Phone interviews allow companies to filter candidates before in-person interviews.
Additionally, phone interviews provide firsthand account of communication skills and personality. It’s a great way to get to know the candidates before inviting them for in-person interviews.
Simple Phone Interview Questions to Ask
Here are some simple phone interview questions, answers, and examples.
First and foremost, introduce yourself and your position with the organization. Thank the candidate for taking the time to participate in the phone interview. The interview should be pleasant and the candidate should feel comfortable.
Can You Briefly Discuss Your Work Experience?
Here, you allow candidates to express their communication skills and discuss their qualifications for the position. Don’t interrupt, give candidates time to talk. Are they effective communicators? Do they highlight their work experience and effectively get to the point?
Candidates should always review their resume prior to a phone interview. Their answers should be brief, concise and to the point. For instance, they should mention a strong point from each position and how it relates to the current position they are interviewing for.
I have a strong work history and am very committed to companies I work with. For example, in company XYZ, I increased sales by 80% with analytical marketing. Additionally, in company TCB, my sales team found gaps in relationship marketing and we increased sales for the organization by 120%.
Why Are You Leaving Your Current Position?
This is a very essential question to ask doing a phone interview. It shows if candidates job hop or if they are committed.
Candidates should always have acceptable reasons on why they are leaving their current position. Red flag answers include, “I had problems with management” or “there were no opportunities for growth.”
These answers could provide insight to the future of the candidates. For example, having problems with management shows the inability to solve conflicts. Additionally, when candidates say they had no opportunities for growth, most likely their previous management team did not see them ready for growth. Here are two examples of acceptable answers to the question.
My previous position was a temporary contract position with a set end date. The project was completed, and we finished our term.
The company I currently work for is fantastic. In fact, they are sad to see me go, but respect my decision. After four plus years growing with the organization, I’ve decided I want a change in the industry I work in. Your organization seems like an ideal fit for the industry that I’d like to get into.
How Do You Address Disagreements With Someone?
It’s important to understand how candidates will handle difficult situations. The fact is, we all have disagreements. By asking this question, companies can have an insight on how professionally the candidate will respond to disagreements.
Candidates should be able to explain how they would address disagreements. For example, would they request a one-on-one to discuss their disagreement? Or would they avoid difficult conversations? Candidates should provide their approach and give examples of how their approach was successful in the past.
Unfortunately, disagreements are inevitable. I look at disagreements as opportunities for improvement. When I disagree with someone, I like to request an individual meeting. I compliment their position with respect and then convey my position in a professional manner. Furthermore, I convey my position as an opportunity for improvement. Afterwards, I make sure that if they don’t agree with my position, our mutual goal is to work together towards the success of a common goal.
Why Should We Hire You?
Ask candidates to explain why they are best qualified for the position. By asking this question, companies can identify key strengths from the candidates and how they will be a benefit to the organization.
Candidates must be able to highlight their experience related to the position. In addition, candidates should emphasize on their personality and how they would be the ideal cultural fit.
I believe I would be the ideal fit because I have extensive experience in the specifics of the job description. With my background, I’m confident I will be able to meet and exceed expectations. Furthermore, I have a positive, can-do attitude and look forward to connecting with the rest of the team. I’m very excited about the opportunity and can’t wait to get started!
In conclusion, phone interview questions should be designed to screen candidates quickly and effectively. By asking these simple questions, companies can effectively identify the right candidates for their hiring needs.
If you need assistance with your hiring needs, please contact Tier2Tek Staffing, call (720) 722-2385 or email Staffing@Tier2Tek.com. In short, we have decades of experience interviewing and can source ideal candidates for your unique hiring needs. Finally, please refer to the U.S. Equal Employment Opportunity Commission prior to contacting any interviews.