The reality of the hiring process is that a typical staffing employee may be assigned more than 30 open job positions at a time. And each of these positions attracts more than 100 candidates, considering the job market is swamped with thousands of qualified candidates and very few jobs. To make matters worse, not all these applications are relevant to the position. So how does the hiring manager handle such a situation? By carrying out phone screen interviews to eliminate candidates who are not the right fit for the job.
A screening interview is usually the first interview in the hiring process. A phone screen interview doesn’t necessarily determine who you are going to hire but helps you identify candidates who will not make it to the final cut of the hiring process. It ensures that one-to-one interview opportunities are only granted to the ideal candidates who seem like an excellent fit for the company.
In most circumstances, screening interviews involve a brief review of your background and a list of questions designed to determine if you are the right fit for the job. The interview questions usually focus on the candidate’s qualifications, sometimes salary expectations/requirements, and availability of the candidate to start work. The more thought you put into the phone screen interview questions, the better and effective the outcome will be. Consider using resources such as scorecards or recruiting metrics to determine the effectiveness of your screening process.
A screening interview can quickly go wrong without the right preparation. Moreover, the fact that you can’t rely on body language demands that you, the recruiter, is in a position to notice verbal cues that may influence your decision.
Consider what the company needs
Depending on the requirements of the position you are hiring for, you’ll want to pursue a candidate who is readily available within a short notice period. Therefore, it’s vital to consider whether you need some full-time and experienced, or are you willing to be flexible to get the perfect candidate.
Review candidates’ resumes
This allows the hiring manager to obtain basic knowledge about the candidate’s background and enables them to be in a position to ask questions about career gaps present in the resumes, if any. Additionally, going through candidate’s resumes is the only way to verify whether the information being provided is truthful or not.
Refrain from being prejudiced
The purpose of a phone screening interview is to determine whether a candidate is interview worthy or not. Therefore, if you develop a bias for a candidate based on how they look on paper, the effectiveness of the phone screen interview diminishes. It’s important to refrain from making your judgments from candidates’ resumes or cover letters.
Be ready to provide details about the position
The screening interview should not only focus on asking the candidates questions but also an opportunity for the hiring manager to clarify details concerning the job and the hiring process. Ensure that by the end of the call, candidates fully understand the requirements of the role.
For candidates, screening interviews come with their challenges, considering this is the first time you talk with someone from the company you are interested. Unlike emailing or other forms of communication, screening interviews limit the opportunity to review or re-formulate your thoughts.
Go through the job description
Consider the job description as a cheat sheet for what the company is looking for from a candidate. Review the qualifications and skill set required for the particular job you are interested in. Also, while it’s not necessary at this stage of the hiring process, consider doing a background search of the company to get a better understanding of the company’s culture and needs.
Choose your words carefully
Screening interviews are naturally brief, so it’s important to focus on providing the most critical information first. Mention relevant attributes, skill set and qualifications. Reviewing the job description beforehand will help you determine the skill sets to mention and those not to. Remember, focus on skills that are similar to the requirements listed in the job posting.
Additionally, ensure you review your resume beforehand. It may contain answers to questions that you’ll be asked during the interview. Be ready with brief descriptions of your qualifications that prove you are the ideal candidate. Additionally, be straightforward and provide information the hiring manager is looking for, to increase your chances of moving to the next level of the hiring process. Focus on selling yourself and convincing the hiring manager that you deserve to move to the next stage.
Review phone interview tips
Going through some phone interview tips in advance is vital. Find a quiet and distraction-free zone to talk with the interviewer. Ensure your maximum concentration is on the conversation rather than your surroundings. Similarly, for video calls ensure you find a quiet and distraction-free zone with good lighting.
Follow up
As with any interview, you have or professional help you get in your career journey, always remember to send a thank you note. Acknowledge your appreciation for the time taken by the interviewer to interview you, and reiterate your qualifications and excitement for the position. Send a thank you note as soon as possible.
1. Availability
2. Salary expectations
3. Applicants’ interest in the position
4. Knowledge about the company
5. Background questions
6. Questions about basic information
While it is impossible to determine the candidate’s personality or body language, there are other factors that you should consider when screening candidates. These include:
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