Second Telephone Interview Questions Screen Job Applicants Fast

As a business owner or manager, the purpose of the second telephone screening interview is to arrive at your short list. This second telephone screening interview comes after your staff has made an initial call confirming dates of employment and facts presented in their resume. Only call candidates yourself that deserve a closer look reducing the number of applicants you personally have to decline.

The objective of the second telephone screening interview is to narrow the field by getting a feel for the applicant's general attitude, communication ability, energy level and enthusiasm.

Before making the call, take a few moments to look at the job analysis and personality profile you prepared before these interviews to focus your thoughts and feeling on exactly what you're looking for. Take notes of the interview so you have a record of the telephone conversation.

Telephone Screening Questions

A good opening question is: "What type of experience do you have?"

Asking for type of experience rather than how much you get at depth and quality, and makes it harder for someone to try to snow you with quantity. If you get an answer stating number of years experience, ask follow-up questions to determine if there was progressive responsibility, or several years of doing the same thing?

"What do you feel is the most important aspect of your current job?" This can reveal quite a lot about their view of their work life. "What would you say are the primary personal characteristics your current job demands?" See how closely their answer matches the job analysis and personality profile you've prepared.

"How does your job relate to the overall goals of your company?" See how much they're in touch with the bigger picture.

"What aspect of your current job do you enjoy the most, feel the most successful at?" Note how well their response matches the crucial functions of your own opening.

"What do you like the least, or is the most mundane aspect of your current job?" Ask follow-up questions to see how the person deals with the negatives of the job.

"What are you seeking changing jobs at this time?" Listen closely to their stated motivation. Can you give them what they're looking for?

This is often a good point to bring up money. Ask, "By the way, what type of salary are you looking for?"

If they mention a figure that's more than you can offer, it will eliminate spending any more time on the applicant.

A smart applicant will answer "Well, that depends on the job. What are you offering?" Your response could be "Well, that requires going into more detail than we can discuss on the phone, but how much are you currently making?"

Or you may want to describe the job in general terms and then ask, "How much, in your opinion, do you think a job like that should pay?"

Candidates will tend to inflate their self worth. If you feel this is happening, give them a face saving out by stating, "Actually, I was interested in your salary, not the value of your total compensation package."

Move the conversation past the sometimes difficult discussion of money with, "What else should I know about you and your qualifications for this job? Is there anything more you think is important to share with me?" This gives the candidate an opportunity to shine and finish the interview on a positive note.

To see if they can match your schedule, "Are you available for this job, and on what type of timetable?"

If you come to the conclusion during this telephone interview that they're not a good fit, tell them so by saying, "Competition for the job is intense, and I have several others I need to talk to. You do have some unique skills though, and I'll keep you in mind if something comes up in the future."

If you're not sure, tell them, "I'm talking to several others, and I'm not sure you'll make the short list. But while I'm deciding, will you write me a letter emphasizing your relevant strengths?"

If the candidate seems able and motivated to do the job, and you want to talk to them further, set a date for a face to face interview in your office.


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Steve Penny author of Hiring The Best People has been asked to speak on How To Motivate Employees at the largest human resource conferences in the world. Video clips of the 7 Ways To Motivate People That Don't Cost A Penny may be viewed at http://hiringthebestpeople.com