Are you currently conducting phone screens? If you are not, you should!

Hiring takes a lot of time and energy, therefore any tools that can help speed up and streamline the process are highly beneficial.

Phone screens are a great way to give employers and candidates an opportunity to learn a little about each other and decide if there is a common interest to move forward, without jeopardizing convenience and flexibility. As an employer, you can easily fit more phone screens in your day as they only take 15-30 minutes, and you can efficiently filter out unsuitable candidates before bringing them in for face-to-face interviews.

When structuring a phone screen, keep in mind the following:

1. Format – Phone screens should be formatted as a structured job interview, which means you must ask candidates the same questions in the same order.
2. Questions – Develop short and easy questions about a candidate’s background, qualifications, education, salary expectations, and reason for applying. A candidate’s answers will provide you with firsthand experience of their communications skills and attitude. Asking the same questions to each candidate is a best practice to ensure you’re managing risks associated with recruiting.
3. Notes – Take notes during the phone screen to allow you to objectively evaluate each candidate.

A phone screen is only the first step in the recruiting process and can assist in identifying the best candidates to move forward in the interview. If you need HR assistance, including recruitment strategy, please contact us!

 

 

This information does not constitute legal advice.