- Unified Career 30 Questions and Answers for Phone Interviews
- Questions for Top Job Candidates to Ask at a Phone Interview - Unified Career
- 17 Common Questions and Answers for Phone Interviews - Unified Career
- Best Phone Interview Questions for Job Seekers - Unified Career
- Top Questions for Phone Interviews with Examples Answers with Unified Career
Best Phone Interview Questions for Job Seekers - Unified Career
You have the job of finding the best candidates for your company, but how can you ensure that they are the right person?
Interviewing someone may appear to be a good match on paper is not unusual. It is not uncommon to interview someone who appears great on paper, only to find out later that they are not a good cultural match.
We conduct almost daily phone interviews and screen technical recruiters.
This will help you avoid problems with every hire and ensure that it goes smoothly. These are some questions you can ask during a phone interview to get valuable information about each candidate.
What are the benefits of a phone interview?
An interview over the phone is a great way of getting a feel for the applicant's skills and experience as well as their career goals.
This interview allows you to screen for politeness and courtesy before you bring them in for a face-to-face interview.
13 Questions for Candidates During a Phone Interview
Let me know a little bit about you
This question might seem too easy for some, but it is actually crucial to the interview. It helps to ease the candidate by asking them a simple question.
They may also mention what their top priorities are for their next job. This will help you to steer the conversation and make it easier for them to answer your questions.
This question is best answered by the most qualified candidates. Candidates should list the skills that they have gained from previous work experience and how they relate with the job description.
If a candidate has worked at a pizza shop, for example. He/she could then say they are used to working in high-volume environments with fast-paced people.
You can use phrases from the job description to show that you are both knowledgeable and passionate about what you're doing.
Why are you seeking a new job?
This is a crucial question you should ask all candidates you meet.
Are they unhappy with their jobs? Are they willing to drive too far? Are they unhappy with the work? Are they looking for more money? Are they in a difficult financial position? The truth will be revealed.
It may be necessary to inquire in multiple ways about the motivations of the candidate to leave their current job.
What attracted you to this job?
The better a candidate will tell you, the better. Consider the industry, technologies and equipment that your company uses.
You may be able to continue talking to candidates if they tell you that it is close to my home. This person is going to be your investment and you want them excited about the opportunity.
Tell me about your job responsibilities.
A resume is not a complete story. Many candidates have trouble writing one. This question will allow you to get a sense of the job's day-to-day activities.
Check to see if there's a good match with your current job.
Describe your work style in a few sentences
We are aware that many people prefer working in a group to avoid being isolated.
But, are you sure they can do the independent work required for this job? Your interviewee should be able to describe his or her preferred work style.
What skills would you need to be a good match for this job?
You need to ask the candidate to describe how they will succeed in the job you are interviewing them for. They should not be unsure of the skills that they possess.
This can indicate a lack of knowledge and research.
Describe the workplace culture do you thrive in?
Do they prefer a relaxed atmosphere or something more formal? Are they more interested in socializing with colleagues after work than just going home? Do they value a company that is involved in the community?
Consider what they have to say and how it relates to your company's culture. An employee should be able to stay and enjoy their job.
How many years of experience have you had with [X] Software?
You might want to find out how long they have been using SolidWorks CAD software if they are a mechanical engineer. Are they a Java developer?
Once you know how many years they have been using the software, it is time to find out the age of the users. Examine the way they have used it over the years.
You want them to have a clear understanding of your goals.
What salary expectations do you have?
You can get a better understanding of the potential compensation by asking about the salary range during a screen interview.
Although you don't have to ask the question at the first phone interview, it can save you time. In-person interviews are a better option if the candidate is asking for 115k, but your budget is 85k.
If you have a large budget, you might want to hold off on this conversation until you are ready to make an offer. At that point, you can negotiate.
Which is the most important skill that you have acquired in recent years?
Another option is to say this. This is why I am currently looking for an employer that will allow me to continue learning and who will provide ample opportunities. Maybe you are the right person for me! "
It's great to be skilled in something, but it is more important to understand how the candidate's skills will apply and be sufficient for the job.
If you are unsure about the applicant's abilities, ask follow-up questions.
What are your expectations from a job?
Talented candidates always look for opportunities to grow in their next job.
This might be a good answer. I would like to work in a company that values collaboration and provides a supportive environment for people to grow.
I'm looking for a company that offers many opportunities to work with motivated colleagues who are also driven to succeed. Also, I need to be recognized for my successes so I can keep growing as an employee.
How soon would you be able to start if offered the job?
Candidates might need to give at least two weeks’ notice to their employers before they can start a new job. Candidates may ask for more time if they're involved in a large project.
Additional time may be required if the candidate is in a contract job, has to relocate, or has other conflicts.
It is up to you to decide if you are willing to compromise on the start date of the right candidate, or if you prefer to work with other candidates who can start in the timeframe you require.
Candidates who request more than four weeks’ notice before accepting the job may have a hidden agenda.
Candidates who request long-term start dates often don't start and then find excuses to quit.
Is there anything you would like to ask me?
Do not ask them to just prove interest, but make sure they do. The candidate should be able to ask questions with depth and detail.
Ask your candidate to tell you if they've done any research about your company, or if there are any questions.
Interviews are a two-way process. You should allow your interviewee time to ask questions. Interviewing candidates and being able to answer their questions or concerns will help you gain insight into their personalities.
This lets them know they are qualified for this position.
It could be that they aren't asking any questions. They could be saying that the job isn’t for them, or that they aren’t passionate about it.
What length is a phone screening interview?
A phone interview for a phone screening is typically a 15-30 minute call. This interview is a great way to get a feel for a candidate's personality before you commit time with them at an interview.
Phone interviews can be used to shorten your candidates for interviews in person.
What length should the answers to a phone interview be?
Interview answers should be between one and two minutes long when speaking with candidates. Factual questions should be answered quickly and concisely.
Keep the interview moving so you can get all your answers within 30 minutes.
What's the purpose of a screening interview for a job?
In the first round of hiring, employers will typically conduct phone screening interviews. These interviews are used to assess if the applicant is qualified and a good fit for the company.