While it sounds basic, in our experience a large number of recruiters don't do great initial phone screens with candidates.
It's extremely important to have a great initial phone screen with a candidate because:
1. It helps you determine whether they are a good fit for the role and your organization.
2. It's an opportunity to evaluate their skills, experience, and fit for the position, as well as to learn more about their career goals and interests.
3. A phone screen can also help you save time and resources by identifying candidates who are not a good fit early in the process, rather than investing time and resources in a full interview with them.
Some common mistakes that people make during a phone screen include not having a clear understanding of the job requirements and the candidate's qualifications, not asking enough questions, or not paying attention to nonverbal cues. It's important to be well-prepared and to ask targeted questions that will give you a sense of the candidate's fit for the role and your organization.
It's also important to listen actively and pay attention to the candidate's responses and tone of voice, as these can provide valuable insights into their fit and potential as an employee.
Here are some tips from recruiters at Rocket who have conducted thousands of phone screens:
- To being with, it is important to allocate enough time for the phone screen - this may vary depending on the complexity of the role and the number of candidates being considered, but a good rule of thumb is to allow at least 30 minutes for the call. This will give you enough time to cover all the necessary topics and get a good sense of the candidate's fit for the role.
- Secondly, make sure the candidate knows the the logistical details - is it a phone call or a Zoom call or Google meet? Is it a voice call only or a video call as well? If a phone call, will you call them or are they supposed to call you? Our advice is to do a zoom video call with a waiting room - gives you control as a recruiter if you are running late but also provides video to build a better rapport as well as automated notes transcription etc.
- Start with an introduction of yourself and a brief overview of the role and company - this is an opportunity to provide the candidate with some context about the position and the organization, and to set the stage for the rest of the call. Many times recruiters will go directly into their questions - this is a mistake for two reasons. First, this information is critical for a candidate to respond effectively to your questions. Secondly, it often saves time if the candidate is not interested.
- Have a structured set of questions you ask - don't wing it with every call. Have the same set of questions you will ask every candidate for the same role.
- Have the candidate walk through their resume - a good starter question is to have the candidate walk you through their resume chronologically backwards. It is important to ask the candidate about their relevant experience and skills, and to probe a bit deeper to understand their motivations and goals.Don't be afraid to interrupt and ask questions!
- Make sure you discuss soft skills also - as you are discussing the candidate's background and experience, it is also important to assess their fit for the role. This may involve asking about their strengths and weaknesses, their communication and collaboration skills, and their ability to work in a team.
- Discuss compensation - while it is uncomfortable to do so, make sure you discuss compensation and whether it aligns with the role. Of course, keep in mind any legal rules around compensation in your locale such as prohibitions on asking for current salary or having to provide a salary range if asked.
- Tackle any logistical issues - it is also important to tackle any logistical issues such as visa, location of the role, whether it is remote or hybrid or work from the office in this call.
- Always discuss next steps - at the end of the phone screen, it is important to discuss the next steps in the recruitment process. This may include scheduling an in-person interview, sending the candidate a skills assessment, or requesting additional information. Be sure to provide the candidate with clear instructions and deadlines for any next steps.
- Immediate rejection - if you don't think the candidate is a good fit for the role, let them know during the call itself! I know it is easier to send the rejection email letter from the ATS but much better to reject then and there.
By following these guidelines, you can structure an effective initial phone screen that will help you determine whether a candidate is a good fit for the role and the organization and build the best pipeline for the role. Remember that first impressions are very important - so it can be just as important to start building rapport and "selling" with the best candidates starting from this initial call.
About Rocket
Rocket pairs talented recruiters with advanced AI to help companies hit their hiring goals and knows technology recruiting inside out. Rocket is headquartered in the heart of Silicon Valley but has recruiters all over the US & Canada serving the needs of our growing client base across engineering, product management, data science and more.
