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Telephone Interview Tips for Hiring Managers

Most employers follow a particular process before hiring a new employee. They start by posting an available opening on a job board, wait for résumés to roll in, and review them. Once they have a few applicants with the skills they’re looking for, they schedule interviews.

Some employers choose to start with a short telephone interview. Telephone interviews can reveal additional details about the applicant before they move on to a formal, in-person discussion.

For a telephone interview to be efficient, it’s essential to consider these critical tips.

Know the Position You’re Hiring for

Whether you’re a human resources professional or the hiring manager, you should understand the skills and responsibilities of the role you’re trying to fill. You’ll need to explain them to the candidate and answer any questions they have.

If your candidate asks questions you don’t have answers to, make a note of them. You can ask the appropriate employee and provide the candidate with more information later

Prepare Your Questions in Advance

It’s helpful if you outline the structure of your interview in advance. That way, you get the information you’re seeking and don’t lose sight of the purpose of the discussion.

We recommend that you identify four or five questions you’d like to ask each applicant. While you should allow the conversation to proceed naturally, having a list available ensures that you don’t forget any crucial details.

Let Your Applicants Speak

It’s a natural tendency for individuals to want to speak, especially extroverted ones. However, in an interview, you want your candidate to take up most of the air. Your role is to ask a few questions and allow the conversation to move forward.

Ask open-ended questions that require your candidate to explain their work history and skill set. Pay close attention to their answers and ask follow-up questions if you need more information.

While you can discuss essential elements concerning the company and the role, most of the conversation should focus on the candidate.

Identify Any Knock-Out Questions

You should include non-negotiable questions in your telephone interview to screen potential candidates who aren’t a good fit. For instance, if you require your employees to be on-site for work, tell your applicants that your company doesn’t provide remote opportunities.

If candidates must possess specific skills to handle the job, ask them questions about their experience with those qualifications. People with lots of experience won’t have difficulty talking about it; individuals without knowledge probably won’t speak at much length.

Keep Your Phone Interview Under 30 Minutes

Your phone interview should last under 30 minutes. If you can keep it to 15 or 20 minutes, that’s even better. Phone interviews are pre-screens; you won’t make a hiring decision from them. Instead, they allow you to ask a few basic questions before moving the individual onto the next step.

Smart Staffing Solutions Can Support Your Recruiting Efforts

Smart Staffing Solutions works with new home sales and homebuilding organizations. We provide access to people management and recruiting for specific roles that homebuilding companies need, like leasing and property management. Contact us today to learn more about how we can help you build your team.



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