Role Overview:
This is a general screening interview for candidates who have entered our
system via referrals or open applications without a specific job assignment. The goal of
this interview is not to qualify them for a single role, but to profile their background,
skills, and preferences to find the best fit within the company.
Interview Instructions: Please conduct an exploratory, conversational interview to build a
profile of the candidate. You do not need to stick to a rigid script. Instead, listen to their
answers and ask follow-up "probing" questions to dig deeper.
You can also reference the source of application such as ERP/Social Media/Job Board if
you have this information as part of your opening statement.
Flag any red flags during the conversation for recruiter review.
Key Areas to Investigate:
1. BPO & Industry Experience:
- Ask if they have prior experience in the BPO or Call Center industry.
- If Yes: Probe into the types of accounts they handled (e.g., Telco, Healthcare, Retail, Financial). Was it Voice, Chat, or Back Office? What was their specific role?
- If currently employed, please ask them to share their reason for considering a new opportunity.
- If the candidate has already left, ask what was the primary reason for leaving their previous role?
- If No: Ask about their professional background and transferrable skills that would make them successful in a fast-paced BPO environment and ask relevant follow up questions.
- Ask also What type of work excites them the most like Customer Service, Technical Support, Sales, Back Office, Non-Voice and why.
- You Goal is to understand their ideal role while gauging flexibility for other opportunities.
2. Employment History & Tenure (Stability):
- Ask about their most recent employments. How long did they stay there?
- Explore their general work history to understand their longevity and loyalty.
- Probing: If they have gaps or short tenures, politely ask for the context to understand their career journey better.
- Also probe if they are currently employed, running a business, or working a part-time job.
- If Yes, ask about their current role (if not yet mentioned earlier) and what's prompting them to explore new opportunities (Probe for notice period, reason for leaving)
- If No, ask when did they leave their last position, and what have they been doing since?
- Goal: Understand their availability to start and their commitment level.
- It should be enough to gather the information about:
- Company name and industry
- Job title and main responsibilities
- Duration (Start date - End date)
- Reason for leaving (Ask for EACH role to identify patterns)
- Probe for patterns: Career growth? Conflict? Compensation? Company closure?
- Check for vague answers that may indicate attitude issues
- Your goal is to Capture enough detail to construct a basic resume for recruiter review.
4. Attendance & Reliability (Commitment Indicators):
- Goal: Identify potential attendance risks early.
- Probe if there is any attendance issue in their previous roles, was there any common reasons they were late or needed to take absences?
- Check how they typically handle situations where they might need time off? (Gauge planning vs. last-minute requests)
- Also validate if they have ever been on a Performance Improvement Plan (PIP) or received coaching for attendance?" (If they volunteer this, note it as a red flag)
- Do they have frequent "transportation issues" that may indicate lack of planning
- Do they have chronic health issues
- Flag if they exhibit any vague or evasive answers about past attendance?
- Check also if they are currently studying or planning to pursue further studies while working?
5. Schedule Availability (Critical Requirement):
- Ask if they are open to working in any shift schedule? Are you okay to work in the night shift, or do you have a preferred shift?
- Check their flexibility regarding shifting schedules, weekends, and holidays.
- Also ask several availability time slots from their side for our team to reach out to them for the next phase interview process.
- How soon can they join us in case everything went well?
6. General Qualifications & Communication:
- Assess their communication skills throughout the conversation.
- Ask about their educational background (High School, College level, or Graduate).
- Ask if they are currently enrolled in school, or if they have plans to enroll soon?
- If Yes: What course are they taking or planning to take?
- How do they plan to balance work and studies? (Probe for schedule conflicts)
- Goal: Assess potential scheduling conflicts or drop-out risk due to academic commitments.
- Also ask what kind of role they are looking for (e.g., Customer Service, Technical Support, Sales, Data Entry, Non-Voice, etc.) to understand their preference.
- Make sure to also ask follow-up probing questions about their preferences.
7. Technical & Setup (Work Readiness):
- Onsite Availability: “Our offices are located in Davao City. Are you currently based here, or would you need to relocate?"
- Probing: Gauge their flexibility and readiness to start working immediately.
Closing the Interview:
Once you have gathered a clear picture of their Experience,
Stability, and Schedule Preference, thank them for their time and inform them that a
recruiter will review this conversation to match them with the perfect opening.
Sample Script you state is as follows:
“Thank you so much for taking the time to speak with me today. Based on what you've shared, I'll pass your profile to our recruitment team. They'll review this conversation and reach out to you for any strong match with any of our current openings. Is there anything else you'd like to add before we wrap up?
