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questions from the past e.g. what did you do before this job etc but the situational interview focuses more on the hypothetical questions e.g. what would you do if ....? Etc. The nature of the interview also changes with the change in the seniority levels and the nature of the job.

 

Telephone Interviewing

 

Telephone interviewing is being used increasingly now a days ,30% of the total and 45% organisation in the private sector use telephone interviewing for recruitment. This helps in the screening out of the unwanted or unsuitable candidates.(IRS,2005e:43)

 

Screening

 

Short and rigid interviews focusing only on the basic or essential requirements or the needs of a firm (organisation).

 

A man against man situation where every candidate is asked a series of multiple choice questions to assess the candidates calibre for the job

 

Selection

 

Candidates are asked certain questions based on the nature of the job e.g. if it a sales elated interview the candidate can be asked to sell something on the phone.

 

Telephone selection or an interview can be use for international recruitments or for someone who is unavailable.

 

It is hard to evaluate ones experience and level of skills on papers but due to telephone interviews it is a lot easier to assess the suitability of the candidate.

 

Benefits

 

It saves more time and is easier to conduct.

 

Cost effectiveness is another beneficial factor.

 

Confidentiality is a major issue with some people so through the telephone interviewing the risk of losing confidential information is prevented as the post details are provided just once in the initial screening.

 

Racism on the bases of class, creed, colour, disability or age can also be avoided through telephone interviewing.

 

Tests

 

'Testing is essentially an attempt to achieve objectivity, or, to put it more accurately, to reduce subjectivity in selection decision making'

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