Get the most out of phone interviews with a few proven strategies

16 May, 2019

Ted Coss shares how to conduct a phone interview that cuts through the clutter and elicits valuable insights into a candidate’s potential.

Phone interviews have become part and parcel of today’s job interview process. As the hiring manager, you (and/or your HR rep or your recruiter) are more than likely to pre-screen candidates before inviting them on-site for an in-person interview. Jeevan Balani of Glassdoor outlines three goals for your next phone interview:

1. Confirm interest: A interviewer’s first priority is to make sure the candidate is truly interested in the role. Have they done their homework and gathered as much information as possible? Is there a genuine enthusiasm, curiosity, and eagerness that comes through as they are speaking?
2. Match core skills: Next, you will want to make sure he/she has experience in the core aspects of the job. This is more of a high-level, inventory approach than a deep assessment of skills in each aspect of the job. At the same time, ask some open-ended questions that allow the candidate to describe how they approached specific situations, not just whether or not they have a skill.
3. Assess culture fit: The phone interview is also meant to be a cursory check on how well the candidate will fit within the company’s culture. Inquire about the kinds of work environments the candidate has experienced, when and where they thrived, and what they’re looking for in their next role.

Now that you know what your goals are, what should you expect of the candidate?

1. The ability to verbalize what is attractive about the job and what makes them a good fit: Expect the candidate to make a compelling case for how their skills and experiences line up with the job. At the end of the conversation, you should be able to visualize the candidate in your organization, doing the job at hand.
2. An understanding of your organization, market, and products/services: In today’s day and age, this information, and more, is readily available, so there’s no excuse for not having an understanding about the organization’s past, present, and future.
3. Meaningful, meaty questions: Does the candidate ask thoughtful questions that show they are focused on important things like measures of success in the role or do they inquire about schedules, vacation policies and the like? And do their questions show that they are actively listening to you, and digging for deeper understanding?

Are you recruiting for a key role in your organization and need a hand in finding and evaluating candidates? Let’s talk.