The Telephone Interview (Screening)

Objective of the call

The telephone interview, often conducted by an internal or external recruiter, functions as an initial screening mechanism.

Its purpose is not to delve into complex technical skills, but to verify the basic viability of the application: to check communicative fluency, confirm real interest in the position and validate essential data such as availability or salary expectations.

It is a mistake to underestimate this phase, thinking that it is a simple formality; if you do not pass this "gatekeeper", you will never reach the final decision-maker.

During this interaction, the evaluator looks for "red flags" or inconsistencies.

Energy, consistency with what is stated in the resume and basic cultural appropriateness are evaluated.

Therefore, the candidate should have his or her resume and a list of key accomplishments on hand so as not to hesitate or hesitate when asked about past dates or functions.

The goal is to convey professionalism and enthusiasm to be invited to the next round.

Preparing the environment

Since the channel is exclusively auditory, the voice becomes the only tool for image projection.

It is vital to make sure you are in a quiet place with good coverage; taking the call in the middle of public transportation or ambient noise conveys disorganization and lack of interest.

To project energy and dynamism, an effective technique is to conduct the interview standing up and smile while speaking.

Although the interlocutor cannot see the smile, it physically modifies the intonation and makes the voice sound warmer and friendlier, which is crucial to establish empathy from a distance.

Also, care should be taken with diction and speed of speech, making sure to articulate each word clearly to avoid misunderstandings.

A monotone or "sleepy" tone of voice can be lethal; energy should be slightly higher than that of a normal conversation to compensate for the lack of visible body language.

Trick questions

Questions designed to rule out candidates, such as reasons for job change or financial expectations, often appear at this early stage.

When asked "Why do you want to leave your current company?", never criticize former bosses or colleagues, as this is perceived as confrontational or disloyal.

The answer should focus on the future and growth: "I am looking to take on new challenges that my current position can no longer offer me". Regarding salary, this is a slippery slope.

Giving a figure that is too high can automatically exclude the candidate, while one that is too low can devalue his or her profile.

The prudent strategy at this point is to return the question by asking