The subtext to this is that as an employer you are looking for 3 things,

• Fill in any missing information
• Assess communication
• Gauge interest and fit for the position

Phone Screen Vs. Phone Interview

Before going on with the phone interview tips, there is a great deal of confusion about a phone interview vs. a phone screen so lets clarify.

For the sake of this discussion, a phone interview should be scheduled with a candidate. A phone screen is merely the call to set up that interview and ask a couple of basic qualifying questions. Too many companies confuse a phone screen with a phone interview.

To be fair to a candidate, you should give them an opportunity to schedule the interview whereas a screen is just to verify a piece or two of information like phone number, best time to call and if they are still interested.

Set up the interview, if the screen goes well but don't assume you can do a phone interview with a candidate just because they answer. Always ask and be ready to schedule for another time.

Now onto the phone interview tips...

Missing Information

The "missing info" part of the interview is to make sure the candidate has the right skills and abilities to do the job.

To do this you need a copy of the resume to review and the job description handy. You should jot down questions on the resume, referring back to items in the job description, that need clarification. For example, you may look at a resume and not see where the candidate has the requisite 10 years experience but you think that is because it is wrapped up in parts of 2 different jobs.

It is also appropriate to ask questions about salary and other requirements of the job. For instance you can make sure the candidate understands the salary range and that the job requires travel 2 weeks a month or that relocation is not included.

Anything that is not clear should be addressed at a preliminary level before the candidate is brought in for a face to face interview.

Communications

The phone interview also gives you a chance to assess verbal communications skills. If you have a perfectly written resume and the person has difficulty speaking English then you have a discrepancy to sort out.

One of the best phone interview tips I ever heard was regarding communications. Experts suggest that body language says more about what a person is saying than the actual words in face to face interviews. Similarly during a phone interview, you can tell more about how things are said rather than what is said.

As mentioned above, often companies use the phone screen merely use it to verify the phone number is working and schedule a time to come in. If instead you schedule the phone interview and ask a couple of prepared questions, you will gain valuable information before bringing that person in for a face to face. Here are a couple of examples,

In response to a direct question the candidate is vague and tries to divert the conversation. Long pauses when asked clarifying questions. Lot's of uh's and uhm's or stumbling over answers. Not prepared even though it was a scheduled phone interview. Similarly, not in a quiet place for the interview at the agreed time. These are all indicators that there might be something amiss. Don't ignore these warning signs.

Gauge Interest and Fit

Gauging interest can be done over the phone but gauging fit is the most difficult to do over the phone. First we'll take the easy question, gauging interest.

Simply put, ask questions to the candidate about what he or she is looking for in their next position and ask them to explain why they applied or expressed interest.

Gauging fit is a bit more difficult. Each company has a style and a way they liked to work. Some are fast paced and others are methodical. Ask the candidate about their style. Some companies thrive on high risk high reward others prefer slow steady growth. You need to ask some questions of the candidate to understand what they are looking for and what they are accustomed to in their job.

Final Thoughts

Most telephone interview tips are common sense. Probably the biggest one I would focus on is to make the phone interview count as a meaningful part of your screening and hiring process. Make sure it is not just a cursory phone call and invest the time to do it right. It will save time and money from bringing in candidates who do not fit.

After 20+ years as an engineer in the R&D world, Tom Tassinari found himself in the recruiting world. By adapting the problem solving and process discipline skills of engineering to the recruiting world, he now works with companies on locating and hiring top talent...with his own techie twist.