In today's fast-paced recruiting landscape, phone interviews are still one of the most efficient means of screening candidates prior to face-to-face interviews. But to truly benefit from this method, the approach must be strategic, not just convenient.
If done properly, a well-structured telephone interview can help you quickly gauge interest, verify key qualifications and evaluate communication skills.
Here's how to improve your phone interview technique and make smarter hiring decisions.
1. Set the tone: Preparation is everything
Effective job interviews begin before the phone rings. Review each candidate's resume in advance and highlight aspects that deserve further investigation. Identify job non-negotiables, such as certifications or technical skills, and ask questions to filter for these early on.
Equally important is to delineate a quiet, uninterrupted space for the conversation. Conducting conversations while multitasking or in a noisy environment undermines your professionalism and the candidate's experience.
2. Open with clarity and confidence
First impressions work both ways. Start by introducing yourself, the structure of the conversation and your expectations for the next 20-30 minutes. A brief overview of the company, position and impact on the team can set the tone and help build rapport.
This early context creates psychological safety and encourages candidates to open up more authentically.
3. Question with intent: Prioritize relevance over quantity
The purpose of a phone interview is not to exhaust the candidate's resume. It is to determine whether they meet your key criteria and are worth moving forward. Ask consistent, role-specific questions in all interviews to maintain honesty and objectivity.
Examples include:
- Why did you apply for this position?
- What past experiences best prepare you for this position?
- What are your expectations in terms of work environment and responsibilities?
Avoid abstract or overly complex questions. Keep it focused on practical competencies, alignment with the job description and culture.
4. Assess motivation and mindset
Use the phone conversation to gauge enthusiasm. Is the candidate really interested or just testing?
Clues to look for:
- Prepared questions about your company or the position
- Knowledge of your business or industry
- Kennis van uw bedrijf of branche
Candidates who sound indifferent or unprepared may not be worth advancing, even if they check all the technical boxes.
5. Take notes and standardize your approach
Make note of observations during the interview, especially those related to your predefined must-haves. Let candidates know you are taking notes so they understand any short silences.
Ensure consistency in all conversations:
- Use a score sheet
- Ask each candidate the same key questions
- Conduct interviews in close succession for easy comparison
This structured approach reduces unconscious biases and supports more informed decisions.
6. Show culture and set expectations
Remember: a phone interview is a two-way evaluation. Tell some highlights about your company culture: collaborative styles, flexibility or employee development opportunities. These insights help candidates determine if they are a good fit.
At the end, explain clearly what the next steps are. If you are interested in continuing, ask if they remain interested. If not, be honest but respectful and thank them for their time.
7. Avoid the common pitfalls
Even seasoned interviewers can stumble. Here are key mistakes to avoid:
- Asking personal or legally sensitive questions
- Rattle on or improvise without a plan
- Failure to follow up as promised
- Using vague language about what comes next
A professional, organized process reflects on your company and keeps top talent engaged.
Telephone interviews are more than a screening tool. It is your first real conversation with potential employees. By approaching them in a structured, empathetic and clear agenda, you can dramatically improve the quality of your shortlist and shorten time-to-hire.