by: Yin Lo | Client Relationship Manager
As a recruiter, I spend a lot of time on the phone with candidates before ever meeting them face to face. The phone can be a valuable time saving tool for recruiters and hiring managers if used effectively. In this post, I will share some ways I have found to effectively use the phone as a pre-interview tool.
During your first phone call with a candidate, clearly define the hiring process and set realistic expectations upfront. What are the steps the candidate will go through in order to be considered for the position? How many people will the candidate interview with? Approximately how long will the process take? The more you can set expectations up front for the process that lies ahead, the smoother the hiring process will go for both you and the candidate.
Next, identify “fit.” Look beyond just the skill set and ask some probing questions to determine whether the candidate will be a good fit culturally within your organization. Ask questions such as, “Describe your preferred work environment,” “To what type of managerial style do you respond to best?” “Where do you see yourself in 5 years?” These types of questions can tell you a lot about a candidate’s character; more so than questions related strictly to background and experience. It is important to ask these types of questions early on so that you don’t waste your time or the candidate’s time.
Finally, follow up with your candidates. Oftentimes, candidates may get flustered at the lack of immediate progress. We’ve all had the candidates that leave several voicemails a day and email us relentlessly. Follow up with candidates and let them know what the next step is and when they should expect to hear from you next. If the candidate is clearly out of the running, let them know immediately so that they can re-focus their job search elsewhere.
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