Telephone interviews in recruitment | Sunday Observer

In this time of crisis, especially with transportation limitations, employers have limited chances to conduct in-person interviews at their offices. Many of them have already switched to telephone interviews in their recruitment campaigns due to the shortage of fuel in the market. However, even in normal times, conducting telephone interviews has many advantages.

On the eve of World Water Day last week, the UN presented a sobering statistic: according to its recent study, more people on earth have access to mobile phones than to toilets. It has been revealed that of the estimated 7 billion people in the world, 6 billion have access to mobile phones. This is obviously good information for market researchers and for telephone interviewers. In fact, being able to reach 85% of the world’s population via mobile phones is incredibly positive news for marketers and recruiters.

For many decades, the traditional form of interviewing has been face-to-face or group interviews. However, technology has been a boon to the corporate world. Thus, various other modes or types of interviews have also emerged, such as telephone and video interviews.

Convenient way

A greater proportion of organizations are now using phone interviews to assess the general abilities, telephone manners and other abilities of potential employees due to the rise of call centers and other telephone-based industries. . Phone interviews are a quick and convenient way to find the best candidates and weed out unwanted leads, but they should never replace the final in-person interview.

Employers who hire large numbers of people on a regular basis, especially graduate employers like large accounting firms and large banks, frequently conduct phone interviews. Check out our guide to conducting effective phone interviews if you want to learn more.

Phone interviews have many advantages, including being faster and more convenient for you and the interviewee than setting up an in-person meeting. Face-to-face meetings are important as qualifications and experience, but such meetings depend and require personality, telephone skills and demeanor. However, because neither participant can see the other during a telephone interview, the usual visual cues are missing.

Preliminary screening

For marketing companies and for sales occupations, especially for telephone sales, verbal communication skills are crucial. Thus, in such situations, telephone interviews are particularly frequent. However, other companies use them to screen candidates for a wide range of positions.

Telephone interviews often serve the interests of the employer more than those of the candidate. However, a telephone interview is preferable to no interview at all for a job seeker. Telephone interviews have advantages and disadvantages, like all practice techniques.

How do phone interviews work? A phone interview, also known as a phone screening, is a job interview that takes place over the phone but usually uses only audio and no video presence. Phone interviews are frequently used during the hiring process before narrowing down their options and selecting candidates for further, more in-depth interviews in the next round. Hiring managers should use this form of internal review as their first screening.

However, since there may be fewer opportunities to make a personal connection during telephone interviews than during in-person interviews, job seekers may find them a bit more challenging.

A telephone conversation costs much less than a face-to-face interview, especially if the respondent is not nearby. Telephone interviews not only save money on transportation costs, but also save travel time, which can be used more efficiently and cost-effectively elsewhere. Lower costs can allow more interviews to be conducted, increase the validity and reliability of results, and eliminate any anomalous results, resulting in richer, higher quality data.


Questioning flexibility when conducting a phone interview is huge. It is beneficial for both the interviewer and the respondent to speak with an interviewer over the phone, as it allows great flexibility in the questioning process. This is a much better approach for the interviewer to screen potential candidates, ensure they are the right person to talk to, and give them more time to focus on any special interests the respondent may have expressed.

In addition to providing more detailed responses than you would likely get from an online survey and a higher response rate, it allows the respondent to ask any questions they may have.

Phone interviews also offer a wider geographic reach for employers. Potential recruits who work outside of the workplace, such as salespeople, engineers, and technicians, are notoriously hard to find because they travel and can’t find time for personal interviews. This means individuals are less likely to respond to a job offer. However, telephone interviews can reach a large number of people quickly with little effort on the part of the interviewer and the respondent.

However, with many advantages mentioned above, phone interviews are not without drawbacks. Insufficient body language, which can be extremely helpful in probing a candidate’s aptitude, is a significant setback. This is common to both the interviewer and the candidate.

If the interviewees are visible, the employer can identify whether or not they are interested in the position. It can be difficult to determine the level of concentration of a candidate during a telephone interview. If the candidate disagrees with a statement the interviewer may have made, they may not notice them smiling or frowning. Also, you cannot see their precise body or facial expressions. Therefore, the employer has no alternative but to steal blind.


Many organizations have switched to telephone interviews, especially for screening, to save time and money. However, it is important to mention that video interviews conducted using tools such as Zoom can offer more advantages than telephone interviews, as the ability to convey information visually is more effective.

Telephone interviews can save money by reducing the cost of the interview location, travel costs and living expenses. The interviewer can choose potential candidates from the resumes that have been submitted, chat with them multiple times, if necessary, over the phone, and further narrow the pool to a manageable number.

They have a better opportunity to analyze the suitability of the candidate and determine whether it is worth arranging a subsequent interview. Additionally, employers can use phone interviews to screen potential candidates before scheduling a large in-person interview. The most important factor is that face-to-face interviews can take place after the selection process is complete, which can significantly reduce time and stress for the employer.

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