Saving time without sacrificing quality hires is a demand that constantly weighs heavily on recruiters. That is why it has become standard practice to conduct a screening interview to weed out applicants who may look good on paper but are not right for the job.

But before you pick up the phone or log in to Skype, keep in mind these tips to make sure only the suitable candidate makes it to the next round of the interview process.

 

Past the Resume

A screening interview is not meant to be a replacement for a formal interview. An effective screening interview should not include an in-depth review of the resume or a detailed explanation of the organizational structure.

Instead, you should use the time to assess a candidate’s soft skills, such as communication, active listening, and critical thinking. A successful screening interview will leave you with a clear-cut impression afterward whether the candidate will fit well into your organization’s culture.

To make a screening interview successful you need to look past the information presented on the resume and look for signs of authenticity. Before discussing skills and training, determine whether the candidate seems excited about the job prospect or is just going through the motions. 

It is not enough to just ask a general question about previous roles. You need to probe deeper by asking questions like: “What would your previous manager say about your performance? “On a scale of 1-10, how would they rate your performance, and why?”

If the candidate is currently working, ask why they want to leave and if they are not working find out why they left. For example, a candidate who expresses dissatisfaction at their current or past places of employment because of stagnancy shows that they are looking for an opportunity to take on greater responsibilities.

Tone

As the face of the company’s brand, it is your job to interact with job seekers with an air of professionalism during every screening interview. This means being polite and fair, respecting the candidate’s time, and staying focused on the task at hand.  It is easy to lose patience and race through a screening interview as quickly as possible when you have to conduct them one after another, so keep reminding yourself that a candidate is evaluating you just as much as you are them.

Video Screening

These days digital platforms such as smartphones, social media, and video platforms are the industry norm in attracting new talent. Performing a screening interview over video instead of over the phone shows that your brand is something worth looking into.

Although using video is not essential, the non-verbal clues are certainly beneficial. Does the candidate look nervous or confident? Is he or she smiling or frowning? These are just a few of the many non-verbal clues recruiters can use to paint the bigger picture.

An added benefit to screening candidates via video is in case you did not quite catch what was said the first time around. Most video platforms give an option to “rewind” the conversation. Keep in mind though that the last thing you want to happen is a violation of privacy lawsuit land on your desk, so make sure to obtain permission before recording the conversation.

Red Flags

During the screening interview, keep a close eye on how the applicant is communicating their abilities and responding to specific questions. If it sounds like they are multitasking during the conversation than take it as a clue that they are not really interested in the position.

When reviewing past employment, alert bells should start ringing if they start badmouthing their previous employer. It not only demonstrates poor tact and professionalism but also the inability to accept some sort of responsibility.

It does not hurt to discuss salary and benefits during the screening interview because it clearly defines expectations. However, if the candidate keeps coming back around to money during the conversation than it is a good indicator that they are only looking for a paycheck.

 

A screening interview can be stressful on both sides of the phone. Keep it relaxed and simple by primarily focusing on soft skills instead of the nitty-gritty.  If conducted properly you will save yourself a lot of time that can be better used elsewhere without sacrificing the chances of landing great talent.