Best ways to conduct telephonic interview. We all professionals are viewing that today at Coronavirus time we have to deliver any work differently.
All are having different views and ways of addressing work with this virus. Globally people are working from their home and maintaining social distancing just to reduce the spread of the virus.
Since we are talking about the functionality of HR i.e. interview. Best ways to conduct a telephonic interview for recruitment.
This shift in the pattern of working from home and different hiring practices has promoted more telephonic interviews rather than in-person interviews.
If you have to conduct telephonic interviews with candidates, what should you do? How would you make it a more effective interview session rather than face-to-face interaction?
Best ways to conduct telephonic interview.
I am sharing few telephonic interview tips in the age of social distancing:
Interviewer mindset is very critical
If you line-up telephonic interviews from your home for outstation candidates who are facing challenges to attend the same in person.
You will need to go into the mindset of taking a telephonic interview.
- Fix-up the convenient time with the candidate.
- Clean all stuff from your table or where you are sitting so you need not to shuffle around while taking an interview.
- Pretend the way that you know everything about the candidate by going thru’ his resume several times.
- Before starting the telephonic interview check his social media profile such as LinkedIn, Facebook, Twitter, etc.
- Keep a paper pen along and if possible should record the interview for the decision-making process.
- If you’re planning to interview multiple candidates of the same profile/level on the same day. You should aim to ask the same questions among all of them.
- This is how you will be able to make a comparison chart to take a final call. For the final candidate.
Basic common questions to consider asking include:
How did you find out about the position?
What are your expectations for a new job/role?
Tell me more about yourself and your career history and how it aligns with your current job role.
How would you rate your previous job performance?
Introduce yourself in brief
Spend a couple of minutes with a basic in brief that will put the candidate comfortable. Inform the candidate hierarchy-wise where you stand in the organization.
Ask how their day is going and give them a brief about the norms of the telephonic interview.
Facilitate the candidate with Engaging Conversation
To know in-depth information about the candidate is to start with questions aimed to get the candidate to know less formally.
Once you have broken ice, you will need to ask screening questions to analyze if the person is fundamentally fit for the position.
There may be candidates you can go ahead and screen out just based on the requirements. Then, you can move into more technical questions.
Aim to ask interview questions that are behavioral-based and go into the critical thinking skill. A candidate may or may not have to make them a good fit for the job.
Treat a Telephonic interview like a professional face-to-face interview.
You can have a glass of water on hand in case you begin coughing or need to clear your throat. Mute the call if you need to do this so you don’t startle the applicant.
Focus on only interviewing the applicant, even though they can’t see what you’re doing. Your full attention should be given to the interview.
During the interview don’t allow anybody to disturb you whether you are interviewing your company or at home.
Pay attention to the Candidate’s voice
Although telephonic interview is a medium of transmitting the voice from one person to another. However, voice tone assessment is paramount by HR professionals.
It defines his knowledge of the subject he is specializing in, his confidence level, patience, communication skills, leadership, and etiquette.
You won’t be able to watch the applicant’s body language, you can pay attention to the tone of their voice.
Gauge how comfortable they seem while giving their answers. All companies have their own parameters to gauge employees.
Takes notes during the interview.
Note every important points delivered by the candidate. I will always prefer you to record the entire interview session for any future reference.
Where after completing the interview you can listen carefully to the candidate’s strengths, weaknesses, communication skills. In too, you will not miss anything about the candidate.
- As you interview different candidates for the same position start making a comparison chart including the salary expectation and notice period required. This will make it easier to compare.
- Ask yourself if the applicant sounded interested or passionate about the job.
During the interview listen more
At the initial stages you after giving a brief introduction about yourself and the organization. You spend 80% of the telephonic interview listening to the candidate.
Since it’s a telephone call so you will have to allow the candidate to think or pause during the conversation.
Ask the candidate if they have any concerns.
Once you are on the platform where you are convinced that the technical question is in place. May the person is capable of handling the job profile of your organization
Then you can talk about a detailed explanation of your job. Then give the candidate some time to respond before you move on since you can’t see if they’re considering any questions.
Inform the applicant of the next steps
Avoid simply thanking them and ending the call. Instead, ask the candidate for questions they have in their mind.
Most of the candidates may want to know how long it will take them to make a hiring decision.
If you know that you won’t be hiring them, then be straightforward and politely explain that they are good candidates but not suit our requirements.
If you find the candidate suitable for the position, find out if they’re interested in joining your company. Ask the applicant if they’d be willing to come in for a face-to-face interview.
For you
During the telephonic interview, you may encounter different challenges. As you might have fixed-up interview sessions on Sundays or after office hours.
You may face kids are screaming or the sound of street dogs barking may disturb you.
These things happen. Recruiters need not to be offended if it takes you a moment to establish calm. Try to sound positive, and friendly.
You are searching for leaders for your organization. Are you ready to pay the cost?
