We have never conducted phone interviews when hiring. We typically bring the person into our offices to interview. I don't see how you can get to know a person over the phone. Is there something special about the phone interview we are missing?

I believe the phone interview is primarily a screening or qualifying interview. It can save you and your managers a lot of time by avoiding unqualified candidates.

A phone interview is just a microcosm of an in-person interview. We suggest identifying two or three "absolute must haves" and use the phone interview to determine if the candidate has these. If they don't then there is no reason to bring them in.

For example, for most positions initiative is a "must have." So one question you might consider asking is, "Give me an example where you demonstrated high initiative?" or "Give me an example where you did something you weren't required or ask to do, you just knew it had to be done?" If they can't answer this question in a way that demonstrates they have the level of initiative you require it probably isn't necessary to bring them in for an interview.

It is also an opportunity to determine if the person meets some of the basic box checking requirements. For example compensation, if the candidate is currently earning significantly more than you can afford it might not make sense to bring them in for an interview.

Finally use the phone interview to clarify expectations around references and background checks. Clearly state that as the process moves along you will want references and you will be doing a background check which includes, DMV, credit (when appropriate), criminal and education degree verification. Then ask, "Will there be any problem with any of these?" This is their opportunity to speak up and address any issues. I they say "Yes" you can discuss the issues to your satisfaction. If they reply "No" and something later shows up you may have an issue of integrity. Either way you at least want to know this information.

The phone interview is a great way to determine if the candidate has at least some of the minimum requirements of the job. If they do then you should take the time to meet them face-to-face. If they don't meet the "must haves" then why waste the time interviewing a candidate you aren't going to hire.

I welcome your thoughts and comments. Brad

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