Phone Interviewing Tips for Employers gives hiring managers smart, efficient strategies to assess candidates before meeting them face-to-face. It answers questions like “how should I conduct a phone interview as an employer?” and “what are best practices for screening candidates over the phone?” You’ll discover clear steps and useful questions to structure your calls confidently, so you can quickly filter for top talent and save time in your hiring process.
Phone interviewing is an important part of the hiring process. Once you’ve had a chance to look over the candidate’s resume, it’s time to give them a call to start the hiring journey. This initial chat helps you figure out if the candidate should move forward in the process and also gives you a chance to build a connection with them.
Without a solid structure for phone interviews, things can quickly get messy and time-consuming. Planning how you’ll conduct these calls is key to making sure everyone has a consistent experience.
Phone Interviewing Tips for Employers:
Structured Interview Process:
At the start of your hiring process, it’s a good idea to have a kickoff meeting with the hiring manager. Use this time to clarify what they’re looking for and work together to create the questions you want to ask.
Be Flexible:
When you’re scheduling phone interviews, ask candidates when they’re available and try to work around their schedules. If they’re currently working, they may prefer to chat during their lunch break or outside normal business hours. Make sure you give them an idea of how long the call will take; everyone appreciates knowing their time is respected.
Be Prepared:
Before each phone interview, set aside some time to go over the candidate’s resume, the job description, and any questions you want to ask. This preparation not only shows professionalism but also makes the candidate feel valued, leaving a good impression of your company. It can be quite awkward if you start discussing a skill while thinking about someone else.
Keep It Simple:
Ask questions that require more than just a yes or no answer; these types of questions won’t give you a complete picture of how well the candidate fits the role. Assess how closely they meet your must-haves and consider setting up a more formal second interview if needed. Ideally, aim to wrap up each call within 15 to 30 minutes.
Give Them a Chance to Ask Questions:
Remember that these calls are also an opportunity for candidates to learn about your company and its reputation. Candidates will be evaluating you just as much as you evaluate them. Make sure to leave some time at the end of the call for them to ask their own questions; this helps ensure a good fit on both sides.
Let Them Know What Comes Next:
At the end of the phone interview, inform the candidate about what they can expect in your hiring process. Be sure to follow through on what you say—whether it’s sending a quick note or letting them know you’ll need more time to make a decision.
Now that you’ve covered the basics of phone interviewing, you might be wondering what the best questions are to ask during these calls.
During a phone interview, it’s important to assess the candidate as you go along. Keep your interview template handy and jot down notes or check off points as you ask key questions. Don’t forget to check on important details like start dates, location preferences, salary expectations, working hours, and work modes they’re comfortable with.
The Basics:
Start by making the candidate feel relaxed. Ask about their background, why they’re interested in this role, and when they’d like to start a new job. This will help you get a clearer picture of their current situation, which isn’t always reflected in their resume or cover letter.
Salary Expectation:
Getting an idea of the candidate’s salary expectations is important before either side invests more time in the process. Ask if there are particular benefits they’re interested in; this shows that you care about what they value as an employer. While not everyone is motivated solely by money, most people generally want to improve their income when moving to a new role.
Intrinsic Motivators:
Find out what interests them about the role; ask what caught their attention. Review their current job responsibilities and see what they enjoy most about their work. Explore personal motivators like study opportunities, work-life balance, or a creative environment. Listen closely for hints about cultural fit, problem-solving skills, and other important traits.
Resume Details:
Encourage candidates to share their professional experiences. Give them space to talk about their skills and the environments they’ve worked in. This conversation can provide valuable insights into their qualifications. Be ready to ask follow-up questions if you need more details.
Red Flags:
Keep an ear out for any signs of lack of enthusiasm or distraction during the chat. If you notice hesitation, even if they’ve agreed it’s a good time to talk, ask if they have any concerns about the opportunity.
Next Steps:
After completing all your phone interviews, shortlist candidates for the next stage of your hiring process. It’s vital to assess them not just for skills but also for how well they fit with your company culture.
Remember, this initial phone interview is your first step towards finding the best talent for your team.
Don’t have a phone screening template or know where to start? Avoid missing out on great candidates because of an unstructured process. Email admin@recruitmentcentral.com.au for your free template today.
Discover how other businesses secured the right people without delays, explore our Fast Hiring Case Study
