Steps for properly conducting a phone interview

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Steps for properly conducting a phone interview
2/16/2012 10:01:17 PM
Category: Business Operations

A phone interview can act as an important second step in the hiring process, following the resume and cover letter submission.

According to staffing service A&A Search, phone interviews are especially effective for weeding out less-qualified individuals among an overwhelming pool of applicants. They allow the company to get a feel for candidates before bringing them in for a face-to-face interview, and can save time - since bringing in every single prospect would be drawn out and unnecessary.

One thing companies shouldn't do is call every applicant who sends in a resume. Because the phone screen is typically step two of the application process, applicants with resumes that don't seem like good fits should not be contacted via phone.

Also, be sure to arrange a specific time to call. This time should be convenient for both parties, as it will allow the interviewer and interviewee to be better prepared to speak in a distraction-free environment.

Prior to the call, it's important that the interviewer reviews the prospect's resume - maybe highlighting or jotting down notes or questions that may arise. The job description and pre-scripted interview questions should also be handy.

The conversation should begin with an introduction and provide the candidate with an overview of the open position and the company. In essence, this should be a company "commercial," writes corporate recruiting consultant Kelly Smith for The Recruiter's Lounge. This may include information about a company's rank if mentioned by Fortune Magazine, for instance, and details about growth strategies, how it promotes, what type of environment it boasts, and benefits information.

"Your commercial should be tailored to attract the attention of the candidate that you are interested in," Smith writes.

The interview itself should consist of basic questions that clarify details and allow the interviewer to get a feel for the candidate's background and personality, A&A explains. Let the candidate "walk you through" his or her previous experience, and be sure to question any inaccuracies or resume gaps.

Timewise, the phone interview shouldn't last longer than 30 minutes, as this should be enough time to determine if the person is worth bringing in for a face-to-face meeting.

End the conversation by thanking the prospect for his or her time and letting them know that they'll be contacted within a certain timeframe about their application status.

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