The document discusses different types of interviews and provides guidance on phone screens, phone interviews, and Skype interviews. It outlines 5 general steps for all interviews: introduction, obtaining information, discussing the position, answering applicant questions, and ending the interview. It distinguishes between phone screens to schedule interviews and full phone interviews, and recommends using phone interviews as a meaningful part of the hiring process. The document also provides tips for using phone and Skype interviews to fill in missing information, assess communication skills, and gauge interest and fit.

2. There are many different types of interviews but
they should all generally follow these 5 steps
• Introduction & Welcome
– Establish rapport and explain the purpose of the interview
• Obtain Relevant Information
– Use job-related questions
• Discuss the Position
– Provide full information about duties and responsibilities
• Respond to the Applicant’s Questions
• End the Interview
– Express appreciation of their time
– Explain when decision will be made and how they will be
notified

4. Phone Screen vs. Phone Interview
• A phone interview should be scheduled with a
candidate
• A phone screen is merely the call to set up that
interview, and ask a few basic things (phone
number, best time to call, interest level)
• To be fair to the candidate, give them an
opportunity to schedule the interview
• Set up a phone interview after phone screen

5. The Phone Interview
As an employer, you are looking for 3 things
– Fill in any missing information
– Assess communication
– Gauge interest and fit for the position
Most important: Make the phone interview
count as a meaningful part of the screening and
hiring process

6. The Phone Interview: Missing
Information
• Filling in any missing information is done to
make sure the candidate has the right skills
and abilities for the job
• Make sure you have a copy of their resume
and job description on hand
• Jot down questions on their resume that need
clarification
• Anything that is unclear needs to be addresses
at a preliminary level before the candidate is
brought in for a face to face interview

7. The Phone Interview: Assess
Communication
• The phone interview gives you a chance to
assess verbal communication skills
– You can tell more about how things are said rather
than what is said
• Warning signs
– Long pauses when asked clarifying questions
– Lots of uh’s and um’s or stumbling over answers
– Lack of preparation
– Not in a quiet place

8. The Phone Interview: Gauge Interest & Fit
• To gauge interest, ask candidate about what
they are looking for in their next position
– Ask them to explain why they applied or
expressed interest
• Gauging fit is a bit more difficult
– Ask the candidate about their style of work, or
ideal work environment
– Gain a better understanding about what they are
looking for and what they are accustomed to in
their job

10. Skype Interviews
• Done online and provides video feed of both
the candidate and the interviewer
• Allows you to interact with the candidate and
see their professional appearance
– Great alternative for candidates who cannot come
onsite for an interview
• Make sure there is a good connection on both
ends (employer and candidate)
– May be necessary to do a trial run

11. Skype Interviews
• Make sure to answer any questions the
candidate may have about the video process
• Look at the camera, not the screen
• Be aware of possible interruptions
• Make sure candidate is professional in their
dress and demeanor
• Consider having other employers review the
interview after completion