What Is Phone Screening and How to Do It?

Purpose of phone screening

How to prepare for phone screening?

How to plan telephone screening?

Let the candidate know about the interview in advance and check that they have time and space for it

Verify the CV before the interview

Check the candidate’s motivation

Provide all the most important information to the candidate

Questions worth asking during the initial recruitment interview

  • Basic information questions, so general questions that test the correspondence of the answers with the information contained in the candidate’s CV, e.g. “What were the main responsibilities at your position at your last company?”.
  • Questions to dispel the recruiter’s doubts that we ask if some information is missing or unclear in the CV, e.g. “What influenced your decision to change the industry?”.
  • Questions verifying the candidate’s motivation, which allow to determine the candidate’s suitability to the organizational culture and check what motivates them to take up a new role, e.g. “What made you most interested in our job offer?”.
  • Questions about financial expectations that are worth asking especially in a situation where the job advertisement did not include information about the earnings offered for a given position.
  • Questions about the availability and flexibility of the candidate,which allow determining when the candidate can start working in the company, in what form (stationary, remote, hybrid) and in what number of hours.

Checklist of a well-conducted phone screening

  • Let’s not surprise the candidate with a phone call. It is worth making an appointment that is suitable for both parties, even if the interview is to last only 15 minutes. It’s best to do it by e-mail/message on LinkedIn, so as to remind the candidate what the offer is about and let them prepare for the phone call.
  • Before the interview, let’s prepare verification questions, which should be discussed in a maximum of 20 minutes. Telephone screening should not last too long or take the form of a so-called “Questioning”. Let’s only ask about the necessary issues that check the basic assumptions and requirements of our job offer.
  • Before the interview, let’s prepare the candidate’s application documents so that they can be viewed during the interview. It is worth preparing notes in advance so as not to forget to clarify all the content in the CV that raises our doubts.
  • Let’s treat the interview as a dialogue during which both the recruiter wants to meet the candidate and the candidate wants to meet the company to which they are applying. At the beginning of the interview, let’s remind what kind of advertisement we are talking about and provide more details about the offer that were not included in the job advertisement.
  • After answering the candidate’s questions, do not forget to present the next steps of the recruitment process. The candidate should know exactly when to expect contact from us and in what form they will receive feedback.
  • Always provide the candidate with feedback.

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Marketing Specialist at Next Technology Professionals - IT Recruitment | IT Outsourcing

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Aga Babicz

Aga Babicz

Marketing Specialist at Next Technology Professionals - IT Recruitment | IT Outsourcing

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