The average job opening attracts 250 resumes, and the average interview process from start to finish can take 23 days. Phone interviews can help you determine which candidates have the critical thinking and interpersonal skills necessary for an in-person interview. When you weed out less qualified applicants right off the bat, you can narrow down your candidate pool, and limit the amount of time wasted in your search.
While a resume supplies you with general information about a personâ€™s background, a phone interview helps you ask second-level questions to start forming a deeper, more holistic picture of a candidate’s background and skills.
But with only about thirty minutes on the phone, what questions can you ask to build good rapport with your interviewee and receive some truly insightful answers? Better yet, what can you ask to decipher whether the applicant is a good fit for your company and the role?
To help you get the most out of your phone interview process, weâ€™ve narrowed down to eleven of the best questions to ensure youâ€™re discovering the the best candidates to bring into the office.
While this question sounds really simple, it actually serves an important purpose. First, it helps put the candidate at ease — itâ€™s an easy one, and one she should expect. Second, your interviewee will likely bring up whatever she is most excited about or proud of in relation to the role, and this will help steer the direction of your entire conversation.
Look for the candidate to list out a few skills sheâ€™s learned from prior experiences that relate directly to the role. A good candidate will incorporate some key phrases from the job description into her answer, demonstrating sheâ€™s prepared and aware of what the role entails.
You want to figure out how much research sheâ€™s done, and whether her perspective of the role is accurate (if she mentions she canâ€™t wait for creative opportunities, but this is largely an analytical role, she might not understand the positionâ€™s responsibilities). This question is also an easy way to see how genuinely interested a candidate is in your company. Look for a candidate who expresses her interest in the tasks required for the specific role, rather than more secondary benefits that come from working at your company — like the awesome snack room, or team outings
What if your interviewee says she works best in collaborative, social settings, yet the role she’s applying for requires a lot of independent work? Although this might not be a deal breaker, itâ€™s good to know early on whether this person will be the best fit for the work style necessary to excel in this position. Hopefully, the interviewee will describe a work style that fits your requirements.
This question shows the candidate that you care about who she is as a person, beyond what a piece of paper says about her. It also encourages the candidate to avoid using her resume as a crutch, and forces her to reflect more deeply on what she views as her biggest strengths.
With this question, youâ€™ve asked the candidate to provide just one thing, so itâ€™s pretty likely that whatever the candidate tells you, it will be very important to her. Look for a candidate who has the confidence to reply with something she is truly passionate about — you might want to use this question as an icebreaker at the beginning of a phone interview, but you can also use it halfway through the interview if you feel the candidateâ€™s answers are stiff and you want to uncover some deeper layers to her personality.
A “would-you-rather” question is an opportunity for your candidate to showcase her priorities and decision-making methods. Youâ€™ll want to look for a candidate who is good at thinking on her feet, and able to respond confidently to this question — her answer isnâ€™t as important as how she delivers it, since the question doesnâ€™t really have an obvious right or wrong answer. Look for a candidate who can answer firmly, with good reasoning to back it up and a self-assuredness that indicates someone who can make decisions efficiently without lingering in self-doubt.
You already know the skills listed on her resume, but a description without a deeper explanation often isnâ€™t enough: plenty of people can write â€œhard workingâ€� on a resume, but itâ€™s more important to know how they can exemplify that. Youâ€™ll want the candidate to say something along the lines of, â€œIn my past job, I learned a lot about SEO, but I think thereâ€™s still room for me to grow in that area. In particular Iâ€™d love to learn more about keyword research, and how I can use more advanced tactics to grow my company’s organic traffic. Iâ€™m hoping my next role will offer learning opportunities in that area.â€�
In her answer, she admits her content can get better, and although sheâ€™s skilled at something, thereâ€™s still room for her to grow. If youâ€™re unsure of whether or not her skills are adept enough for the job, you can ask follow-up questions, but her initial answer is enough to demonstrate sheâ€™s flexible, willing to learn, and capable of accepting criticism.
Itâ€™s not a bad sign if your candidate has faced problems in her prior position: it means sheâ€™s human. But itâ€™s critical to know her problem-solving methods. Letâ€™s say she mentions she once worked with a client who was difficult. Look for her to talk about how she was able to reach a mutually-benefitial compromise and learned to work with the client by adapting her own strategy. Itâ€™s important that she can demonstrate empathy for other people, rather than putting the blame on the other party. Plus, youâ€™ll want her to tell you about her own ability to solve problems creatively and efficiently, rather than dwelling on the frustrations of the experience.
Youâ€™ll want to know why the candidateâ€™s current job is unfulfilling, so you can evaluate how your company or position could fill the void. This also speaks to her character. If she says, â€œIâ€™m leaving my current job because I donâ€™t really like the people I work with,â€� this isnâ€™t a great sign. While it may be true, it hints that she might have a tough time getting along with other people. Instead, look for a candidate who desires a more challenging role, or a position that can satisfy her job-related passions. Hopefully, this position is a better fit for her, and you can express that.
It wonâ€™t be easy for the candidate to relay some tough criticism to you, but itâ€™s critical that she is mature and self-aware enough to show she can receive difficult feedback and use it constructively.
Look for a candidate who can be honest and non-judgmental about feedback she has received. You want a candidate to focus on how the criticism helped her improve — ideally, she will even say sheâ€™s grateful that the criticism taught her skills that eventually helped her grow. Itâ€™s not a good sign if applicants become defensive when asked this question, or blame the feedback-giver and refuse to take accountability. This could indicate a lack of maturity when it comes to receiving and using feedback to improve, and could be a problem for you down the road.
This question can offer some insight into who your candidate finds inspirational, and thatâ€™s valuable information for understanding which traits she values most for personal growth. Plus, itâ€™s a fun one to answer, and itâ€™s likely that your applicant has thought about this before (I know I have).
Look for a candidate who can provide you with a list of influential people, with convincing reasons as to why they inspire her. The reasoning in itself isnâ€™t that important, but youâ€™ll want to find a candidate who can explain how and why sheâ€™s inspired by certain people and ideas, and how those philisophies have shaped her own career path.
Opening it up for questions will let you get a read on your candidateâ€™s concerns, but even more importantly, it shows how well prepared she is. If she doesnâ€™t have any questions, itâ€™s most likely because she either isnâ€™t that passionate about the role, or believes sheâ€™s overqualified for it. Youâ€™ll want her to ask thoughtful, specific questions that prove her interest in the role. Youâ€™ll also want to see she can take questions to a deeper, more analytical level. Look for a candidate who asks unique questions to prove sheâ€™s done her homework, and also listened well during your phone conversation. For instance, if she asks a generic question you already answered in the beginning of your conversation, it might not be a great sign.
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