We use phone screens extensively in our sourcing activities. The first advantage to this approach is that it removes some biases from the interviewer. Second, it neutralizes a candidates ability to pour on their rapport-building skills. Thirdly, it is a much shorter time commitment than an in-person interview. I could go on, but you get the point.
CareerJournal has reposted this article – Four Tips for Acing Interviews by Phone – which made me think about the candidate side of the phone screen. Tip #3 starts with this point:
3. Prepare in advance.
If you’ve scheduled or are anticipating a phone interview, keep notes and your resume at hand, says Amy Segal, director of talent management for Verizon Communications Inc., a New York-based telecommunications company. “The interviewer is none the wiser,” she notes.
I am always befuddled by candidates whom appear to be completely unprepared during a scheduled phone screen. As stated above, the interviewer has no idea what notes the candidate has in front of them. This advantage should be exercised by each candidate during each phone screen.
Again, it is surprising how many do not incorporate this approach. Watch for it when you are phone interviewing. The candidate should be able to speak to the ad, their resume and hopefully, some aspects of your business.