With an increase in jobs going remote, telephone screenings can be an excellent tool for sorting through candidates. Phone screenings can allow an employer to limit physical contact and not waste time on lacklustre candidates.
For starters, let’s look at what a screening interview is:
Phone or video screenings are brief interviews typically no more than a half-hour. A recruiter often leads these interviews to determine if a candidate is qualified for a face-to-face interview with the hiring manager. The ultimate goal is to shrink the list of candidates and reduce time spent on more in-depth interviews.
As a recruiter, your company should have a solid and consistent interview process. Here at Live Assets, our interview process focuses on professionalism and respect for both the candidate and the employer. Screening interviews should strive for these same values.
Staffing your company can already be challenging, so why should you make it harder? With these tips, screening candidates can be a breeze.
Understanding priorities
Before the screening process begins, there has to be an understanding of the non-negotiable requirements a candidate must have. By assessing the company’s needs, you can decide how the right candidate should look. Does the company need an experienced employee with a detailed work history? Or is there flexibility to work with a new graduate and help foster their skills? With these defined boundaries sorting through candidates will be much more straightforward.
Familiarize yourself with the resume
The screening process is a two-way street; both the candidate and you, the recruiter, need to prepare. Screenings are to verify a candidate’s work history. Giving a thorough read of their resume will help you catch any inconsistencies between what the candidate says and what’s on paper. A helpful suggestion is marking the resume with notes and reminders of particular questions you want to ask. Just like a candidate should know the company, you should have a good grasp of their resume.
Asking the right questions
Remember, these screenings are to get a brief understanding of your candidates, and your questions should reflect this. These questions should focus on qualifications but also might delve into salary expectations and work availability. Good starter questions might ask the candidate to describe their past work experience or why they are interested in the position. Save yourself from asking too many in-depth questions, as they should be put aside for candidates who make it to the next round of interviews.
Have proper phone etiquette
When conducting a screening interview, you are the first impression a prospective employee has of the company. While you are evaluating the candidate, they are assessing you as well. Even if you feel a candidate is a good fit, your lack of enthusiasm or respect can turn them off from accepting an offer. Treat your 20th call just like the first, don’t just go through the motions. Whether on the phone or video, sounding and looking engaged will prevent you from misrepresenting the company culture.
Be open to discussion
Phone screenings are also an opportunity for the candidate to understand the position and its expectations better. Giving room for open discussion ensures the candidate can ask their own questions to see if they feel they are a good fit with the company.
As brief as phone screenings can be, those 15 minutes can reveal many red flags. Even if a candidate might seem perfect on paper, there are some things you should look for that might suggest otherwise.
Lack of preparedness
Although screenings might feel less formal than an in-person interview, they serve as candidates’ first impressions and should be taken seriously. It can be clear to see if a candidate has done their due diligence in preparing for their interview. If it’s a video interview, the candidate should be dressed appropriately and sitting in a quiet and clean environment. Punctuality, as well as their knowledge of the company and role, can also indicate adequate preparation. With tons of resources on the web, an unprepared candidate is a given sign of laziness and poor work ethic.
Zero question
A candidate that asks questions is a candidate that has done their research. No matter how thorough a job posting may be, questions are evidence of someone who has gone the extra mile. Asking questions doesn’t mean a lack of understanding or knowledge of the company. In fact, it means the opposite. Inquisitiveness proves that the candidate is thoroughly interested in the position. A curious and critical mind shows attention to detail, a skill that is always welcome.
Poor Attitude and lack of enthusiasm
Enthusiasm and high energy are essential in the screening process. If the screening is conducted through a phone call, the absence of body language can be tricky; however, tone of voice can signal any potential downfalls. Does the candidate sound bored or distracted? Are questions answered with indifference or arrogance? Do they speak poorly of past employers? These are warning signs that a candidate doesn’t really care and probably won’t be a good fit.
When there feels like there isn’t enough time in the world, pre-interview screenings can alleviate this stress. When using the right tactics, phone and video screenings can serve as a foundation for a smooth and efficient hiring process. By using some of the above tips, you make the most out of your phone screenings.