The phone screen allows the employer to determine if the candidate's qualifications, experience, workplace preferences and salary needs are congruent with the position and organization.
The phone screen saves managerial time and eliminates unlikely candidates. While I recommend developing customized phone screen questions for each position, these phone screen best practices will guide you.
You want to ask enough questions during the phone screen to determine if the person is a viable candidate. Remember, you have already screened many resumes and applications to come up with a short list of applicants eligible for a phone screen. Applicants you phone screen should be your best prospects at this point in your recruitment process.
So what should you expect from the candidate during the phone screen? In order to compare each candidate equally, your first interview must be consistent for all candidates. Establish a template that will allow you to compare apples-to-apples.
Maybe you can use a template something like this:
Initial Phone Basic Information
Candidate’s Name: ____________________________________________
Today’s Date: ______________
Resume Attached: YES ___ NO ___
Position Title/Location: ________________________________________
Initial Phone Interview for the Specific Position
Assess the experience of the candidate in the position you are recruiting. (Example: How many years of inventory management experience do you have?)
Assess the experience of the candidate specific to your needs. (Example: Tell me about your experience with an inventory of over half a million parts.)
Assess the experience of the candidate specific to your needs. (Example: Tell me about your experience with computerized inventory control systems.)
Describe your educational background and experience.
Not to limit you or commit you to a certain dollar figure, but what’s the minimum salary you’d consider right now to accept another position?
Are you willing to agree to have a drug test, a criminal background check, references checks, educational background checks and others as appropriate for this position?
YES __________ NO ___________
If the candidate's responses to these questions satisfy the phone interviewer, proceed with the interview.
If not, tell the candidate that you have other candidates who appear to have credentials and experience that more closely match the expectations of the position. End the phone interview.
Learn About Past Company and Job in the Phone Interview
What size was the organization where you last worked in terms of revenue and employees?
What were the organization’s primary products and markets?
If the person had reporting staff, how many people reported to you directly – what were their titles?
If the candidate is not currently working, why and when did you leave your most recent position?
How have you spent your time since you left your most recent position?
Determine the Candidate's Degree of Success During the Telephone Interview
How did your most recent position support the accomplishment of the mission of your organization?
In your previous position, what do you consider your greatest accomplishment(s)?
What were your most significant failures?
How would your supervisor and coworkers describe your work?
What is your reason for leaving your current position?
If currently employed, what would need to change at your current position for you to continue to work there?
Determine Candidate's Work Environment and Cultural Needs
Describe your preferred work environment.
Describe the management style you exhibit and prefer.
What must exist in your work place for you to be motivated and happy?
(courtesy http://humanresources.about.com/cs/recruiting/a/phonescreenform.htm)
