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The first impression that an employer gets when seeing a candidate for the position is made during the interview. Making sure you don’t miss anything, these are some of the best questions to ask in your phone screening interviews.
The “questions to ask during a phone interview with a recruiter” is an article that outlines the 7 best questions to ask when screening applicants.
Despite the fact that phone screenings are sometimes overlooked, they may reveal vital information about a candidate who looks to be a good fit on paper. Asking the correct phone interview questions allows you to screen candidates and limit down your pool of possible new workers. In-depth conversations are saved for subsequent interviews, thus phone screen interviews take roughly 30 minutes and include just broad subjects.
The following phone interview questions can help you recognize red flags and prevent a terrible hire, regardless of the role you’re looking for.
1. What kind of overall remuneration are you seeking for?
Money might be a tough subject to broach, yet it is one of the most common interview topics. The applicant and the company must agree on a pay to be a good match for the position. At the start of the interview, we propose tearing off the bandage. Many firms postpone this topic for subsequent interviews, but if your salaries are vastly different, the remaining questions are irrelevant.
Importance: Many candidates will attempt to avoid answering this question, but if you truly like a prospect, you may be able to stretch your budget to accommodate them. However, if the applicant’s expectations are much above your budget, don’t waste your time or theirs. Although you may be obliged to provide a pay range in your job posting in certain jurisdictions, it’s still a good idea to double-check the applicant’s expectations.
2. What is your motivation for seeking for a new job?
Move on to a lot simpler issue for the job seeker once you’ve covered a difficult subject like wage. This question may be phrased in a variety of ways, and you may wish to ask each one.
- Have you just begun looking for a job or are you already in the process of interviewing?
- What motivates you to quit your present position?
- What are your requirements for a new job?
The importance of these inquiries is that they will reveal why the applicant is searching. Maybe they’re only doing some research and aren’t serious about getting a new job—or maybe they’re in a poisonous atmosphere and want to get away. In any instance, you learn a lot about the candidate’s interest in the position.
3. What is your history and how does it qualify you for this position?
When a candidate answers, one of the finest interview tactics is active listening. While it’s typically a good idea to avoid open-ended questions in a phone screening interview, this one is specific and should prompt a quick but straight answer.
As an employer, it’s critical to pay attention to how much research the applicant has done on your company and the job. It’s also critical that you pay attention to the job description for their present position and how it compares to your own. Listen for hints about how they interact with coworkers, their problem-solving abilities, and other soft skills.
4. What prompted you to apply for a job with our firm?
The business should always be discussed throughout the phone screen interview questions. Anyone who is serious about a job and not just a tire kicker will have reviewed the business website and looked for information about corporate initiatives and other essential data prior to the phone interview.
Importance: This question allows you to assess the applicant’s commitment to the position. If they have done no research, it indicates that they are either uninterested in the position or are not serious about leaving their present employer. Many job seekers may conduct a passive job search and attend interviews in order to gain leverage with their present company. It’s a good idea to discard this applicant and move on if you see this red signal.
5. What new or improved abilities have you lately acquired?
The applicant should definitely talk on how their talents match up with the job description. They may naturally speak about new abilities they’ve acquired, but if they don’t, it’s an excellent thing to ask. This provides the candidate an opportunity to demonstrate what they can accomplish by adding new talents or improving old ones, which is especially important if their skills do not quite match what you want.
Importance: This question helps in determining the candidate’s skill level and how it compares to the criteria for the position you’re looking to fill. You’ll also notice whether the person is actively working to develop their skill set, which will make them more useful to their present job and more marketable to prospective employers like you.
6. How do you deal with disputes at work?
This is a query that might set off some alarm bells. The response may reject a candidate who lacks the requisite interpersonal skills, depending on the sort of job you need to fill.
Importance: You may ask this question in a variety of ways—conflicts with managers, coworkers, and clients—and you should make sure you’ve covered all of them at some time throughout the interview. Choose the most crucial one to discuss during the phone interview. If you’re recruiting a shop clerk, for example, address the question in terms of consumers. You may wish to dismiss a candidate from the recruiting process if they don’t display acceptable customer service abilities and de-escalation strategies.
7. Do you have any questions for me?
Hiring staff also necessitates responding to queries posed by applicants. Allowing applicants to communicate, even for a few minutes, makes the phone screen seem more like a conversation than a formal interview.
Importance: Candidates should be prepared to ask you questions at any time. Even if they just have a few generic questions about the firm or a day in the life of the job they’re applying for, a candidate who doesn’t ask any questions shows that they’re uninterested. While one inquiry will most likely be about compensation or perks, an interested candidate may also inquire about corporate culture and work details.
Conclusion
It might be difficult to prepare for an interview. You can ensure that the phone screen is a smart use of everyone’s time by prepared for the most popular phone interview questions. You’re seeking for reasons to dismiss prospects during a phone screen interview. Your goal is to filter down the pool of qualified applicants, which necessitates a risk-averse mentality.
Validate the candidate’s suitability for the position, get to know them as a person, and decide if they have enough good qualities to advance to the next round of interviews. If not, thank them for their time but make it plain that your organization will not be going further with their candidacy in an email.
The “phone screening interview” is a common practice in the hiring process. It is important to ask the right questions, so that you can get a better idea of what type of person they are and what their skills are.
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