aspect to assess is their communication skills, which should be rated between 6.5 to 7 or 8 out of 10. After evaluating this, proceed by inquiring about the candidate's background, how they present themselves, their roles and responsibilities in previous and current companies, the organizational structure of their current company, their reporting structure, project details, and team size. Once this information is gathered, inquire about their current salary (CTC), expected salary, and notice period.
In some instances, a candidate may sound confident over the phone but may not perform well in face-to-face interactions.
A recommended approach is to conduct an initial phone screening and then invite the candidate for an in-person interview at your office. This method is likely to provide a better assessment of the candidate.
I believe this method will be more effective in evaluating the candidate thoroughly.
From India, Hyderabad
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