Phone Interview Checklist

leondumoulin.nl – Learn to make a checklist before phone interviews in this series of the 37 best phone interview tips from Career Coach Peggy McKee.
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Firing off a quick email like this puts them on the hook to plan ahead rather than surprise you:. LinkedIn is the obvious great place to start. If there are endorsements and recommendations, these can give you a feel for what a prospective boss might be especially good at. Any common themes in the praise their colleagues are sharing? Twitter is a handy guide, too: What articles is your interviewer sharing? Are their tweets opinionated and casual, or do they sound serious and formal?

You just want to leave enough curiosity that the interviewer becomes excited to learn more about you throughout the interview. Take a few minutes to sketch out this capsule narrative and commit it loosely, not word-for-word to memory. Get one really sharp question lined up that you can pose to the hiring manager. Sure, you can brainstorm three or five if you have time, but interviews ted to get truncated more often than they drag on longer than expected—so think about the No.

But knowing what to keep an eye or ear! You can tell a lot from how they respond to this question. I remember asking this question once to a candidate whose work history actually looked damn good on paper. She literally burst out laughing.

7 Essential Questions To Ask When Phone Screening A Candidate

Do you really expect me to know why I specifically applied to yours? Probably because I desperately need to find a new job. Does that answer your question? It may feel strange to ask this one over the phone, but believe me it can reveal a lot. Are you the first person they are speaking to? Is yours the only position they have applied for recently? Or have they already been for five interviews this week? Perhaps they even have an offer pending?


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Ask them to create a wish list for their next role and get them to talk through it right there with you over the phone, including:. Assuming you then decide to bring them in, you will also be able to refer back to their wish list during the face-to-face interview. Whilst it might cause an awkward silence or a nervous cough, you are more likely to get a straight answer. Asking this question can also suddenly make the whole job hunting process become very real for any job seeker.

You might get a similar reaction here to the question about their notice period. The way an applicant responds to each of the above questions can tell you a lot about them and about just how serious they are about finding a new job.

So listen very carefully to what they have to say. Remember you have two ears and one mouth for a reason. I've been a hands on recruiter, manager, trainer, coach, mentor, and regular speaker for the recruitment industry for nearly 25 years. Why do you recommend asking about their current salary? You know, I understand that position, but people can be so ambiguous when it comes to money.

Sure, the candidate wants a raise.

Your Interview Checklist: What to Remember Before, During, and After

Everyone wants more money, and more money pays us more money, too. The objective, in my opinion, is to find rare talent and market that talent. The money will take care of itself. Marketing the truly exceptional is where the fun is.

1. Confirm everyone you’ll be meeting with

There are significant issues with asking for current salary. Some states are making it illegal. Others are considering similar legislation. This is partly to close gender gaps in compensation. I agree with True Blood. What salary range are you looking for is a better way to approach it. In the case of not having viable candidates already, that 6 week waiting period will look real good in 6 weeks when you are still processing candidates, especially if the one who you had to wait for was that good. I know I would wait 6 weeks if I was designing a video game and Shigeru Miyamoto told me he would take that long.

7 Questions You Must Ask In Every Phone Interview

I also could care less what they earn now. The question is better suited to be along the lines of: Does that fit within your expectations?

Companies need to get over that hump. If I have 2 engineers designing a product and they are both expected to perform A,B,C then their pay should be aligned to the role. They are performing the same responsibilities.

As they develop and obtain more responsibilities they will receive the pay for those. Just a discussion on Comp that will get lots of comments I am sure.