With the ease of applying for jobs online since the introduction of online job boards, there are a greater number of applications to review than ever before.

So the need for effective phone interviews as the first stage of the recruitment process is paramount for those short on time- and let’s face it, we could all do with a few more hours in our day!

Phone interviews can reduce many hours of face to face interview time. After being in recruitment for over 13 years I have found some simple but effective tips that may help you save time and make some more informed decisions when hiring your next employee.

1. Preparation

Prepare a set of questions specific to the job responsibilities as well as behavioural questions, so you can assess the applicants’ personality and how they may react in certain environments or situations.

It’s important to ask the same questions to each applicant so you will be able to make accurate & direct comparisons in their responses.

Spend a few minutes familiarising yourself with their resume before the interview and note any additional questions you may need to clarify or any gaps in their resume.

2. The Phone interview

Choose your location – ensure that you have a quiet room so that you can focus on the interview without distractions. (Feel free to wear those hair curlers, so long as it’s not FaceTime phone interview!)

Keep it short approx. 30 mins. Ensure you not only ask the candidate questions but you pass on information to them about the company and the role and allow them time to ask questions.

Remember the interview process is a 2 way street! The candidate needs to be interested in the job as well! (Especially in a candidate short market where they may be applying for several roles. You want to sell your company and the role).

Take notes, as it’s very easy to forget responses particularly if you are interviewing a number of people.

3. Sum up

Ask the applicant their level of interest in the role and what other positions they are applying for and where this particular opportunity sits in relation to the others.

(The more you know about the applicants other potential opportunities the better. It puts you in a better place to negotiate and eliminate unwanted surprises during the final stages of the hiring process).

Advise the applicant on the interview process and what you anticipate being involved (eg. A face to face interview then a meeting with the client or Team Leader etc) and the time frame that you will be working towards.

Let them know if there are other applicants in the running (and if you already have an indication of where their experience sits in comparison to others, let them know they are in with a good chance). Ensure that you give them an approximate follow-up time. 

4.  Follow up

Whether it be a rejection or an invitation for 2nd interview, follow up with every candidate. You want to ensure their experience with your company has been positive and professional even if they didn’t get the role. 

They may be suitable for other roles in the future or on the flip side they may refer other candidates to you at a later stage.

Make it prompt. Interest in the role will diminish over time and the longer you wait the more chance that another employer may snap them up in the meantime!

Due to technology advances and the growing number of call centres an increasing number of positions require a clear and concise phone manner.

Often people are easier to understand in person when we have our other senses to help us interpret conversation,  particularly if your applicant has an accent, so being able to first asses their diction over the phone can be a distinct advantage when phone interviewing. 

Telephone interviews when done properly, can be equally as effective as a face to face interview. Like myself, you may find that you listen more intently than you perhaps would when you are not distracted by physical characteristics and mannerisms that you encounter in face to face interviews.

The telephone interview can certainly save both you and your applicants much time.