How to conduct a Telephone Screening Interview

The telephone interview is an invaluable tool to the recruitment process. The primary advantage of telephone interviewing is cost-effectiveness: you can screen a wide pool of candidates and select the right few to invite back for a site interview. Another advantage is timeliness, when you are trying to fill immediate openings.

Following are the steps that can help develop a telephone screening process that will enable you to quickly proceed to in-person interviews with the right applicant.

Define Your Goal

Create a detailed position specification that includes a description of responsibilities, and your expectations of the ideal candidate. Identify critical elements such as type and years of experience, identify and prioritize at least three key criteria that every candidate must meet. Pledge to meet only with those candidates whose backgrounds meet your desired criteria.

Define Your Culture

It is important to screen for cultural factors. Determine the most significant characteristics of your work culture. Is the atmosphere formal and structured? or Casual and flexible? Is risk tolerance important? And above all do late sittings are required? A candidate who is qualified yet mismatched to your company culture will probably struggle. By understanding your company’s culture, you will be better prepared to assess a candidate’s potential fit.

Know Your Price

Evaluate the context of your available position within your company and the general market. Think about the likely availability of your ideal candidate, your company’s compensation structure, and your timeframe, and then determine the salary range you are prepared to pay for the position. Make sure you cover this territory in the phone screening so that mismatched expectations don’t create surprises later on when you meet with the candidate for an in-person interview. If you know that your range falls below the market price for the position, then make sure you identify compelling reasons for the shortcoming. It will lay the foundation for a candidate’s interest in the position, and increase their willingness to consider the opportunity at a lower-than-expected salary.

Know Your Deadline

As the resumes start flowing in, begin your phone screenings as quickly as possible. Because you have prepared well by following steps one through three, you know exactly what you’re looking for. As you sift through the pool, set aside the candidates who meet your key criteria. Plan a cut-off date for resume reviewing. Once you are satisfied with your shortlist, you are ready to proceed to the telephone screening to further narrow your list of face-to-face interviewees.

Create Your Question List

Create a list of questions to ask each candidate. These questions should elicit information about their qualifications, cultural fit, and salary expectations. Make sure you ask every candidate the same questions so that you can compare them all from a similar base of information.

Conduct the Telephone Interview

Schedule and conduct telephone screens with each candidate. Each call should involve about 25 questions, and last 20 to 30 minutes. A typical telephone interview, while conversational, must also elicit a large amount of information in a short amount of time. Follow the tempo of the conversation, but steer the content towards obtaining answers to all of your questions. Engage the candidate and engender trust in the company and the recruiting process by listening carefully and asking thoughtful follow-up questions.

If you decide that the candidate is one that you may want to bring in for a follow-up, in-person interview, let them know what to expect next. At the end of the phone screen, explain that you are creating a shortlist for in-person interviews, and set expectations for your decision date.

On the other hand, if you are certain by the end of the conversation that a candidate is not right for the position then be up front about it. Politely disengage the conversation, explaining why their qualifications do not meet your criteria for the position. Remember, you may come back to this candidate for another position, and you want them to welcome the opportunity to be considered again.

Candidate’s Questions

Candidates want jobs where they can succeed and employers where they can be happy and fulfill their goals. Their questions are important to them. Allot 10-15 percent of the time to address them. If, at this point, you are trying to attract the candidate, give truthful and enthusiastic answers to persuade him or her to come for a site interview. Otherwise, give truthful but matter-of-fact answers. Every candidate deserves respect and should feel treated fairly. If they don't work for you, they will likely work for a supplier, customer, or competitor. You want their good will, no matter what.

Conclusion

Briefly explain what comes next in the review process and when to expect a reply. Thank them for investing their time with you, then hang up. Finally, complete your interview report while the information and impressions are fresh.

From: Mobilink