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Learn how to clear the telephonic Interview Round

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telephonic Interview Round

We highly recommend that you read our blog: How to Prepare for a Telephonic Interview. It will help you understand what to expect in a telephonic interview.

What exactly Recruiters look for in candidates during the Telephonic Interview

telephonic interview is a combination of a conversation and a Q & A session. A series of questions will be shot at you. So, be ready to tackle them all with confidence.

Behavioral Competencies

Behavioral Competencies consist of behavioral attributes, moral fabric, and personality traits a person possesses, along with their knowledge and skillsets. During the interview process, recruiters check whether the behavioral competencies of the candidates are in sync with the company’s expectations, ethos, and work ethic.

This is necessary in order to determine how successful a candidate will be at the job he/ she has applied for. It can help identify a candidate’s behavioral strengths for future success at the workplace. Employers look for problem solvers and people with the tenacity to overcome tough situations. A telephonic interview, where a candidate can be judged on how effectively they can communicate their behavioral competencies using their voice, is an excellent method for screening prospective employees.

You, therefore, need to be on your toes to nail this particular round of interviews.

Interview Scenarios

Etiquette to follow during the Telephonic Interview Round

Objective Questions asked by Recruiters

Tackling Subjective Questions asked by Recruiters

The Star Method to answering Subjective Questions


Q1: What do recruiters look for in candidates during a telephonic interview?

A1: Behavioral competencies, communication skills, alignment with company ethos.

Q2: How should candidates maintain etiquette during a telephonic interview?

A2: Listen attentively, give concise replies, admit when unsure, prepare for objective and subjective questions.

Q3: What are examples of objective questions asked by recruiters?

A3: Do you know xyz software? Willingness to relocate? Notice period? Total experience?

Q4: How can candidates effectively answer subjective questions?

A4: Use the STAR method (Situation, Task, Action, Result), relate answers to job relevance, be honest and genuine.

Q5: What precautions should candidates take during the recruitment process?

A5: Avoid payment requests, verify company legitimacy, refrain from lying about credentials, beware of spammers.

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