How to conduct a telephone interview

You need the right hands to operate and manage your business on your behalf, and even the distance shouldn’t be enough to get in your way. It has now become very easy to check employee backgrounds over the phone, so it becomes easier for employer and employee to get to know each other without any stress for either party.

Most companies use telephone interviews beforehand. Selection criteria, especially when there are many applicants. You can easily eliminate and reduce the number of candidates using the telephone interview technique. You might not find everything you need to know to make an informed decision about a candidate. However, a telephone interview can help you resolve some questions about a candidate, for example:

6 Ways Telephone Interviews Can Help You Better Select Candidates

  • Professional experience-: You can find out how experienced and qualified this person is to lead and communicate with their business over the phone.
  • communication skills -. Every employee should have good communication skills to be able to communicate with customers and other business partners. A person’s resume may not provide a lot of information about their communication skills, but a phone interview will definitely help.
  • Strategic thinking -: you need someone who can think on their feet, and a phone interview can also reveal if a candidate is a strategic thinker. If you ask him questions and he gives them smart answers just in time, he is obviously able to think strategically even in the most difficult situations, but if he needs to consult Google first, you should probably move on to the next candidate. And yes, you would know that he checked Google if he unexpectedly found answers that he didn’t initially get within minutes.
  • Gravity -: A person’s disposition and the fact of answering a telephone interview can say a lot about his will to find a job or not. So you can avoid wasting time and frivolous customers.
  • Honesty-: The first way to test an employee’s honesty is to ask them questions on their resume. If you ask him questions and his answers don’t match what he wrote, then something is suspicious.
  • Elimination-: … Finally, you will be able to exclude as many candidates as you do not qualify in order to move on to the physical interview stage, as well as to save a lot of time and money. energy.

Without wasting any time, let’s discuss how you can get the most out of your phone interview and end up with the perfect candidate.

1. Ask questions -. First, you need to adequately prepare for the interview by developing a standard set of questions that you are going to ask candidates. You should also have a standard scoring system if you are dealing with multiple applicants. This will help simplify the selection process.

2. Check your questions … If you are new to telephone interviews you may want to get other people’s opinions on the questions you have asked. Alternatively, you can practice first to avoid embarrassment during the interview.

3. Write down your thoughts: you should have a notebook ready to use to record your thoughts and opinions about each candidate so you won’t forget them after the interview.

4. Put the candidate alone. You don’t have to attend the interview right away. Better to spend about five minutes chatting with the candidate on general matters; it could be sports, politics, or anything else unrelated to your job or interview before you start your interview. This will help you and your candidate feel comfortable and communicate more easily.

5. Find out about the candidate: Before proceeding with the interview, obtain the biographical information of the candidates and find out about them. This will give you a clear picture of who you are talking to and what questions you should ask.

6. Introduce the company -: after a first discussion, which should make the task easier for both the interviewer and the interviewee; The next thing to do is give a brief description of the business that will help the candidate understand a thing or two about your business.

7. Provide a brief job description: … It is also helpful if the candidate has basic information on what to do if he ends up finding a job. You don’t want to waste time interviewing someone and offering them a job, and at the end of the day, you find that the client is unwilling or unable to complete the tasks they would need.

8. Ask enough questions: you should not hesitate to ask as many questions as you feel are sufficient to form an opinion on the candidate and make a decision. Your questions should relate to the candidate’s knowledge, skills and experience.

9. Be brief: Keep your phone conversation as simple and short as possible. You should try as much as possible not to exceed 30 minutes per candidate. You can plan how much time you’ll spend on each question and let the candidate know in advance how long the interview will take so they can clear their schedule and focus on the interview while it lasts.

10. Allow the candidate to also ask questions:. Yes, the job market is tough right now and most applicants will jump for any job offered to them, lie! Candidates always want to know the company they want to work with before making a decision. They want to know if the business has growth potential, if it will help them achieve their goals and, most importantly, if the business has a good reputation. There are a lot of things that go through your mind during an interview, and you should give the candidate the opportunity to express some of those things.

11. Make a good impression: … It doesn’t matter whether the candidate passed the test or not, always leave a good impression of your company on the candidate, because who knows, maybe he is not a potential employee, but he sure is one day he will be able to become a customer.

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