A phone interview allows you to call your most promising job applicants prior to bringing them in for a job interview in your organization. The phone interview allows you to screen the applicant's skills, knowledge, experience, and salary expectations before you invest company time in onsite interviews.
The phone screen allows you to eliminate applicants that sounded right on paper and in their application, but who fall short of the qualifications that you seek. The phone interview saves company time, money, and the energy that your recruiting team invests in every applicant. A phone interview is time well invested by your hiring manager.
You can fast track or short list your most qualified applicants for your interview process, hold off on interviews for less-qualified applicants, and eliminate the applicants who appeared to be less qualified or poor cultural fits for your organization during the phone interview.
Who Conducts the Phone Interview?
The best employee to conduct a phone interview is the hiring manager. He or she is most in tune with the qualifications and experience necessary for successfully performing the job.
The hiring manager will have to work most closely with the selected employee. The hiring manager often has the needed qualifications to assess the technical skills of the prospective employee.
As a second choice, Human Resources staff can conduct the phone interview, but it is difficult for HR staff members to know exactly what the hiring manager needs. If the most significant component of the phone screen is cultural fit, however, the HR recruiter is qualified to conduct the phone screen.
In fact, she may be the best person to conduct a phone interview. But, if technical qualifications are a significant component of the job, the hiring manager or a potential coworker in a similar job is a better choice.
Questions for the Phone Interview
Questions for the phone interview comprise a subset of the interview questions that have been prepared for use at onsite interviews. Phone interview questions should be created as part of the recruitment planning process.
The basic questions asked in the phone screen should be the same questions for each prospective employee. The employee who conducts the interview should take detailed interview notes just as he or she would in an onsite interview.
Review and assess the qualifications of each candidate who participated in the phone interview with Human Resources and other members of the recruiting team to determine which candidates to involve in your onsite interview process and when.
Find more information about conducting phone interviews.
Also Known As: telephone screen, phone screen, telephone interview