I consider the telephone screening interview to be one of the most awkward recruiting tools used. But it is one that if properly handled can be very impactful for recruiters and candidates. Recruiters, particularly outside recruiters, are probably more adept at handling these calls because that’s the basis of their business. In many respects it’s getting the person on the phone and pre-screening to a set of job specifications. If you make the grade, you are asked for a resume, and invited to have a face to face screening interview. However, in the new order of corporate budget constraints, before the live interview, many candidates are also asked to take a screening phone interview with a corporate recruiter, a line person working in the area for which you are being considered, or both. If you are working with external recruiters more than likely they will supply both sides with all the relevant information to ensure a productive call. Unfortunately, that’s not true in all cases, and the recruits need to take the initiative to get the best results for both sides. The candidates need to get as much information about the company, the department, the job, and qualifications needed for the job. They also need to get a meeting agenda. How long will the interview take. Who will be on the call. What do they do with the organization. What kind of questions do they want answered. Ensure that you have all the information you need to prepare for the meeting. Also ask them, if they have all the information about you that they need. Don’t be bashful but don’t be obnoxious. Ask them how you measure up to what they are looking for so you can respond to any shortcomings they see. When you are on the call, eliminate any distractions. Stay focused. At the beginning of the call, ask them how the call will be structured, listen well, and answer all their questions succinctly. Remember the purpose of this call is to get you the face to face meeting. You also should have time to ask them questions about the organization, the culture, the job, and career opportunities. At the end of the call, thank them for their time ,quantify the time frame for next steps, and what those steps will be. A thank you e-mail or letter for their time would not be inappropriate. Now that you have successfully crossed hurdle of the phone interview, let’s get you ready for the face to face meetings
ABOUT THE EXETER CONSULTING GROUP
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THE EXETER CONSULTING GROUP (TECG) is an executive consulting and search organization focused on the financial services industry.
At TECG we believe executive consulting and search are neither an art nor a science although they reflect aspects of both. Our view is that consulting and search are strategic processes that have significant implications for a business unit and the entire organization. Mutual success depends upon the strength of the partnership between the client organization and TECG, and how effectively relationships and team participation develop. The ultimate goal is not the process itself but, the output of the process: successful candidates or applicable strategic methodologies that meet the expectations of the client.
This is how we have built extremely successful relationships with our clients over a combined 96 years of human resources and talent search experience.
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