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Chapter 21. Separating the Wheat from th... > Preliminary Interviews - Pg. 278

Separating the Wheat from the Chaff 6. 278 Discuss salary. Some team leaders go through an entire telephone interview and invite the candidate to the company without discussing salary. When salary is brought up at the in-person interview, a serious discrepancy in what you are prepared to pay and what the applicant expects may appear. This could have been avoided if the salary situation had been clarified during the telephone interview. You need not commit the company to a specific salary, but you should ask what salary is expected. If it's within the range, it's unlikely a problem will arise. If you are far apart, a frank statement of this should be made. Close the interview. Before closing the interview, review your notes to be sure you have all the information you need. If you are sure you want to extend the invitation, set up a date. If you have some doubts or you wish to give it more thought, or discuss it with your associates, tell the applicant when you will be in touch with him or her. If you've decided the applicant is not for you, how you close the interview will depend on the circumstances. If the reason is clear, such as lack of technical qualifications, it probably was obvious during the interview. Just point out, "I really need a person with more design experi- ence on my team." If the reason is not clear--for example, you want to compare him or her with other candidates --comment that you hope to make a decision by the end of the month and you'll let him or her know. And do it. 7. FYI Personnel experts estimate that every departing employee costs a company 1.5 times his or her salary--a combination of recruiting costs, training time, and lost productivity as coworkers and supervisors pitch in during the transition. The Quick-Screening Interview In some situations, a short telephone call can save you countless hours of interviewing time. Stacey, team leader of a telemarketing firm, was staffing a new team. In response to her ad, she received more than 200 resumés. From them she culled out 50 possible candidates. Rather than spend hours and hours interviewing them, she chose to prescreen them by telephone. She set up a form (see the following example), which she completed for each applicant whom she telephoned. She estimated a maximum of seven minutes for each call. Table 21-1. Preliminary Screening Guide Name: __________________________________________________________________________ Phone number: _________________________________________________________________ Questions to ask: How do you view the job of a telemarketer? _______________________________________ What in your background qualifies you for such a job? _____________________________