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How HR Shortlist Candidate on telephonic Conversation

Hidden Techniques Exposed: How HR Shortlist a Candidate based on Telephonic Conversation.

How HR Shortlist Candidate based on Telephonic Conversation.

You made up your mind to change your job and you finally design your resume and upload it to job portals. You try all your keyword research and resume ranking techniques and finally started getting job calls from the concern recruitment panels or technical recruiters. You observed that you get job calls for various openings but you don’t get shortlisted for most of the job interview even in the initial telephoning screening. Have you ever tried your level best to find out why you never get shortlisted or why you don’t get calls for the face-to-face interview even after getting initial calls from recruiters?

You may have heard the same set of repetitive replies from most of the HR recruiters as “We will let you know about your shortlisting later”, “We still have some candidates in pipeline and once shortlisted will let you know about your face-to-face interview”, “Manager’s not in town, so can’t schedule face to face interview now” and  the most hot favorite – “We will call you, once shortlisted” and  “We will get back to you” are some of the most common phrases used by HR recruiters on calls to indirectly let you know about rejections on telephonic screening (not every time).

So, let’s understand what are the possible ways via which an HR shortlist a candidate for telephonic calls.

1. Limited Reach Candidates.

  • The first hurdle which most of the candidates go through is via job portal filtration process because of which 90% of the candidates get filtered and don’t even get any job calls.
  • This step is very crucial and every candidate should try knowing the tricks to rank your resume much higher as possible.
  • This trend is going to be repeated again and again since most of the recruiter’s approach only 30-50 candidates max for around 10 positions.
  • Avoid mentioning “Blank” or “Zero” levels as CTC in their job portals since these CTC’s are always filtered and not supported by any recruiters in any of their job search patterns.

Read More:

“How to get maximum job calls” 


“Why you should not set your salary to Zero or Confidential in Job Portals”

2. Resume Format.

  • Technical recruiter hates complicated formats. Candidates get rejected even before reading their resume’s selling pointers.
  • Some recruiters are required to format resumes in a specific format, required by the clients. If they fail to do so, they usually reject the resume.
  • Prefer simple format resume and if required for confidentiality of your original details, one can save the resume in (.pdf) format as well.
  • Some HR’s and the technical panel can easily shortlist the resume for the final pool of candidates even just looking at the resume format and the way it has been designed.

3. Job Portal Details

  • Try to complete 100% accuracy by satisfying most of the job portal details.
  • Avoid hiding details like your firm’s name, certain certifications, etc.
  • Most Important – Don’t hide CTC details by leaving it as either blank or Zero.
  • Fill details even in tabular or table format since some technical recruiters decide your relevant skills based on the skills mentioned in it.
  • In case of high-level positions, technical recruiters avoid wasting time and prefer connecting or shortlisting only the Verified job portal candidates. So, it’s just to verify your job portal account either by SMS or via email verification process.

4. Active Interest.

  • We know you are busy with your project delivery at the same time you also have a “To Do list” to get a job change. In such conditions always be alert especially when you are busy and cannot reply in a smooth way to the job calls you receive. Technical recruiters always try their level best to know your active interest and then analyze further to shortlist you in the final pool of candidates.
  • Avoid being rude and try to sound as confident and serious as you can in your overall approach to the role.
  • Some candidates tend to be busy and reply as if the job calls are more like to be an option for them. They sound they may or they may not be interested in the role.

5. Failure of details.

18. Multiple Job Offers.

  • Multiple Job Offers or best dream job always change the attitude and behavior of the candidate especially when approaching the next interview.
  • Candidates could not handle success and fail to qualify the basic screening required to get shortlisted. It is always suggested that you discuss only the best offer from a good firm you have instead of discussing the other offers.
  • Hiring team usually keep such candidates on hold or reject them in the screening process.

So these are the 18 top pointers via which an HR shortlist a candidate for telephonic conversation. Feel free to comment on your views.

About Nitin Ravale

Nitin Ravale is a HR turned Pro Blogger and Youtuber who makes his living via Online Digital Marketing sources.

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One comment

  1. Deepika H Thakar

    Very nice blog, quite informative.

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