The role of phone screening in recruitment

Employers and recruitment agencies conduct initial phone interviews to narrow down the most suitable candidates prior to holding in-person or teleconference interviews.

Phone screening interviews typically serve as the initial phase of the interview process, enabling recruiters to pinpoint candidates who are most likely to advance to the final stages.

During the COVID-19 pandemic, phone screening interviews became extremely popular in the hiring process and continue to be a crucial tool in recruitment today. Let's explore this further to gain more insight.

What does a phone screening interview involve?

Typically, after reviewing candidates' resumes, recruitment specialists create a shortlist. The subsequent step involves phone screening interviews, which generally further reduce the number of applicants.

During phone screening, a candidate is typically asked mostly simple questions with the main goal of helping recruiters to learn more about the person.

Usually, each role includes a phone screening interview, and if the candidate succeeds at this stage, they should get ready for several additional interviews that will ultimately provide the company with a more comprehensive view of the individual.

What questions should a candidate expect?

Before beginning the phone screening interview, you should consider your answers to the following questions:

1. Can you state your salary range? Do you have any salary expectations?

2. What are/were the responsibilities at your current/previous job?

3. How would your manager characterize you? And your friends?

4. What can you say about yourself?

5. What are you interested/passionate about?

6. What is your strongest and weakest point(s)?

7. Why do you think you are a fit for this position?

8. Why did you decide to find a new job?

9. Why are you applying for this exact position? Was there anything in the job description you found exciting?

10. What is one thing I didn’t ask you but should have?

Why use phone screening in the 21st century?

With advancements in recruitment technology that automate and accelerate the screening process, many organizations have opted to move away from phone screening, as it demands significant time from recruiters. Nevertheless, this method remains a crucial part of the hiring process.

One of the biggest advantages of a phone screen interview for the candidate is that he/she can significantly improve their knowledge when being interviewed.

In addition, during such interviews, candidates have the opportunity to obtain information about the next stage of the hiring process, which helps them set realistic expectations. Furthermore, candidates may not consider other positions that become available at an organization that fails to notify them regarding their application status. With this in mind, by enabling good engagement with job applicants, companies can use phone screening as a way to enhance their employer image.

Phone screening vs phone interviews

A phone interview often takes more time than an in-person or teleconference interview, serving as an alternative to these methods. Consequently, compared to a phone screen interview, the questions in a phone interview tend to be less direct.

In phone interviews, the company representative or recruiter typically focuses on questions that assess the applicant's fit for the role rather than gathering personal information. For example, they may inquire about how the individual handles conflicts with team members, as the response will indicate whether the applicant can collaborate effectively within a team.

What to be aware of before a phone screening interview

Here are some tips from recruiters that you can use to increase your chances of moving to the next stage of recruitment after the phone screening:

• Prepare a list of questions to ask at the end of the interview – This demonstrates your interest in the role and allows you to gather more information about the corporate culture.

  
  

• Rehearse your answers – Being prepared to confidently respond to typical questions (such as those mentioned above) will help reduce your anxiety.

  
  

• Make sure you review your CV in detail – This will enable you to confidently discuss your skills and qualifications.

  
  

• Consider using the STAR method – This approach will assist you in answering behavioral questions. STAR, which stands for Situation, Task, Action, Result, is an interview technique that enables you to narrate your experiences in a manner that demonstrates your skills and preparedness to handle different scenarios that may occur in a job.

  
  

Situation: Give an example of a situation you had to face

Task: What tasks were you given?

Action: What action did you take?

Result: Describe the outcomes of your actions and the experience you gained.

Why do companies choose DevelopmentPeople for recruiting?

When a company requires assistance with hiring talent in the international development sector, DevelopmentPeople, with over 15 years of experience and numerous candidates successfully placed, is here to help.

Contact DevelopmentPeople, and we will help you recruit people who can positively impact your company. DevelopmentPeople offers a wide range of tailored services that are flexible enough to meet any needs or budgets.

Final word

Conducting a phone screening interview is still a highly effective recruitment method for hiring managers. However, recruiters must avoid unintentional biases and focus on assessing candidates based on the business's needs rather than factors like education level, age, or background.

During this phase of the recruitment process, recruiters start creating a shortlist of candidates. Additionally, candidates value phone screenings because they provide a more personal interaction, which can ultimately affect their decision to continue in the hiring process. Moreover, effective phone screenings enhance the company's reputation and can lead to candidates sharing positive feedback about the company.