Prepare For A Phone Interview

Prepare for a Phone Interview The credit for this post goes to Susan Heathfield, a Human Resources expert who has been covering HR for about.com since 2000. In her HR e-newsletter, Vol. 11 No. eighty one, dated July, 2010, she writes an excellent article for recruiters about tips on how to construct questions for efficient phone screening interviews. Viewed in reverse, you can use her questions as a method to put together for a cellphone screening â€" or any in-particular person interview. Use these questions to prepare yourself for talking with a recruiter. If you are interviewing over the cellphone, you possibly can jot down notes for yourself to make sure you hit key factors about your experience or abilities. Remember that the telephone places a barrier between you and your interviewer; you should project all your power and enthusiasm by way of your voice, since body language received’t be working for you. You’ll additionally need to ensure your diction and rate of speed if you speak come via clearly over the cellphone. Here’s Heathfield’s employer guide (with my notes for jobseekers.) 1. Develop a query that will assess the expertise of the candidate within the position you might be recruiting. (Example: How many years of inventory management expertise do you have?) Prepare your self to summarize the variety of years you spent at numerous corporations and in numerous positions (it might help to have dates useful; definitely, I’d have my resume with me as a guide.) Follow up questions might embrace software, hardware and gear variations, individuals you labored for (particularly in case your experience is recent and local) and merchandise or clients you may need worked with. 2. Develop a query that will assess the experience of the candidate particular to your wants. (Example: Tell me about your experience with an inventory of over half one million components.) This is a crucial qualifying question. It tells you how much quantity you’ll be dealing with â€" how advanced the j ob is. It’s not any good to attempt fudging a solution; inflating your skills is a losing proposition. But you may be ready to talk about peak intervals in your organization or how your expertise may steadiness the speed and volume you’d experience in the new job. 3. Develop a question that can assess the expertise of the candidate particular to your needs. (Example: Tell me about your expertise with computerized inventory management methods.) Be specific in your response. Have details and figures, versions of software and different objective skills as part of your reply. If you’re discussing software or equipment, be able to price your self as a fundamental, intermediate, or advanced operator. four. Describe your instructional background and experience. This query is one of the causes I always suggest an investment in training or education throughout a layoff. If your educational background is your weak point, you possibly can focus on coursework you’ve taken or the certifi cation you’re working towards. 5. Not to limit you or commit you to a certain greenback determine, however what’s the minimum wage you’d contemplate proper now to accept another position? I want every interviewer used this format for this delicate question. If you and the company are miles aside on salary, there’s really no reason to continue the discussion, and I would appreciate hearing it sooner rather than later. Notice that the question was about “the minimal you’d think about.” That offers you room later on to adjust your salary dialogue after you realize extra in regards to the job. Ms. Heathfield gets high marks from me on this query. 6. Are you willing to conform to have a drug take a look at, a legal background check, reference checks, instructional background checks and others as applicable for this position? YES __________ NO ___________ A simple yes or no, however it does let you know precisely what you need to know for the next step. Employers are univers ally mystified by the number of candidates who agree to these checks and then fail them. This can be your likelihood to talk about an issue in your past that may flip up. You’ll have the excessive floor by bringing it up first for discussion, and the recruiter will recognize your candor. If the candidate’s responses to these questions fulfill the screener, proceed with the interview. If not, inform the candidate that you have different candidates who appear to have credentials and expertise that more carefully match the expectations of the position. End the interview. With the following tips, you’ll have a great chance at making the cut. Good luck. Published by candacemoody Candace’s background contains Human Resources, recruiting, training and assessment. She spent a number of years with a nationwide staffing firm, serving employers on each coasts. Her writing on enterprise, career and employment points has appeared within the Florida Times Union, the Jacksonville Business Journal, the Atlanta Journal Constitution and 904 Magazine, as well as several national publications and web sites. Candace is usually quoted in the media on native labor market and employment issues.