The document outlines a guide for conducting telephone interviews, emphasizing their advantages such as efficiency and accessibility. It provides detailed guidelines on scheduling, conducting the interview, and evaluating candidates, while suggesting specific questions to ask. Additionally, it stresses the importance of clear communication and follow-up with candidates after the interviews.

1. TELEPHONIC
INTERVIEW
GUIDE

2. Is Telephonic
Interview
Needed?
Yes , Telephone interviews are a great
way to screen applicants before a face-
face interview.
They may not be everyone's cup of tea,
but telephone interviews have a lot of
advantages. They are fast, easy to
arrange and arm you with just the right
level of information to begin whittling
down your applicants.

3. Guidelines
 An appointment to be set up with candidate, providing at
least one week’s notice.
 Make sure the contact number at which you reached the
candidate is the number to be called for the interview.
Also , coordinate the interview with the availability of
Interview panels.
 Schedule the interview calls for no more than 30 minutes.
 Determine if all interview panels will participate in the
interviews or if only one or interview panel will be asking
questions.
 Introduce all the interview panels present in the
interview
 Review the candidate’s application materials including
any references prior to interview.
 Prepare questions. All candidates should be asked the
same questions. Determine the order of questions to be
asked.
 Reserve a conference room and test equipment (speaker
phone). Make sure there are no conflicts with the room or
interruptions. Keep your phones on silent mode.
 Keep in mind that the lack of non-verbal communication
is a limiting factor for both the interview panels and the
candidate.

4. Guidelines
 Call candidate at the scheduled time.
 Introduce panel to candidate and briefly
explain the interview process.
 Plan adequately and ask the right
questions in the limited time allotted.
 Be sensitive to diversity. Try every
reasonable attempt to screen for inclusion
rather than exclusion?
 Fill in the evaluation form only after the
interview is over and not during the call.
 If a candidate is not shortlisted, they need
to be sent a regret letter. Candidates
genuinely appreciate an indication of the
reason they were not shortlisted from the
pool.
 Recommended Interview Structure for a
30-minute call:

5. Time Sheet
Time Purpose of Question Sample Question
3- 5 minutes Verify information from
resume
Why did you make that
move? 2. How long did
you hold a particular
position?
10 -15 minutes Determine qualifications,
interest in job and fit
What attracted you
about this position? 2.
Tell us about
a time when…
3-5 minutes Answering questions
from
candidate
What questions do you
have for us?
3- 5 minutes Next steps We will be interviewing
more candidates. You will
be
hearing from us within
seven business days.

6. Samplephone
screeninginterview
questions
• Why did you apply for this position?
Was there something specifically in the
job ad that drew your attention?
• What motivated you to choose this
career path?
• Are you currently working? If so, what
period of notice do you need to give to
your employer before resigning?
• The working schedule for this position
is [X number of days – X working
hours]. How flexible/willing are you to
follow this schedule?
• Do you have experience using [X]
software in any of your previous jobs?
• What are your salary expectations?
• Are you authorized to work in [X] area?

7. THANK YOU
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