NEVER criticise or humiliate a part of staff in front of some people. Not only could it get you in an employment Tribunal, it's simply unjust. If there are performance or behaviour issues, address them in private, and right into your company's Disciplinary Tactic.
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The first qualifying test is to see if these candidates can stick to the simple purpose. The second test is their demeanor and telephone etiquette once they do phone you. You'll need to make allowances for nerves, but in general, you ought to able to inform if this candidate has the capacity to work the phones.
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As part of using the system language effectively use open hand motions. This implies you have nothing to hide and are usually now being open and honest. The opposite of need to closed fists, a sign of aggression or nervousness.
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Recruitment could be an expensive and time-consuming process, perhaps followed by a training period, and possibly a weeks where you have to employ temporary people. All of this could be a drain on employers' time and resources. Good staff are hard to come by, therefore it is vital that you or your human resources team recruit well, along with do really best to retain good crew.
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- Generally have questions request the interviewer otherwise appears like you're interested as job. Use research to strengthen your topics. For example ask, 'How will my performance be measured?', How might you know if I'm successful?', 'Are there any aspects of my application where you would like further resistant?' This gives you an opportunity deal with any of these niggling disadvantages.