The day comes where your manager or recruiter says, "I need your help with these phone interviews. Are you ready?"
Yes! Take that next step!
Here's what I prepared to make sure I got the information I needed.
When you first start interviewing, you are likely not an expert in the technical aspects of the position. We all start somewhere. Here are some questions I ask, which allow me to learn a lot more about the work the candidate did, and be able to use this knowledge in future phone interviews. Take good notes!
- Tell me about your role and responsibilities in your current position. What does a typical day look like?
- What is something in your career that you are most proud of or consider a major accomplishment? How did you go about making it happen?
- What are your greatest strengths that you feel would set you apart from other candidates? You may get good examples of team work, multi-tasking, etc. Ask about technical strengths too.
Compliance related topics can be intimidating. Preparing ahead of time how you are going to ask and respond can help alleviate the stress.
- Are you legally eligible to work in the United States (or wherever the position is located)?
- Will you now or in the future require visa sponsorship for employment at COMPANY NAME? Be aware of and read your company's sponsorship policy ahead of time and ask your manager if the role you are interviewing for is eligible for sponsorship. If the person does need sponsorship and your company does not offer it, you can say thank you for your interest, but we do not sponsor applicants for work visas.
- Can you describe how you would perform the essential job functions with or without reasonable accommodation? Be knowledgeable ahead of time of what the essential functions of the job are. Most companies will list these in their job posting/job description. Candidates may bring up their medical conditions/histories in an interview. It's important to focus only on the essential job functions and if needed re-direct the conversation back to their experience.
- What are your salary expectations? Share the range if you can. If their expectations don't align with the range, ask if they still want to move ahead in the process. It's best practice to not ask for their current salary. In some states you cannot ask about current salary.
- If the position requires a criminal background check, you can let the candidates know that upon an offer being accepted, a criminal background check is required. You may find that once you state this, candidates divulge information about their criminal histories. If this happens, thank them for sharing that information and let them know that they will have a chance to provide more details if an offer is made and background check is initiated. If they continue to talk about their history or ask if they will still be considered, a good way to answer is: we consider each candidate on a case by case basis depending on the situation.
I hope you're feeling more confident to start interviewing. You got this!