Scripts for personnel selection. Face-to-face and telephone interviewJanuary 14, 2021
About scripts for recruiting
Ready-made phrases and a well-thought-out conversation scenario solve several problems at once.
Firstly, the risk is eliminated that during the interview something “forgot to ask”, asked “wrong questions” and received uninformative answers.
Secondly, the time spent on interviewing is optimized.
Thirdly, scripts neutralize the influence of the experience and speech culture of staff members on the quality of interviews.
Fourth, a high-quality script makes sure that contact with recruiters creates a positive impression of the company.
Fifthly, scripts can reduce the requirements for the qualifications and experience of a recruiter.
How to Implement and Use Scripts
Draw up instructions in the format, oblige to execute. Whether to allow deviations is up to you. Of course, individual intonation, timbre, the tempo of speech are different for everyone, so some phrases from scripts can be modified by a specialist “for themselves”. If the “custom” script meets the standard you set for interviewing, I think you shouldn’t ban it.
Types of interview scripts
There is a universal script that is suitable for interviewing job seekers, regardless of position or profession. A special script consists of questions that collect information about the professional experience, knowledge, and skills of the applicant.
Generic Phone Interview Script
Below is a script developed to conduct a telephone interview with an applicant who has applied for a job.
It is intended to be used in two situations:
- when the applicant (C) calls the company at the request of the recruiter who sent the letter or SMS;
- when the recruiter (R) calls the applicant on the phone number specified in the resume.
R: “Hello, Alexander, my name is Maria, I am a personnel manager of company “A”, we are interested in your resume, which you applied for our vacancy” store manager”.
R: Is it convenient for you to talk now?
R: Let me briefly tell you about our company and the vacancy. Alternatively, you can tell about the company at the end of the conversation, if the applicant remembers which vacancy he applied for, called himself, and you are sure that the vacancy is interesting to him. If you are not sure, you should tell about the company and the vacancy at the beginning of the conversation, so as not to find out that the vacancy is not interesting to the applicant, at the end of the interview.
The company is 10 years old, we are selling stationery products. We have 5 stores, a manager is required for a store on … Street. Tasks of the manager – operating mode, …, etc.
R: Are you interested in this kind of work?
R: Then, if you don’t mind, Alexander, I will ask you a few questions. (If we did not begin to talk about the company and the vacancy, this question is asked immediately after the applicant confirms that it is convenient for him to talk now).
R: If I understood correctly from your resume, was your last place of work – the company “Ch”, in which you worked as a store manager?”
R: Please tell us more about your work in the company “Ch” – what the company did, what was your job, why you left the company, and/or why you want to leave your current place of work.
R: How did you get to work in the company “Ch”?
R: How much did you earn in the company “Ch”? What did your salary consist of?
R: Where and by whom did you work before the company “Ch”? Why did you quit?
R: Before that, if I understood correctly from your resume, you worked for company X (hereinafter, questions about the job are duplicated).
R: What kind of job are you looking for now, what do you want from a new job?
R: How much do you want to earn/how much do you assess your qualifications?
R: Got it, thanks. (after answering the last question asked).
If at the beginning of the conversation you did not talk about the company and did not ask the applicant to confirm interest in the vacancy, you can do this now (see the script at the beginning of the conversation) after you tell about the vacancy and the company. It is not worth asking the applicant to ask questions about the vacancy – since you have already received the necessary information, talking about the vacancy and the company will be more a manifestation of politeness than a continuation of the conversation, so you should limit yourself to a few phrases after which you can end the interview.
R: Let’s agree on how we will proceed – now we are contacting those who responded to our vacancy, and we continue to accept resumes, invite those who interested us to face-to-face interviews, we plan until Friday next week. If we decide to invite you for a face-to-face interview, we will contact you by phone/email/messenger by Friday. If there is no call, it means that we settled on other candidates. Okay?
Allows you to collect information about the professional experience, knowledge, and skills of the applicant. In some cases, it may contain sample answers to questions, upon receipt of which the interview may end, or additional or clarifying questions may be asked.
Below is a draft of a simple script consisting of questions for applicants for the position of “Store Manager”. Rough – because the best list of questions for a telephone interview has not yet been selected – it is more appropriate to ask many of the following questions during a face-to-face interview.
- Was the store’s assortment large?
- How many items are there?
- What product groups were they grouped into?
- Who and how determined what product the store would sell?
- How was the store sales plan set?
- Do I need a sales plan at all?
- Who made the purchasing decisions?
- On what basis were these decisions made?
- Who set tasks for the purchasing department and how?
- How were the prices of the goods set?
- On what basis did the price of the product change?
- How the price of the product was determined when announcing discounts/promotions?
- What promotions were held in the store?
- What did you do with the illiquid product?
- What difficulties arose when accepting goods from a supplier (damage during transportation, defective goods, “shortage”)?
- What documents were drawn up?
- How often were the inventories carried out?
- Who participated in them, what was the workflow?
- How were the salespeople hired?
- Who taught them and how?
- What were the requirements for sellers?
- What difficulties did you have to face in working with the store staff?
- What was the salary system for the sellers in your store?
- What were the salesmen’s working hours?