What Questions To Ask Recruiter During Phone Interview
An effective phone screen interview is your all-time insurance against pointless interviews. Without it, you risk wasting the time of senior team members on interviewing applicants who may wait skilful on paper just aren't right for the task.
The phone screening interview isn't about making a decision about who you lot're going to hire. Its purpose is to place those candidates who you're certain won't make the final cut. It'll ensure that y'all'll only grant a face-to-face interview to the all-time candidates who have good chances to exist eventually hired.
The more than thought you put into phone screen interview questions, the meliorate results you get. Not merely should you lot plan these screening calls effectively, you tin can also use scorecards, recruiting metrics or reports generated past Workable (e.g. hiring velocity report) to decide how well your screening process works.
Our guide to phone screen interview tips:
Phone screen interview preparation
A phone screen interview is piece of cake to get wrong without the correct preparation. With no body language to read, yous should be ready to requite your full attention to verbal cues that can influence your conclusion. Grooming doesn't have to be exhaustive at this phase but planning alee is central:
Determine what really matters
If you're hiring for a position that needs to be filled as soon as possible, you probably won't pursue a candidate that requires a iii-month notice menstruum. Think about your needs. Are y'all exclusively looking for a total-fourth dimension, experienced, immediately available business graduate who'south willing to relocate? Or are you fix to be flexible in club to secure a stellar candidate?
Read their resume
Candidates can tell if y'all haven't read their resumes and they certainly won't like it. Additionally, knowing the candidate's background is the only manner to verify their information or ask about gaps in their resume.
Clear your mind of bias
The purpose of the phone screen interview is to decide whether a candidate deserves an interview. Bias can diminish its effectiveness. If y'all were impressed past a candidate's resume and yous're already adamant to bring them in for an interview, the call is obsolete. Conversely, if you don't similar this candidate because of their cover alphabetic character or resume, you're likely to deny them the opportunity anyway. Avert the risk of making a bad decision by being objective.
Exist prepared to discuss
The call isn't only near candidates answering your phone screening questions. It's too a bang-up opportunity for you to clarify details about the position and the hiring procedure. Make sure that, by the terminate of the phone call, candidates understand fully what the role is virtually as well as what the next steps are. If you're a recruiter, this means you lot'll have to spend some time talking to the hiring managers so that y'all'll be set to requite a clear caption of the role.
Screening questions
There's no reason to plow a telephone screen interview into a structured interview by writing down questions in a particular order. All the same, y'all need to have a plan in your listen. Especially if you're a hiring manager instead of a recruiter, you may easily get carried away with a give-and-take well-nigh the job and neglect other important questions.
Tutorial: Structured interview questions – Tips and examples for hiring
Open-concluded, in-depth or technical interview questions should exist reserved for the confront-to-face interview. The candidate's skillset can also be determined through an assignment or work sample, which are practiced to include in your hiring process. So, the screening phone call's job volition be to give you access to basic information that's a prerequisite for the next phase. Here we provide you lot with categories and examples of questions that you can inquire during screening calls:
one) Availability/flexibility
These blazon of questions should come beginning as whatever undesirable answer could mean disqualification, even for skillful candidates. For example, if yous're hiring for a full-time position and the candidate is simply available part-time, that's something to consider.
Example questions:
- When tin you get-go?
- Are you willing to relocate?
- Would you exist comfortable with l% travel?
- Are you lot legally authorized to work in this country?
2) Salary expectations
This blazon of salary question is important for employers, though often dodged past candidates because it diminishes their negotiation power. Y'all'll need to decide how much room for negotiation you have. If you're hiring for an important, loftier level position y'all may consider meeting the candidate'southward expectations. If it's an entry-level position and a candidate asks for an unreasonably high wage, y'all'll probably accept to pass.
Example questions:
- How much money would you similar to earn in this position?
- What is your desired salary range for this role?
Related: How to concenter and rent entry-level employees
3) Candidate interest
Many task seekers send dozens of chore applications every week. It's natural for someone actively looking for a task or career. Sometimes candidates may utilize for a position they aren't truly interested in. Ask questions to evaluate their motivation.
Example questions:
- What made you lot employ to this position?
- What did you find near interesting in the chore clarification?
4) Knowledge of your visitor
Once candidates get invited for a screening call, it's fair to expect them to have washed some research on the company. If they haven't, you lot have a ruby-red flag. Ask basic questions simply don't delve deeper or encourage long answers. Relieve that for the interview.
Example questions:
- What interests yous about our company?
- What practise you know of our production/service?
v) Issues with their resume
A candidate's resume may meet the minimum requirements but it may nonetheless accept gaps or enhance some concerns. Ask them to explicate and listen to their answers advisedly. Ideally, they should audio honest, reasonable and give concrete responses.
Example questions:
- Tell me nigh this two-twelvemonth gap in your resume
- I can encounter that you've changed many jobs recently. Why did this happen?
- How would you feel about changing industries?
- Why do yous desire to get out your electric current position?
6) Verify basic data
You lot certainly won't like candidates who lie in their resumes. Ask them questions well-nigh their background and listen to the answers. Be prepared to catch any inconsistency.
Instance questions:
- Tell me a little about yourself
- How long did you work at your previous company?
Negative signs
During the call, you won't be able to discern much about the candidate's personality or cultural fit. That'due south fine, as y'all can do that during the interview. There are, however, a few things that matter when screening a candidate that could negatively influence your decision:
Attitude
Stress and nervousness should probably exist excused. Just if a candidate shows signs of negative beliefs, remember very hard whether that person should progress through your hiring pipeline. Beingness arrogant, for example, may hateful that they won't exist able to piece of work well in the team. Indifference is also something to beware. If a candidate oft uses expressions such as "whatever", "I don't listen", "It doesn't bother me" and other like phrases, yous may exist dealing with someone who only doesn't care plenty.
Clarity of answers
It'due south understandable if a candidate lacks eloquence while talking virtually a technical or theoretical matter (unless you're hiring for a trainer). However, one shouldn't stumble when talking nearly their personal details. Be suspicious of candidates who tin can't explain what they did in their previous job or what their studies were about.
Absence of questions
Candidates are ever instructed to ask questions. It isn't a good sign if a candidate has nothing to ask you lot. No affair how detailed your job description or informative your website, at that place will always be points that require clarification. If a candidate can't think of whatever or but hasn't bothered to, information technology should make you lot think about how suitable they are.
Lack of agreement
Regardless of specific skills, the candidates you're looking for should exist smart and good listeners. If you tin come across failures in either of these departments (bold you've explained everything in a articulate way), it's never a good sign.
Effective screening calls followed by structured interviews make for a amend hiring process. Download our structured interviews guide for free.
Frequently asked questions
What is telephone screening?
Phone screening is carried out to decide if a job applicant is suitable for the position being filled. Phone screening is conducted after evaluating candidates' resumes and before the first round of in-person or virtual interviews.
What questions are asked in a phone screening?
Phone screening questions often cover several key areas: The availability of the candidate, compensation/bacon expectations, how interested the bidder is in the job role/company as a whole, and whatever resume highlights or discrepancies.
How do I prepare for a phone screening?
Immigration your agenda for the screening volition ensure you are focused only on the telephone screening and no other distractions. It volition as well aid if yous are prepared to exist fully attentive to exact cues. With a lack of body linguistic communication to read, it is essential to pick upwardly on other signs at your disposal.
What Questions To Ask Recruiter During Phone Interview,
Source: https://resources.workable.com/stories-and-insights/phone-screen-interview
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