Job Application: The Phone Call
21 February 2013
Read by 2240 persons
In many companies, phone interviews are part of the hiring process. Candidates are invited to call on their own initiative: a paid procedure.
"For any preliminary information, please contact Ms. Marti at 051 220 37 93." This type of indication can be found in many job offers. To apply to an SME or a large company in Switzerland, you can also, in addition to the information you find on the Internet, inquire beforehand by phone about the detailed profile of the job or current projects.
Early contact: beneficial in every way
Many companies, such as the Swiss railway company SBB, Credit Suisse bank or Generali insurance company, offer a first phone contact. This approach is beneficial to both the potential employer and the candidate. Indeed, it allows companies to channel the flow of interested people by focusing on key qualifications. For their part, job seekers gather targeted information that allows them to precisely gather the elements of their application file, which increases their chances of being selected.
Hook for the written application
Furthermore, the first phone contact offers a hook for the written or electronic application: "Madam, I thank you for the pleasant interview last Friday which encouraged me to submit my application file" - this is a much more effective and personalized introduction than the standard formula of the type "Please find attached..."
Most experts recommend taking advantage of the opportunity of a phone interview. "If you really make a thunderous impression, your application file will go up a few notches in the pile, nothing more - but that's already a lot," says Christoph Kühnanss, manager of Navigas, a human resources consulting firm in Bern.
Don't abuse patience
However, the job seeker will have every interest in putting themselves in the place of their interlocutor. "It should not be forgotten that recruiters suffer from chronic work overload, even if they offer a phone interview," warns Kühnanss. The tenth candidate who calls in an hour will rather be felt as a disruptive element, especially if they don't stop talking or are poorly prepared.
"It is therefore wise to clearly state your name, ask three intelligent questions, in a lively voice, which reflects your motivation and interest in the company in question, and conclude by saying for example: ?Perfect, thank you very much. I will send you my file?", explains Kühnanss.
Intelligent questions?
The job offer seen in the newspaper or on the Internet provides good indications for formulating precise elements. No need to chat about trivial questions: recruiters will react impatiently. The key points to note relate to the contents of the mission, the aptitudes and skills that the candidate must have, and their curriculum vitae.
"The candidate can also ask if certain criteria mentioned in the job offer are decisive or rather accessory, or if the recruiter thinks that such and such a point can be learned in a short time. Possibly, the latter will see their curiosity aroused."
Mutual pulse check
It goes without saying that the candidate should expect to be "scanned" to some extent.
"Recruiters generally inquire about the candidate's training, ask where they are currently working to see if they meet the fundamental criteria of the job," explains Miriam Koch, from the Karriere.ch Internet portal in Zug. A tip: place your CV, certificates and diplomas, and the job offer in question in front of you while you are on the phone, so you can refer to them quickly if needed.
Some questions that your interlocutor will ask are part of the standard repertoire.
Examples:
Why do you think you are the ideal candidate for the job?
Who are the people in the professional world who have impressed you?
What are your weaknesses?
The recruiter's objective is not to gather decisive information, but to realize the motivation and communicative interaction capacity of the calling candidate. Spontaneous and sincere answers are more effective and will allow, in a professional sense, to "find the subscriber at the requested number".
Toolbox:
Good questions, bad questions
Small-talk
Talking about the weather lowers the quality of the interview. The recruiter will have the impression that the candidate is only calling to check off a point on a to-do list. Similarly, the television program or tennis match from the previous day are of no interest to be mentioned. Also avoid any political topic.
Needless repetition
The job offer generally describes the overall conditions. Asking questions whose answers are explicitly found in the advertisement shows that you have not read carefully. If the recruiter asks you to introduce yourself, do not reproduce the job profile described in the advertisement.
Impatience
Some details, such as salary or holidays, should be avoided during the first phone contact: you will talk about them during the job interview when the recruiter raises these questions themselves. Furthermore, the recruiter will generally not be able to tell you when the selection process will be closed.
Personal elements
The idea of creating an emotional bond with the contact person is certainly not bad, but keep it for later. An allusion, however benevolent, to the slightly hoarse voice of your interlocutor - whom you do not know - can already have an indiscreet connotation. If the recruiter reveals a detail of their private life, for example about a sport they practice or a trip, note this information. You may be able to revisit the topic during the job interview.
