Companies are increasingly using phone interviews at the early stages of screening candidates, before inviting them on-site for in-person interviews. This is a way to efficiently screen through large candidate pools, as the average job has over 250 applicants. Moreover, the phone screen is typically conducted by recruiters, many of whom may be remote, so the phone screen is a good medium to tap into remote talent and reduce the recruiting overhead for the hiring manager.
What is the interviewer looking for?
The recruiter has three main goals for a phone screen:
1. Confirm level of interest
Hiring managers have a limited amount of time, and a recruiter's first filter is to make sure they are passing along candidates who are truly interested in the role. We are in the era where recruiters reach out to candidates more often than the other way around, and often prospective candidates will take a phone screen just to get interview practice and see what the market is willing to pay. As such, recruiters use the phone interview to ensure you have a genuine interest in the company and the role.
2. Match core skills
A recruiter will not typically conduct a deep-dive on each of your core skills -- rather, they want to make sure you have general experience in the core requirements of the job. For example, if you are interviewing to be a digital marketing manager, interviewers are less likely to get into the specifics of how you measure the success of a marketing campaign. However, they will want to ensure you have indeed run marketing campaigns of similar size and scope as theirs. This is more of a checklist approach rather than grading your skills in each category.
3. Assess culture fit
Behavioral interviewing is how most companies comprehensively assess "culture fit" in later rounds. However, the phone screen is also meant to do a preliminary check on how well suited you are to the company's culture. Key areas of interest for the recruiter are whether you have worked in similar environments (e.g., pace of work, level of collaboration), your overall demeanor (e.g., level of humility), and your mindset (e.g., growth orientation).
How to ace this stage of the interview process
1. Demonstrate synthesis
During a phone interview, it is easy for the interviewer to get distracted (e.g., check email). This makes it even more important to be succinct and compelling to ensure you capture their attention. This can be applied to the first question the recruiter will ask -- "Tell me about yourself." Many candidates ramble and spend too much time on unimportant details, and miss out on highlighting the core aspects of their candidacy. A practical way to solve this and demonstrate synthesis is to focus on the themes of your career progression. For example, you might describe your career in three stages: your first role, your ascension into leadership roles, and your current job, instead of reciting everything on your resume.
You can also describe your career by functional themes, especially when your career has breadth and a nonlinear path. For example, you might frame your career as being a mix of bringing new products to market, developing and coaching teams, and partnering with cross-functional stakeholders.
2. Be precise about why you want the job
As mentioned earlier, often the recruiter has reached out to you, and it is important to show you are not passively taking a call, but rather have clear interest in the role. This is why it is important to do your research on the company to understand them more deeply, and then weave that into why it fits with the career path you are charting. Specifically, you should have clarity on their mission, their ecosystem (e.g., customer segments, key competitors), and their products/services. Ideally, in your research, you will find something that truly connects with your experience and/or professional interests -- and speaking to that will show a deep interest in the opportunity.
3. Simulate a real interview environment
A common mistake candidates make is not recreating the environment that brings out their best, professional self. Often candidates will take a call from home, while reclining on their couch, and this casual attitude shows up in their communication style, dimming their professional energy.
Given this, it is important to find an environment that can simulate a professional aura (e.g., a home office, in front of a desk), and dress accordingly as your communication style will be more polished as your brain picks up on the subtle cues. The right posture will also ensure your voice projects well, as opposed to reclining on your couch and sounding muffled.
4. Ask thoughtful questions
The questions you ask toward the end of the phone screen serve as an indicator of what is important to you in the opportunity, so avoid administrative questions such as vacation policy. Instead, focus on high-value questions that show you are thinking about things that really matter such as "What does success in the role look like?" These questions will also better prepare you to engage on a deeper level in the following rounds, especially when speaking with the hiring manager.
5. Avoid reciting from paper
Some candidates use phone interviews as an opportunity to script their answers and read them word for word. This takes away from having an authentic conversation, and most interviewers can sense when you are reciting from a script. Instead, you can have a few bullet points written out that you want to make sure you cover in the conversation and also have your resume handy so you can speak to specifics when asked.
This article originally appeared on Glassdoor.com.
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