As with most things in the business environment, there are positive and negative aspects to phone interviews. Phone interviews are convenient, cost-effective and allow firms to speak with more candidates. However, without being able to meet people in person, or read their body language, is it possible to ascertain their actual value and merit in line with a vacancy?
Some of the reasons why phone interviews should be part of your recruitment process include:
· Saving time and money will always be of interest to firms and candidates
· Automated aspects of the interview process speed up the process
· Technology has improved phone interviews – which can now include visual communication.
For many firms, phone interviews aren’t the final part of the process, but a stage in the recruitment process. Phone interviews can be useful in narrowing down a list of suitable
candidates and developing a list of people you wish to engage further.
To make the most of phone interviews, you need to prepare yourself. If you have candidate documents, such as a CV or test results, make sure you are familiar with these documents and their contents before you begin the interview process. It may not be possible for the interviewer to look for body language, but there are things they can listen out for to determine suitable candidates. The enthusiasm a candidate displays, their tone of voice, their attitude and interest in the role and firm all offer insight into what a candidate has to offer.
Also, in not seeing the candidate during the interview process, the recruiter may remove any bias they would subconsciously display throughout the process. With firms held to high standards, phone interviews create a balanced playing field for candidates, which may encourage more suitable applicants. While phone interviews will likely seem more relaxed than a face to face interview, it is best to approach the conversation professionally.
Treat the build-up and interview process the same way you would a personal interview, and you’ll find it easier to engage the candidate and review their performance. The best way to achieve success with phone interviews is to tailor the questions and interaction to the level of the role and applicant. For highly technical roles, open-ended questions provide the candidate with the opportunity to share their experience and expertise. The most suitable candidates will feel at ease talking about their work and should be able to speak at length as to how they would approach the role.
For roles where candidates are likely to have less experience, or the position may be more suited to younger applicants, the interview process can be softer and shorter. As with many aspects of the recruitment process, it is critical that the hirer is flexible and creates a platform that allows the candidate to display themselves effectively. Hopefully, this guide will provide you with insight and tips on how to make the most of phone interviews.
If you require any further guidance on how to make the most of the recruitment process, contact The Recruiting Office on 01603 964816, and we will be happy to assist you.