When you need to find the ideal candidate for your open position, conducting a phone screen is an excellent addition to the hiring process. It gives you the ability to assess whether the applicant is a potential fit for the role without the amount of time or energy required to schedule and conduct in-person interviews.
Whether you have a long list of possibly qualified candidates or simply want to narrow down the group before scheduling in-person interviews, here is how you can evaluate the fit factor through a phone screen.
Focus on Skills and Experience
During a phone screen, the first thing you need to do is determine whether the candidate has the right skills and experience to be successful in the position. Since this is an initial interview, it’s okay to be direct with your questions.
For example, you can ask them to tell you how many years of experience they have in a particular job, the field, or even with a specific piece of software. Similarly, you can request they list their education-related credentials, such as degrees and certifications.
Make sure the questions directly relate to your needs and prompt a particular response. If the inquiries are too open, you may not end up with the information you need.
Touch on Cultural Fit
Every company has a culture, and finding a candidate who will mesh well with the environment increases their odds of success. During the phone screen, don’t forget to ask a few questions that touch on key points, such as their preferred physical environment or management style.
For example, requesting they describe their ideal workplace or manager can provide you with valuable insights, allowing you to see whether they would be a good fit in regards to the current culture.
This allows you to assess whether the job seeker would be comfortable in your workplace or if they would struggle in the environment.
Ask About Minimum Salary Requirements
If you are working with a limited budget, asking about the candidate’s minimum salary requirements may be a wise move. This lets you know if what you would be able to offer and what they need to accept a job are within the same ballpark. If their needs don’t align with what you can do, you know they aren’t the right job seeker to pursue.
When you ask about minimum salary requirements, it’s important to state you aren’t attempting to limit them or force them to commit to a number now. However, even with that said, some candidates won’t want to disclose that information at this time, so you’ll need to decide how you want to proceed if they choose to decline that question.
By covering the areas above, you can successfully evaluate the fit factor through a phone screen. If you would like to learn more, the knowledgeable team at The Squires Group can help. Contact us to discuss your hiring needs today and see how our services can benefit you.