Hi Seniors, Please guide how should I learn to judge people in cold calling and how shall I improve my interview taking skills.
From India, undefined
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2From India, undefined
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Hi, Experience makes men perfect. You can improve interviewing skills by virtue of experience. In general, while interviewing, observe/look for:
- Job knowledge
- Communication skills
- Self-confidence
- Positive attitude
Even the body language/posture of the candidate counts.
From India, Madras
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- Job knowledge
- Communication skills
- Self-confidence
- Positive attitude
Even the body language/posture of the candidate counts.
From India, Madras
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Dear Ankush,
Before we provide any suggestions, please clarify why you need to do cold calling. What is the product you are selling, who is your target customer, and do you conduct cold calls via telephone, etc.
Additionally, please confirm whose interviews you are conducting. Are these job interviews? What is the educational background of the candidates, and what positions are they applying for?
Without clear information, it is difficult for us to offer appropriate suggestions.
For Mr. V.M. Lakshminarayanan: You mentioned that "experience make Men perfect." The correct adage is "practice makes a man perfect." However, even this adage has a flaw. Can wrong practice make someone perfect? Certainly not! Thus, having a guide or mentor who can provide corrections is essential.
The concept of "experience" is often considered mythical, particularly in India. If the experience of interviewers were the sole criteria, many industries would not face high employee turnover rates. Employee retention is a significant challenge today, and one of the contributing factors is incorrect recruitment practices. Despite interviewers having extensive experience in hiring, they still make mistakes in selecting the right candidates.
Thank you,
Dinesh Divekar
From India, Bangalore
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Before we provide any suggestions, please clarify why you need to do cold calling. What is the product you are selling, who is your target customer, and do you conduct cold calls via telephone, etc.
Additionally, please confirm whose interviews you are conducting. Are these job interviews? What is the educational background of the candidates, and what positions are they applying for?
Without clear information, it is difficult for us to offer appropriate suggestions.
For Mr. V.M. Lakshminarayanan: You mentioned that "experience make Men perfect." The correct adage is "practice makes a man perfect." However, even this adage has a flaw. Can wrong practice make someone perfect? Certainly not! Thus, having a guide or mentor who can provide corrections is essential.
The concept of "experience" is often considered mythical, particularly in India. If the experience of interviewers were the sole criteria, many industries would not face high employee turnover rates. Employee retention is a significant challenge today, and one of the contributing factors is incorrect recruitment practices. Despite interviewers having extensive experience in hiring, they still make mistakes in selecting the right candidates.
Thank you,
Dinesh Divekar
From India, Bangalore
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Hello, Sir,
Thank you for your reply, Sir. As per your questions, I am working in a product and service-based IT organization. We mainly focus on software and web development. For these roles, I engage in cold calling over the telephone.
Secondly, all these are job interviews, and the required qualification is a BTech in IT or CSE for the Software Engineer position.
From India, undefined
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Thank you for your reply, Sir. As per your questions, I am working in a product and service-based IT organization. We mainly focus on software and web development. For these roles, I engage in cold calling over the telephone.
Secondly, all these are job interviews, and the required qualification is a BTech in IT or CSE for the Software Engineer position.
From India, undefined
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Mr. Dinesh Divekar,
Thanks for your views. Yes, "practice makes a man perfect." Thanks for correcting. However, I slightly differ from your views. It looks like you are concluding that experience has no value. According to me, experience is something that one acquires/learns through mistakes under the supervision of his/her immediate supervisor, who plays the role of a mentor or guide there.
Irrespective of HR, accounts, or technical field/production, all start from scratch and learn the subject/techniques with the help of their superior, who corrects/teaches and grooms his/her subordinate to the level of a future manager. Such rich experience gained after many years cannot be neglected or underestimated.
All companies trust their heads of departments, including HR, for the recruitment process, and their experience counts as a yardstick. I agree that a partial reason for attrition is wrong selection, but it is very limited, maybe due to wrong assessment, and we all know the prominent reasons for attrition.
Not all companies can afford to hire an external mentor to guide their employees, but the supervisors/managers are playing the role of a mentor knowingly or unknowingly, which is the reality.
The above is my perception.
From India, Madras
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Thanks for your views. Yes, "practice makes a man perfect." Thanks for correcting. However, I slightly differ from your views. It looks like you are concluding that experience has no value. According to me, experience is something that one acquires/learns through mistakes under the supervision of his/her immediate supervisor, who plays the role of a mentor or guide there.
Irrespective of HR, accounts, or technical field/production, all start from scratch and learn the subject/techniques with the help of their superior, who corrects/teaches and grooms his/her subordinate to the level of a future manager. Such rich experience gained after many years cannot be neglected or underestimated.
All companies trust their heads of departments, including HR, for the recruitment process, and their experience counts as a yardstick. I agree that a partial reason for attrition is wrong selection, but it is very limited, maybe due to wrong assessment, and we all know the prominent reasons for attrition.
Not all companies can afford to hire an external mentor to guide their employees, but the supervisors/managers are playing the role of a mentor knowingly or unknowingly, which is the reality.
The above is my perception.
From India, Madras
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Dear Ankush,
If you are doing cold calling for recruitment, then first you need to know if they are in need of the job. One needs to be selective while calling. "Knock the door till it opens" is a famous proverb, but our objective is not just knocking the door but opening it. Therefore, choosing the right door is quite important. Please ensure you are calling the right candidates.
Secondly, regarding interview handling skills, have you received training on this? For the designations you have mentioned, technical tests, both written and oral, are considered important. Have you designed the right tests? Following the tests, there is the behavioral interview. Without systematic training, improvement in competency for this skill is challenging.
Thanks,
Dinesh Divekar
From India, Bangalore
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If you are doing cold calling for recruitment, then first you need to know if they are in need of the job. One needs to be selective while calling. "Knock the door till it opens" is a famous proverb, but our objective is not just knocking the door but opening it. Therefore, choosing the right door is quite important. Please ensure you are calling the right candidates.
Secondly, regarding interview handling skills, have you received training on this? For the designations you have mentioned, technical tests, both written and oral, are considered important. Have you designed the right tests? Following the tests, there is the behavioral interview. Without systematic training, improvement in competency for this skill is challenging.
Thanks,
Dinesh Divekar
From India, Bangalore
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