An important part of a recruitment process is the phone screening. This stage allows recruiters to narrow down the pool of possible candidates to take through to formal interview. From a candidate perspective, this is your second opportunity to shine (first being your written application!).
Record a professional sounding voicemail
If you’re actively applying for positions, you can expect to receive a call or two. In case you’re busy in your current role or life admin, it’s a nice touch to ensure that your voicemail sounds professional to give a good impression.
It’s ok to reschedule this call to a more suitable time
If you do happen to answer your phone and the timing isn’t quite right, it’s perfectly ok to ask the recruiter to reschedule (within reason, of course!). Whether you ask for 10 mins, an hour or a day, make sure that when you reconnect, you’ve prepared yourself and are ready to go. An advantage of a phone screening is that you can have all your supporting documents ready, like your CV and cover letter; and websites open, for reference.
Prepare succinct answers for common questions
A phone screening usually consists of high-level questions and takes around 15 - 30 minutes to complete.
We list some common ones below:
‘Tell me more about yourself.’ or ‘Take me through your career journey.’
The recruiter will likely have your CV in front of them, so this is a way for them to quickly crosscheck your background against what you have written. This is also an opportunity to bring your career journey to life, including any decisions about the direction it has taken.
‘Why are you interested in this role?’
This is designed to gauge your genuine interest in the position and the company. Companies like to know that you have at least done some preliminary research to understand more about them. For example, you might like to highlight your values & goals and how they align with what they’re looking for. Or speak to a particular project or work that they have done that excites you.
‘Why are you looking for a new role?’
This question helps a recruiter understand your reasoning for seeking a new position and your current work situation.
‘What are your salary expectations and are there any other benefits that are important to you?’
Recruiters typically like to ask this question early in the recruitment process to ensure that your salary expectations are likely to be met when it comes time to offer and negotiation stage. One of the advantages of working with a recruiter is that you don’t personally have to negotiate with the hiring manager. Recruiters want to see their candidates flourish and will try their best to negotiate a salary level that everyone is happy with.
‘When are you available to start a new role?’
This question helps company’s understand timelines so they can plan effectively for welcoming and onboarding a new staff member. Situations can vary greatly depending on candidate availability or client needs.
‘Are you applying for other roles and have you progressed in any?’
This helps the recruiter determine how quickly to move you through the recruitment process. For example, if you are at interview stage for another role, they may be at risk of losing you if their process is in the earlier stages of screening and longlisting candidates. It’s best to be honest in this situation, so that everyone is on the same page and the recruiter can manage expectations with all parties.
Prepare to ask questions
As much as you are being assessed for your suitability for a role and company, this is also an opportunity for you to do the same.
Recruiters like to see that you have put some thought into your application and are engaged with the process. Then, when they meet with clients to discuss who to progress to interview stage, they can communicate your enthusiasm with them.
Questions you might like to ask include:
‘What does a typical day look like in this role?’
‘Is this a replacement or growth role for the company?’
‘When can I expect to hear back from you regarding the next steps?’
Whilst a phone screening may seem less formal, it’s a crucial part of the recruitment process that should be given the same level of care and preparation that you would do for the other stages. With a little preparation, you’ll be in the best position to shine!