Many job seekers are intimidated and confused by the stages of the hiring process. Ensuring your client has a solid understanding of the entire scope of job search will help them feel prepared and be more confident in their delivery.
Whether your client has applied to a job or has been scouted by a recruiter, the first step is often a brief screening interview.
As career professionals, what can we do to equip our clients to make a great first impression and ace their interview? The CDI Education Committee posed that question to a handful of recruiters from various industries to discover the answer to:
When you hold a phone screening interview with a candidate, what are you looking for?
We heard from five recruiters and HR professionals with feedback on:
- Key interpersonal, professional, and cultural components candidates need to demonstrate.
- Whether salary is a point of discussion.
- Ways candidates can position themselves for value alignment with the company who the recruiter is screening for.
- Moving beyond having the skills to do the job to the why, what, and how to match for opportunities.
- Difference between recruiter phone screen interviews and in-person interviews with hiring managers.
- How much is enough in the phone interview regarding answers, story, and metrics.
- Five questions recruiters want to know from candidates to screen them.
- Candidate question asking in the screening call.
Special thanks to recruiters:
Tina Nicolai | Founder and Chief Resume Writer at Resume Writers’ Ink
Christian Kaijser | Managing Director at Career Evolutions
Ron Beck | Director of Healthcare Leadership & IT Recruitment at Carecor Health Services Ltd.
Heather Bellingham | Talent Acquisition Lead at Bonfire
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