Phone interviews are an increasingly useful tool for recruiters and hiring managers. Learn how you can use them to streamline the recruiting process and find ideal candidates.
In Ireland’s fast-moving hiring environment, the phone interview has come to the fore in the recruitment process. This form of interviewing offers a great way to simplify hiring and screen a higher volume of candidates quicker than in-person interviews.
In this article, we take a closer look at why phone interviews have become such an important early-stage recruitment tool before examining how to conduct one successfully.
What is a phone interview?
A phone interview is simply an interview conducted over the phone designed to give employers an introduction to a candidate and vice versa. Conducting the initial interview in this way means neither side has to invest the time and resources required for a more formal interview.
As well as providing employers with an opportunity to introduce themselves to a potential new employee, it also allows them to gain a better understanding of the candidate beyond the skills and experience outlined in their CV.
After screening applicants over the phone, employers can determine if a candidate should move on to the next stage of the hiring process, whether that be a face-to-face interview or in another virtual setting.
Benefits of conducting phone interviews
There are several benefits employers can leverage by implementing phone interviews into their hiring process. These include, but are not limited to:
Convenient scheduling: It’s much easier to organise a phone call than a formal interview. All the employer and candidate need is a 30-minute block in a day in which to take a call.
High-volume screening: Because it’s a short and sharp introduction to a candidate, employers can screen a larger number of applicants over the phone. A large pool of talent can therefore be quickly narrowed down.
Access to a wider talent pool: A phone interview provides a great opportunity to explore the backgrounds of candidates who might not initially seem like potential hires, including career changers or those with a unique blend of skills and experience.
Preparing for a phone interview
While one of the key advantages of this type of interview is the fact it is less of a time investment per candidate, there is still some important work to be done ahead of the call. To prepare for a phone interview, employers should:
Decide what they want from the interview: This will be an initial phone screening, so employers may have some key requirements that they want to check the candidate fulfils.
Review candidates thoroughly: The applicant will be expecting the employer to have at least a general idea of their experience and motivations based on their applications. Make sure to read their CV and cover letter carefully and make notes on each candidate covering their suitability and areas of concern.
Prepare questions: It’s important to have questions prepared and ready to review ahead of the call, so you can get what you need from the process and help the candidate build trust and confidence in the process.
Tips for conducting a phone interview
1. Find a quiet place
The hum of noise in the background is far from the best first impression to give a candidate, whether the interviewer is working from the office or remotely. That’s why, when conducting a phone interview, it’s important to find a quiet place without any background noise that causes unwanted distractions during the conversation.
2. Introduce yourself
Introducing yourself to the candidate in a friendly and professional manner and then explaining what you’ll be discussing should help to set them at ease and manage their expectations.
3. Ask relevant questions
Your screening questions should be highly relevant. This isn’t the stage to dive too deep into the candidates experience or competencies. Instead follow the questions you’ve prepared that will help you to screen the applicant efficiently.
4. Give the candidate an opportunity to ask questions
The phone screening isn’t just for your to filter the candidate – it’s also their chance to filter you. Any good interview should be a conversation, so make sure you give them the chance to ask their own questions, as this will help ensure their expectations align with the role.
5. Explain the next steps
Applying and interviewing for roles can be a stressful experience for jobseekers. As an employer, you can alleviate some of this worry by managing their expectations and keeping them informed of the timeline for the process. Let them know when they can expect to hear back and what the next stages of the hiring process look like. Whether this includes a task, a second interview, or something else.
In a professional landscape where remote interactions remain, mastering the art of phone interviews is a valuable skill for both employers and candidates. By embracing these tools, recruiters can enhance the efficiency of their recruitment processes, ultimately leading to the identification of ideal candidates who align with the organisation’s goals and values.
