Phone Screen or Prescreen
In the Call Center environment time is money. Bringing candidates into your offices for face to face interviews takes time. You will want the candidates you see to be the top of the pool. Have you ever interviewed a candidate on site, loved their skills and background, been ready to offer the position, and then found out that they can not work the schedule you need them for, or require a higher pay than you can offer!
This is a frustrating position. To resolve this frustration we recommend after the resumes and/or applications have been reviewed and screened the recruiting staff conducts phone screens with the candidates they are most interested in.
By speaking to the candidates over the phone the recruiter can gain some knowledge about their phone skills and etiquette. The phone screen also provides the candidate with information regarding the position that may not have been offered in the job posting. Asking questions related to scheduling needs and availability serves to quickly identify is the candidate and company are a match on a basic level.
If the Call Center requires full flexibility in schedule and the candidate can not accommodate these requirements there is no need to pursue a face to face interview. If the position does not pay the amount the candidate is seeking there is no need to waste either party’s time with an on site interview.
This conversation can occur when a candidate drops off their resume or application. The recruiter should review the documentation and if interested in the candidate (and time allows) ask the applicant the Phone Screen questions.
Here is a sample Pre Screen we have found successful. It is best to tailor it to the needs of the position you are hiring.
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