As a recruiter in an exciting organization with a torrent of inbound interest, you’re going to find yourself conducting a multitude of phone screens--perhaps several each day. Because of the casual, sometimes low-return nature of phone screens, it can be easy to let them fall by the wayside when it comes to scouring your recruitment process for areas to optimize and improve. Despite the commonplace nature of phone screens, remember that this is often the first point of real interaction the candidate has with your organization, and they could very well wind up being your company’s next rock star. As such, it is important to remain enthusiastic, open, and efficient.
Get the Candidate Excited
Although the candidate is already bullish on your company (after all, they DID apply directly!) make sure to take this opportunity to hype up the organization and the position for which they are interested. A simple yet roundabout way to do this would be to offhandedly mention something exciting that happened in the office recently. Briefly reference an off-site event, company happy hour, recent office move, or fun perk your company offers to keep the conversation exciting and give the candidate an insight to company culture. For example, I often mention my new headphones (an awesome Entelo perk!), or just give them a peek into what’s happening in the office (“Let me step into a conference room, there’s a game of HORSE going on at the NERF hoop in the kitchen”). In addition, make reference to the team members whom the candidate would likely be working with. This will help the candidate picture themselves working in your office, and give them a sense of whether they are the right fit.
Gather the Proper Information
To encourage the candidate to be genuine and unguarded, and keep the tone light, try and frame the conversation not as a list of pre-determined questions, but as you merely getting to know more about them and their interests and goals. Ask them about their current work situation, why they are interested in a move, what appeals to them about your company, and how they’ve used relevant skills recently. The candidate’s answers here will give you a sense not only of their qualification, but also their professional manner and potential fit with your team. Their knowledge of your organization can also speak to their preparedness and seriousness about their candidacy.
Remain Efficient
When discussing your organization and your candidate’s background, it’s easy to get carried away and lose track of time. Ideally, in the case of a qualified candidate, a phone screen should last no more than 20-30 minutes. Of course, you want to be open and allow your candidate to ask all the questions they have, but bear in mind that should you move forward, they’ll be speaking with several other team members who may have more specific insight. Don’t get bogged down answering too many technical questions about the role. Once you have a sense of the candidates’ seriousness and qualification, don’t hesitate to move them to the next step of the process. After all, you may have several more of these calls to make!
In summation, keep in mind these points when conducting your next phone screen:
- Put your (and your company’s) best foot forward, as this is often the candidate's first impression
- Foster telling conversation without seeming like you’re merely checking boxes
- Once you have a sense of the candidate’s potential, quickly move forward in the appropriate manner
Know of any other tips to streamline phone screens while ensuring a great candidate experience? Hit us up in the comments or tweet @EnteloRob
