Telephone or Skype screening interview
Posted: Thu Jan 23, 2025 8:26 am
Generally, and for almost all jobs it's a three stage process:
STAGE ONE:
This one can be run by HR and/or somebody who will speak the candidate's language.
Make some early assessments, but don't get caught up in detail. Have they got a pulse? Are they who they say they are? Cover some general package stuff. Are there any real impediments to stop this candidate? Can they string a sentence switzerland phone number library together? 15 minutes should sort this one out. Don't get too anal - there's still plenty of time for that. Tell them the timescale, and manage their expectation about the process - but also keep things positive. They need to become motivated in the process.
Assuming they pass this hurdle, invite them to:
STAGE TWO: First Face-to-Face Interview
This should be run by their boss-to-be. The two need to get to know each other. Ask all the good questions you like. Probe on answers you don't understand. You could also throw in some role play to test their skills (but don't ask somebody to sell you a pen. You can do better than that). See if the candidate has made any effort to do some research beforehand. Take notes - you'll need these again at the next interview if they make it that far. You want to make sure you make the best appointment you can, so take care.
If everything's going swimmingly, get them to do an online psychometric. Read it after they've gone and assess if the person you've just interviewed is anything like the person described in the psychometric. DON'T take the psychometric as an absolute, just make sure it helps you remain objective. If you have any doubts, you can check them again if you decide to invite them back to:
STAGE ONE:
This one can be run by HR and/or somebody who will speak the candidate's language.
Make some early assessments, but don't get caught up in detail. Have they got a pulse? Are they who they say they are? Cover some general package stuff. Are there any real impediments to stop this candidate? Can they string a sentence switzerland phone number library together? 15 minutes should sort this one out. Don't get too anal - there's still plenty of time for that. Tell them the timescale, and manage their expectation about the process - but also keep things positive. They need to become motivated in the process.
Assuming they pass this hurdle, invite them to:
STAGE TWO: First Face-to-Face Interview
This should be run by their boss-to-be. The two need to get to know each other. Ask all the good questions you like. Probe on answers you don't understand. You could also throw in some role play to test their skills (but don't ask somebody to sell you a pen. You can do better than that). See if the candidate has made any effort to do some research beforehand. Take notes - you'll need these again at the next interview if they make it that far. You want to make sure you make the best appointment you can, so take care.
If everything's going swimmingly, get them to do an online psychometric. Read it after they've gone and assess if the person you've just interviewed is anything like the person described in the psychometric. DON'T take the psychometric as an absolute, just make sure it helps you remain objective. If you have any doubts, you can check them again if you decide to invite them back to: