Chapter 2. Are You Doing It Correctly?
During my long experience, I have witnessed global organizations such as GE, ARM, and American Express adapting quickly to the demands of revolutionizing business trends. That includes redesigning their recruitment process, which is now based on an efficient telephone-interview round. However, a large number of organizations are still treating the telephone interview only as a preliminary screening process. When it is used only to check the basic soft skills of a candidate, a telephone interview fails to provide a holistic view at either end. As a result, neither the candidate nor the recruiter is sure about their relationship until they meet. An opportunity is wasted.
Before I started to write this book, I conducted a survey of 800 employees who had faced at least three telephone interviews in the last year. Every candidate had faced at least one telephone interview in which:
The interview lasted for about five to seven minutes
The candidate felt that...
