Let’s face it: Phone screenings can be challenging. More often than not, it’s your first opportunity to have an in-depth discussion with your candidates, and there’s a lot of ground to cover in a short period of time. You have to make a great first impression, give them more information about the company and role, and gather all the information you need to make an informed decision — all in the course of one brief phone call. That’s why it’s so important to ask the right questions.

To help you get more out of every screening, we asked recruiters and talent professionals to tell us their go-to phone interview questions. Here are 10 of the most useful, eye-opening, and creative questions they shared.

1. “How would your manager describe you? Now, tell me — how would your best friend describe you?”

Question nominated by: Krista Williams, vice president of global talent acquisition at Sterling

This is a popular phone interview question among talent acquisition professionals, as it can give you a glimpse into how candidates view themselves both personally and professionally — and how they want to be viewed. For Krista, it’s also a good way to test how engaged and happy they’ll be in the role.

“The similarities and variances between the answers to these two questions can tell you a lot,” she says. “I find that those that describe themselves fairly similarly in both instances tend to enjoy the work they are doing more than just as a job.”

It’s OK for candidates to act a little differently around their boss than they would around close friends — most of us do. But ideally, their answer shouldn’t indicate that they’re a totally different person outside of work. If they come across as authentic and open in the way they present themselves, then what you see is probably what you get.

“If someone’s personality is similar in both work and personal situations,” Krista says, “there tends to be greater transparency later in the interview process. [That] helps decision-makers feel more connected to the candidates.”

2. “Can you share a story (about anything) that speaks to who you are from a values perspective?”

Question nominated by: Sharon Hulce, president and CEO of Employment Resource Group, Inc.

Your company’s core values should inform everything you do, so it’s crucial to hire employees who align with them. They don’t have to match up entirely, but if a candidate holds completely contradictory values, your company may not be a good fit for them.

By asking candidates to share a personal experience or story, you’ll start to learn more about how they think, act, and feel, helping you determine what their values are. For Sharon, the secret to getting the most out of this question is to always steer the discussion back to the candidate’s career, even if the story is drawn from their personal life.

“The key is to be prepared,” she says, “and only discuss personal situations or characteristics as they relate to the candidate’s work ethic and the value that they would provide to the prospective employer. »

3. “What inspired you to apply here?”

Question nominated by: Scott Vedder, engagement manager at the Disney Institute

Lots of recruiters ask candidates why they want the job. But since that interview question is so common, many candidates come prepared with a canned response. That’s why Scott puts a clever spin on the question by asking about their inspiration for applying instead.

“I found it produced far more robust, vivid stories than simply ‘Why here?’ or ‘Why are you applying?’” he says. “Asking about a candidate’s inspiration really got them talking.”

Unexpected interview questions, or twists on the old classics, give candidates pause for thought. Not only will this allow you to hear their unrehearsed answers, which may tell you more than one that’s been workshopped and practiced, but it will make the interview stand out in their mind.

Pour lire la suite de l’article, cliquez ici.

Source: , Samantha McLaren, 4 juillet 2023