While some questions are exactly the same in both an in-person interview and a phone screen, there can be some significant differences. It is important to recognize these differences and be prepared to ace the discussion.
Although the phone discussion can be called an interview, it does serve a different purpose than the in-person interview. While the in-person interview is generally the mechanism to finalize a hiring decision, the phone discussion is most likely a tool to filter out candidates. The goals are to inexpensively and quickly narrow the pool of candidates prior to devoting more time with a candidate by scheduling them in-person. This is why it is often referred to as a “screen”.
Just like with the in-person interview, be sure to practice prior to the phone screen (assuming it is a pre-scheduled discussion). Practice your voice inflection and cadence while answering questions. A tip is to actually record your voice, so you can hear for yourself how you will sound on the phone. Be conscious of your “ums”, “uh”, “likes” and “okay’s”, as all of these will be magnified on the phone.
Keep in mind that, although the line of questioning may be a tad different and you are not physically with the Interviewer, the discussion is just as important. Typically, the questions will be more general. The very specific, detailed questions are best suited for the in-person discussions.
Examples of typical phone screen questions are:
• Why do you want to leave your current job? This serves as a quick gauge for why (the circumstances) you are planning to leave your current position. Do not fall off-guard with this question and speak negatively of your past or current employer. Stress the positive regarding the opportunity in front of you.
• What do you know about the company? Often one of the first (or the first) questions asked. This serves both to level-set the Job Seeker in regards to the company, and also as a test for the benefit of the Interviewer regarding whether you have done any homework. Doing your job search homework is an indicator of how serious you are about the position. Finally, it can serve as an ice breaker early in the discussion.
• What made you apply for the position? This can provide a quick peek into what you are focusing on in the position. Be prepared with a positive answer, and not simply “I need a job”. You may also be asked how you heard about the position. Be ready with the answer, as it will serve to help the Recruiter and will be appreciated.
• What are your greatest strengths/weaknesses? This serves as a quick summary of how you rate yourself, without diving too deep. Try to tie your strengths to the needs of the position, while your weakness should be something that is not a deal-breaker and serves as an item that can be managed, developed and complemented by another.
• Tell me about your current position? You may also be asked to go back farther and provide a summary of your career. This is not the time to give a lengthy, detailed or extended answer. You will probably lose the interest of the Interviewer. Be prepared with your brief “elevator speech” for each relevant role.
• When would you be available? This will be typically asked if there is an immediate need. It is generally considered to be good practice to give notice to your current employer. This is virtually always the right thing to do. You may find circumstances where a company desires to fill the job immediately. If you are unemployed, then that may be perfect, but if you are working then a reputable employer will understand your need for a notice period.
• What are your salary expectations? If you remember, from the beginning of this article, the Recruiter is hoping to filter by asking questions. It is generally not in your best interest to tie yourself down to a number. If you must answer (playing hardball and not answering is generally a losing proposition) then give a wide range and stress your interest in talking further (at a later date) about it.
• Do you have any questions? You do not want to engage in a lengthy Q&A, but you should be prepared to ask a few basic questions. Consider asking for a little more detail about the job or the company that goes beyond the obvious (that you should know already). Avoid asking detailed questions about pay, schedule, and benefits. The goal for the Interviewer is to help filter, but they most likely will not appreciate you conducting a similar task. Be sure to close, by seeking next steps. Your goal is to secure an in-person interview, so inquire about a timeline and the best method of follow-up. This will serve as a reinforcement of your interest.
A phone screen is an essential hurdle to cross in the modern job search. Virtually all levels will have some type of phone conversation that will serve as a tool to filter or evaluate candidates. By understanding the purpose of the phone conversation and the questions that may be asked (and preparing for them), you greatly increase your likelihood for success.
As always, best of luck in your job search.
The following has been prepared for the general information of WNYJobs readers. It is not meant to provide advice with respect to any specific legal or policy matter and should not be acted upon without verification by the reader.
Joe Stein
WNY Human Resources Professional
Feel free to contact Joe Stein regarding questions or comments at:
Joe Stein