Christoph Steh.
Monster.ch
Posted online February 21, 2013.
"For any preliminary information, please contact Ms. Marti at 051 220 37 93." This type of indication can be found in many job offers. To apply to an SME or a large company in Switzerland, you can also, in addition to the information you find on the Internet, inquire beforehand by phone about the detailed profile of the job or current projects.
Early contact: beneficial in every way
Many companies, such as the Swiss railway company SBB, Credit Suisse bank or Generali insurance company, offer a first phone contact. This approach is beneficial to both the potential employer and the candidate. Indeed, it allows companies to channel the flow of interested people by focusing on key qualifications. For their part, job seekers gather targeted information that allows them to precisely gather the elements of their application file, which increases their chances of being selected.
Hook for the written application
Furthermore, the first phone contact offers a hook for the written or electronic application: "Madam, I thank you for the pleasant interview last Friday which encouraged me to submit my application file" - this is a much more effective and personalized introduction than the standard formula of the type "Please find attached..."
Most experts recommend taking advantage of the opportunity of a phone interview. "If you really make a thunderous impression, your application file will go up a few notches in the pile, nothing more - but that's already a lot," says Christoph Kühnanss, manager of Navigas, a human resources consulting firm in Bern.
Don't abuse patience
However, the job seeker will have every interest in putting themselves in the place of their interlocutor. "It should not be forgotten that recruiters suffer from chronic work overload, even if they offer a phone interview," warns Kühnanss. The tenth candidate who calls in an hour will rather be felt as a disruptive element, especially if they don't stop talking or are poorly prepared.
"It is therefore wise to clearly state your name, ask three intelligent questions, in a lively voice, which reflects your motivation and interest in the company in question, and conclude by saying for example: ?Perfect, thank you very much. I will send you my file?", explains Kühnanss.
Intelligent questions?
The job offer seen in the newspaper or on the Internet provides good indications for formulating precise elements. No need to chat about trivial questions: recruiters will react impatiently. The key points to note relate to the contents of the mission, the aptitudes and skills that the candidate must have, and their curriculum vitae.
"The candidate can also ask if certain criteria mentioned in the job offer are decisive or rather accessory, or if the recruiter thinks that such and such a point can be learned in a short time. Possibly, the latter will see their curiosity aroused."
Mutual pulse check
It goes without saying that the candidate should expect to be "scanned" to some extent.
"Recruiters generally inquire about the candidate's training, ask where they are currently working to see if they meet the fundamental criteria of the job," explains Miriam Koch, from the Karriere.ch Internet portal in Zug. A tip: place your CV, certificates and diplomas, and the job offer in question in front of you while you are on the phone, so you can refer to them quickly if needed.
Some questions that your interlocutor will ask are part of the standard repertoire.
Examples:
Why do you think you are the ideal candidate for the job?
Who are the people in the professional world who have impressed you?
What are your weaknesses?
The recruiter's objective is not to gather decisive information, but to realize the motivation and communicative interaction capacity of the calling candidate. Spontaneous and sincere answers are more effective and will allow, in a professional sense, to "find the subscriber at the requested number".
Toolbox:
Good questions, bad questions
Small-talk
Talking about the weather lowers the quality of the interview. The recruiter will have the impression that the candidate is only calling to check off a point on a to-do list. Similarly, the television program or tennis match from the previous day are of no interest to be mentioned. Also avoid any political topic.
Needless repetition
The job offer generally describes the overall conditions. Asking questions whose answers are explicitly found in the advertisement shows that you have not read carefully. If the recruiter asks you to introduce yourself, do not reproduce the job profile described in the advertisement.
Impatience
Some details, such as salary or holidays, should be avoided during the first phone contact: you will talk about them during the job interview when the recruiter raises these questions themselves. Furthermore, the recruiter will generally not be able to tell you when the selection process will be closed.
Personal elements
The idea of creating an emotional bond with the contact person is certainly not bad, but keep it for later. An allusion, however benevolent, to the slightly hoarse voice of your interlocutor - whom you do not know - can already have an indiscreet connotation. If the recruiter reveals a detail of their private life, for example about a sport they practice or a trip, note this information. You may be able to revisit the topic during the job interview.
Christoph Steh.
Monster.ch
Posted online February 21, 2013.
