Telephone Interviews

Working overseas has become one of the options many of the best and the brightest take to earn a living. The best way is to find employment first before looking at options of immigrating to another country . In countries such as Australia, the fastest way to immigrate is by obtaining an offer for employment for a service or skill that is in demand in the country you are looking at. There are ways to obtain offers of employment without going through the immigration process and one way to be able to do this is through telephone interviews with prospective employers.

There are many discussions throughout the Internet and especially at the Australian forum that discusses the processes, techniques and approaches to telephone interviews.

Background to the thread

The most popular and most in depth discussion on phone interviews were started by an individual who worked in an IT company in India. The individual had the most expansive experience on software development as against customer services or consultancy work. Two of the interviews detailed in the thread were done by consultants in Australia for an on behalf of a company that was seeking to find individuals with the necessary skill set for employment positions. The third interview was done through a networking portal. All in all, the three interviews showcase the current state and techniques of interviewing possible employees situated outside of Australia for possible employment and immigration into the country.

Interview one

This interview was done over the phone and was scheduled on short notice. There were two people who interviewed the possible employee were in Australia while the interviewee was in India. The candidate for employment's resume and work experience was discussed during the teleconference.

The interview delved into the technical aspects of the work and there were no inquiries made as to the personal or behavioral aspects of the individual candidate. The most inquisitive period came when a specific software tool was discussed and the candidate admitted having no experience with its use. With this the interview was ended and the recommendation was that the candidate was not suited for the position.


This situation exhibits the problem with a consultant setting up the interview without prior review of the candidate's capacities. Had this been done, the issues and inabilities of the candidate could have been seen beforehand to avoid the situation detailed above. This purely technical and capacity interview would have become more of a behavioral and skill interview has it not met the stumbling block of the lack of experience with the use of the software tool mentioned.

Interview two

The second interview started with a discussion on the technical experience of the individual, even going into higher-level skills such as integration experience and other work details. From there, the interview became a behavioral discussion when questions such as the following were propounded:
  • Tell me about yourself
  • Why Australia?
  • Tell me five things you love about your job?
  • Tell me about your management experience?
  • Why leave a big company back home and settle for a small company at here in Australia?
  • If we are to offer you a position by when do you think you can join?
After the first interview, the candidate was made to think that the discussion would be a technical/skills interview rather than a behavior/psychology interview. The questions on the skills and technical were answered sufficiently but the candidate was not recommended on the basis of the individual's behavior/psychology being unsuited for the company.


There is a great many difficulties involved with an interview done over the telephone, as the individuals are unable to see each other face to face. This brings about a very impersonal conversation. You need a very defined experience and skill to be able to control the phone interview when it is done. Comparatively, the first interview showed the technical skills as lacking from the candidate; the second interview for the candidate did not prosper, as the individual may not be behaviorally suited for the company.

Interview three

To recap, the first two interviews were set up by contacts established by consultants in Australia. The third interview was done through a networking portal and not through a formal consultancy. Because of the knowledge of the contents of the interview and in reviewing the interview techniques used in the first two interviews, the candidate now was more knowledgeable on how to handle the third interview.

The following were the questions propounded during the third interview:
  • Tell us about yourself
  • Greatest strengths
  • Greatest weaknesses
  • Management style
  • Salary expectations
  • How much time I would require to join
The interview was conducted by two architects over the telephone and this time, the candidate found it easier to discuss matters with them and provide the responses required to the questions being propounded. The interview even went into a discussion about remuneration and with that both parties could be apprised of the situation.


In this third interview, it was unclear if the poster was recommended to move forward with the interview process. What the third interview provides though is an insider's point of view of the differing manners of obtaining employment in Australia through telephone interviews. If the interview did not go into a discussion of remuneration, it may seem to be an incomplete interview since the only matters discussed would be limited to the technical or the behavioral aspects of the professional life of the candidate.

Employment in Australia

The burgeoning economy of Australia has a constant demand for skilled workers for its needs. If you are qualified for the position and you pass the interviews, your application would certainly be fast tracked to be able to get to Australia at the soonest possible time. Building a list of contacts in Australia may help you at the first but as exhibited by the above interviews, obtaining employment in Australia may prove to be difficult. There are many options available for you to use to obtain employment in Australia. What you need to do though is review the qualifications of the consultant or the success of networks offering employment services for possible immigration. Once you have reviewed them, you can find out which one is best to assist you on your journey.


Thus in finding employment in Australia or in any other country in the world, the discussions and advisories on the intricacies of foreign employment did not give tips on how to handle telephone interviews. This is the avenue often taken by employers since it is time saving and cost effective with the opportunity to allow all the participants to give their inputs. In the above discussion, the three interview techniques and interview styles that a prospective employee may encounter on their journey. With the knowledge of these techniques, you as a prospective employee would be better prepared to handle and be in control of your future employment overseas especially in Australia.