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Telephone interviews: a cost-effective way to select faculty
N V Sneed1, B Edlund, M A Kerr
1College of Nursing, Medical University of South Carolina, Charleston 29425, USA.
The Journal of Nursing Education
|February 1, 1997
Summary
Telephone interviewing streamlined peer recruitment, reducing costs and time. This efficient process enabled rapid hiring with fewer, shorter on-campus interviews, proving beneficial for organizational staffing needs.
Area of Science:
- Organizational Psychology
- Human Resources Management
- Recruitment Strategies
Background:
- Traditional recruitment methods can be time-consuming and costly.
- Efficiently identifying and hiring suitable candidates is crucial for organizational success.
Purpose of the Study:
- To evaluate the effectiveness of telephone interviewing as a recruitment tool.
- To assess the impact of telephone interviewing on hiring efficiency and cost.
Main Methods:
- Utilized telephone interviews as a primary screening method.
- Conducted a limited number of in-person interviews following telephone screening.
- Collaborative approach among interviewers to represent peer groups.
Main Results:
- Telephone interviewing provided a positive experience for interviewers.
- The process expedited the filling of open positions with minimal expense.
- Successful hiring was achieved through only three on-campus interviews, some lasting less than a day.
Conclusions:
- Telephone interviewing is an efficient and cost-effective method for accelerating the recruitment process.
- This approach facilitates collaboration and improves the identification of suitable candidates.
- The strategy allows for timely and budget-conscious fulfillment of staffing requirements.