The “key” to a successful phone screening interview is simplicity. Using direct questions helps you get as much information as you need as quickly as possible and then, if they're a good fit for the job, invite them into a more detailed discussion. So what are the questions to ask? Please refer to the following.
Will the candidate remember they sent you their CV?
For many seasoned HR professionals, the first thing they always ask during the phone screening process is whether the candidate remembers they applied to the company. You can tell a lot from the way the candidate answers this question. There's a huge difference between a potential candidate who can speak plainly about your job posting and someone who has said they've applied for about 20 jobs and you're probably one of them. that number.
What made them apply to your company?
This is an essential question if you want to assess a candidate's body language over the phone. Can you feel the enthusiasm in their voices? An honest, detailed answer is a must here. In addition, this question will help you better understand the candidate's interests. It could be a personal development opportunity or the details of the job in the job description. You can also use this to showcase the amazing perks and environments your business offers candidates, leaving them looking forward and eager to move on to the next stage of the application process.
Where is the candidate in the job search?
It may feel strange to ask this over the phone, but it can reveal quite a bit of information, for example: Were you the first to contact them? Is your job the only position they have applied for recently? Or did they have 5 interviews in a week? Or even have a job offer pending? The answer to this particular question can help you gauge whether they are a good candidate and you should meet them quickly or, conversely, you shouldn't put too much trust in them.
What is their notice period?
If a candidate tells you they could quit immediately, you might question their relationship with the current company. On the other hand, if your HR needs are urgent and the candidate says they need 6 weeks to leave their old job, then you shouldn't be wasting your time and their own in this case.
Asking the above question can also help the candidate have a more realistic view of the job search process and this is completely beneficial for you. If they express that they just want to learn more about the job market and don't really need to find a new job, then you don't need to shortlist them for an interview.
Will the candidate be available for an interview in the next few days?
You might get a similar response to a question about their resignation notice period. If the candidate says they are very busy and won't be able to see you until next week, then again, you need to consider how serious they are about the job. On the other hand, if the answer is that they can meet you before or after work tomorrow or they will do their best to come to the interview because the job is quite attractive, then you can continue the process and Hope for a good outcome.
How candidates respond to each of these questions can tell you a lot about them and how serious they are when it comes to looking for a new job. So listen carefully to what the candidate has to say. This is just a phone call that lasts about 10 to 15 minutes, so make sure you hear twice as much as you need to say. This way you will get the information you need, making the hiring process more efficient.
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