Punctuality: A phone interview can quickly give you an idea of whether a potential candidate is punctual or not. A candidate’s inability to call in at the scheduled time can be an alarming indicator of where they stand regarding time management. While there are legitimate reasons for a person calling in late for a phone interview, a simple explanation of “I lost track of time,” will most likely not favor well for them.
Excitement/Interest: You can not only see someone’s excitement for a job in their body language, you can hear it in their voice. If a candidate sounds disinterested in your open position over the phone, there is a good chance of receiving the same apathy in person. It is also important to ask an applicant on their thoughts of your company and the type of business you work in. If they have nothing to add to the conversation. It is usually a clear sign they have not taken the initiative to learn about your brand.
Required Skills and Experience: If you find that an applicant is missing one or some of the required skills/experience for the position you are filling, a phone interview can help you briefly discuss the situation with them. You can explain to an applicant where a certain skill requirement is missing on his/her resume and/or cover letter and hear their explanation. Perhaps an applicant failed to input a past job in their resume that actually required them to perform the skill needed for your position. Perhaps, an applicant will express a level of confidence in their work that will convince you they are capable for the job. No matter the outcome, having this conversation over the phone will help you decide whether to bring them in to interview in person.
Employment Gaps and Short Employments: On the other side of the spectrum, you can have that applicant who has all the experience and skills needed for the position, but you notice some red flags on their resume in terms of employment gaps and/or short job retention. An applicant who hits all your marks for a required skill set could still be worth your time, despite them having a shaky work background. By conducting a phone call, you can get an explanation and perhaps a better understanding of the applicants work history and then decide if you still want to pursue them as a potential candidate.
Initial Salary: Even if you have the exact salary displayed in your job posting, there will still be applicants who will have other figures in mind for the position. Salary/wage negotiations will always be a part of the hiring process. Phone interviews are an efficient way of having the initial discussions before bringing a person in to talk face-to-face. By briefly discussing a job’s pay, you can figure out where an applicant stands on the matter and see if they agree with the initial pay.
REMINDER: Always check with your HR department and/or legal department to ensure that all your hiring practices abide by the regulations provided by the EEOC as well as all other state and federal labor laws.
Here at Sentinel Background Checks, we pride ourselves in our ability to conduct comprehensive pre-employment background screenings. With all our experience and industry credentials, including a NAPBS accreditation, we guarantee a safe and exceptional background check for all your future hires. Check out our homepage at sbchecks.com for more screening resources.