Top 10 Phone Interview Questions to Qualify Candidates
Despite advances in technology and the prevalence of video-based interviews influenced by the pandemic, the phone interview has maintained its position as one of the top interviewing methods. Why?
If they are used the right way, phone interviews can provide you with as much information about a candidate as a video interview, or even an in-person interview can. The quick-yet-effective properties of phone interviews are what make the channel so attractive to recruiters and HR professionals.
However, because most are still using the method, those looking to stay ahead of the competition must ask themselves this: How can they use this opportunity to improve the way they conduct phone interviews?
One of the key ways recruiters and HR teams can make the most out of phone interviews is by finding ways to complete more high-quality calls in less time. And that starts with having a set list of strong phone interview questions to ask and build upon in each interview.
Read on to learn how to develop a killer set of phone interview questions that you can rely on, along with an example list of 10 best questions to ask in your next phone interview with a great candidate.
Why phone interviews are still used by recruiters and hiring managers
Before getting into how to craft the best phone interview questions, it is important to note why phone interviews are still used in such a widespread manner among recruiters and HR professionals.
At the core of it is how much time recruiters can save by conducting phone interviews, instead of via a video conference or in person.
The objective of conducting interviews in the first place is to qualify a candidate based on the requirements of each role, by reviewing their work experience, way of working, overall personality, degree of cultural fit, and so on.
Obviously, conducting multiple interviews in a day can take a large chunk of time out of a recruiter’s schedule. In fact, it can take up to 49 days to hire for a single job opening, according to LinkedIn data. All of that time falls on the person carrying out the recruitment process, and this is just for one successful hire.
Granted, the number of interviews required per successful hire can vary among organizations. However, a crucial factor to keep in mind is that no two interviews should be conducted with the same objective.
For example, if you can already use phone interviews to vet candidates and confirm everything that does not require visual qualification — such as a candidate’s language and communication skills, past work experience, or their short and long-term goals — then you should cover all of these topics within the first phone interview itself.
Doing so will help you save hours of time that would otherwise be spent repeating yourself in other interviews later on. It will also be beneficial for the candidate, as they would not have to face redundant questions as they progress through the hiring process. And if the candidate’s experience is positive and worth their time, it could also help with their final decision on whether to work for you or not.
The basis for choosing impactful phone interview questions
Now that we have covered why phone interviews are a useful tool for recruiters in the hiring process, let us move on to learning the best ways to craft meaningful phone interview questions.
Typically, recruiters and hiring managers spend the first few minutes of a phone interview introducing themselves and building rapport through small talk. However, for the sake of both yourself and the interviewee, this period should not last too long, especially if you aim to make your phone interviews last anywhere from 15 to 30 minutes per call.
Thus, consider the following criteria when framing impactful phone interview questions:
1. Make the questions about the candidate, but mainly in relation to your organization or the job opening.
People love talking about their passions and opinions, and giving them the space to express themselves in the interview will contribute to a positive candidate experience. This might also tell you a lot about the person you are talking to.
However, always remember to prepare some key interview questions that connect the candidate’s thoughts to your needs for the role, such as what the job opening requires from them, or how their opinions align with what the company stands for.
2. Make sure the phone interview questions cover the organization’s “must-haves” in hiring.
Some companies might wait until the final few interview stages to discuss company policies–or even, in some cases, until an informal offer is made.
But it does not always make sense for recruiters to spend days trying to convince a candidate to choose them, just to find out that the candidate requires certain working conditions or benefits that could end up being deal-breakers.
For example, if the candidate prefers a remote working model, but the company is currently using a full-time office working model or a hybrid working model at best, you could risk losing them to other companies that do offer those benefits.
The list: Top 10 phone interview questions to ask candidates
So far, we have covered the value of phone interviews for recruiters and discussed useful criteria for developing effective phone interview questions. Next, it would be beneficial to see how these points can be applied in real circumstances.
Below is a list of the top 10 phone interview questions that you can use as a framework for developing your own questions moving forward:
1. Tell me more about yourself.
Why to ask: Although it may seem like a basic question on paper, both what a person says about themself, and how they say it, typically says a lot about them as people.
This question will help you understand how outgoing, motivated, introverted, or analytic the interviewee is, which will give you valuable insight when you are matching the person’s characteristics to the desired traits of your role.
2. Tell me about your past work experience: achievements, what you enjoyed, and did not enjoy.
Why to ask: This question helps you learn more about how the person is as an employee, which allows you to more accurately predict whether they are actually overqualified or underqualified for the role.
They might have been the leader of an extremely successful project at their previous company, or might have played a key supporting role. This directly affects their qualifications for your role, as you will need to decide from the start whether you need a leader or a follower.
Furthermore, asking candidates about what they liked and disliked about their previous employer will help you gain a better picture of how they will fit into your or your client’s workplace.
3. What made you apply for this position?
Why to ask: Some applicants like to cast a wide net when they go job hunting. Recruiters ask this question to understand whether a candidate is really committed, or just looking for a way out of their previous job, for instance.
Also, in addition to helping you learn more about their passions in connection to your role, asking candidates what made them apply says a lot about their career path. This question tells you whether they are looking to further their expertise in a familiar role, or looking to start a totally different career with your job opportunity.
*First published on Manatal.com.
*To read the full article, click here.
Manatal is an end-to-end recruitment and onboarding SaaS platform trusted by thousands of brands in over 135 countries worldwide. It is an AI-powered Applicant Tracking System (ATS) and Customer Relationship Management (CRM) tool that allows companies to hire faster, better and save costs.
