The document discusses different types of interviews and provides guidance on phone screens, phone interviews, and Skype interviews. It outlines 5 general steps for all interviews: introduction, obtaining information, discussing the position, answering applicant questions, and ending the interview. It distinguishes between phone screens to schedule interviews and full phone interviews, and recommends using phone interviews as a meaningful part of the hiring process. The document also provides tips for using phone and Skype interviews to fill in missing information, assess communication skills, and gauge interest and fit.
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Types of interviews
1.
2. There are many different types of interviews but
they should all generally follow these 5 steps
• Introduction & Welcome
– Establish rapport and explain the purpose of the interview
• Obtain Relevant Information
– Use job-related questions
• Discuss the Position
– Provide full information about duties and responsibilities
• Respond to the Applicant’s Questions
• End the Interview
– Express appreciation of their time
– Explain when decision will be made and how they will be
notified
3.
4. Phone Screen vs. Phone Interview
• A phone interview should be scheduled with a
candidate
• A phone screen is merely the call to set up that
interview, and ask a few basic things (phone
number, best time to call, interest level)
• To be fair to the candidate, give them an
opportunity to schedule the interview
• Set up a phone interview after phone screen
5. The Phone Interview
As an employer, you are looking for 3 things
– Fill in any missing information
– Assess communication
– Gauge interest and fit for the position
Most important: Make the phone interview
count as a meaningful part of the screening and
hiring process
6. The Phone Interview: Missing
Information
• Filling in any missing information is done to
make sure the candidate has the right skills
and abilities for the job
• Make sure you have a copy of their resume
and job description on hand
• Jot down questions on their resume that need
clarification
• Anything that is unclear needs to be addresses
at a preliminary level before the candidate is
brought in for a face to face interview
7. The Phone Interview: Assess
Communication
• The phone interview gives you a chance to
assess verbal communication skills
– You can tell more about how things are said rather
than what is said
• Warning signs
– Long pauses when asked clarifying questions
– Lots of uh’s and um’s or stumbling over answers
– Lack of preparation
– Not in a quiet place
8. The Phone Interview: Gauge Interest & Fit
• To gauge interest, ask candidate about what
they are looking for in their next position
– Ask them to explain why they applied or
expressed interest
• Gauging fit is a bit more difficult
– Ask the candidate about their style of work, or
ideal work environment
– Gain a better understanding about what they are
looking for and what they are accustomed to in
their job
9.
10. Skype Interviews
• Done online and provides video feed of both
the candidate and the interviewer
• Allows you to interact with the candidate and
see their professional appearance
– Great alternative for candidates who cannot come
onsite for an interview
• Make sure there is a good connection on both
ends (employer and candidate)
– May be necessary to do a trial run
11. Skype Interviews
• Make sure to answer any questions the
candidate may have about the video process
• Look at the camera, not the screen
• Be aware of possible interruptions
• Make sure candidate is professional in their
dress and demeanor
• Consider having other employers review the
interview after completion