For years I have screened job applicants with an unscheduled pre-interview phone call. This has helped me eliminate candidates from further consideration.
I usually all saying that we have a ton of applicants and am screening them for a bit more information before deciding on the shortlist. I ask them to tell me more about themselves beyond what’s in their application and why they applied to us for work with us. These two questions are usually all I need to either confidently move to the next step or to eliminate a candidate from further consideration.
In retail we need people who are attentive and can engage with people they have never met before. While some may be uncomfortable on the phone, I think a call is a fair part of candidate assessment.
I have eliminated many candidates who didn’t know they had applied to work in a newsagency. One guy said I just clicked apply on every retail job I could find, I didn’t read the ads – and I didn’t consider him any further. I have eliminated others who had dreadful phone manner – sometimes there are so many applicants that you need even the slimmest excuse to cull someone from the pool.
I often follow up the two questions with a comment that we’ll do a police check if they get through the interview. I think this is the reason I sometimes receive an email following the call saying they have found a job elsewhere.
These pre-interview calls have helped boost candidates to the top of consideration because of their attentiveness and engagement in the call. What I love the most about the calls is their unpredictability. Since they are not scheduled and are unexpected to the recipient, they can go in any direction. I’ve found this to be a terrific help in finding people appropriate to the demands of a newsagency business.