Phone interview advice please
Discussion
Hello,
On Monday I have to interview a chap for a job. I have two problems:
1 I've never interviewed anyone before.
2 It's got to be done over the phone.
It's a tecnhical role in a field I'm an expert in, so I have no problems with assessing their knowledge and how they apply it. What I don't have any clue on is how I structure the interview or if there are any questions I absolutely have to ask or avoid.
The point of the interview is the find out whether it's worth getting them to take a day off to travel several hundred miles for a proper interview.
Advice please.
On Monday I have to interview a chap for a job. I have two problems:
1 I've never interviewed anyone before.
2 It's got to be done over the phone.
It's a tecnhical role in a field I'm an expert in, so I have no problems with assessing their knowledge and how they apply it. What I don't have any clue on is how I structure the interview or if there are any questions I absolutely have to ask or avoid.
The point of the interview is the find out whether it's worth getting them to take a day off to travel several hundred miles for a proper interview.
Advice please.
Hows it any different to a standard interview? I assume you've been interviewed your self?
Book a private room, and don't use loudspeaker.
Ask them what they know about the firm - shows they've been bothered to look
Explain how the role will operate, who they'd report to, what you expect to be their workload etc
Have some technical questions setup, pitch them and see the response
Ask if they have any questions (write them down) and answer them
You'll find out the persons phone manner and general demeanor whilst talking with them.
When they come for a face to face interview, you'll pretty much have decided if you think the person is suitable, it'll then just be a formality, so can maybe be a bit lighter. Go through your notes and clarify anything you think to, show them around and meet a few people.
Book a private room, and don't use loudspeaker.
Ask them what they know about the firm - shows they've been bothered to look
Explain how the role will operate, who they'd report to, what you expect to be their workload etc
Have some technical questions setup, pitch them and see the response
Ask if they have any questions (write them down) and answer them
You'll find out the persons phone manner and general demeanor whilst talking with them.
When they come for a face to face interview, you'll pretty much have decided if you think the person is suitable, it'll then just be a formality, so can maybe be a bit lighter. Go through your notes and clarify anything you think to, show them around and meet a few people.
Edited by illmonkey on Friday 16th August 10:36
illmonkey said:
Hows it any different to a standard interview? I assume you've been interviewed your self?
I've had a few interviews. I've always been too worried about winning a happier and richer life to pay much attention to working out which interviewer was best.Useful stuff there, thanks.
If you have any HR staff it may be best to seek their support. There are some questions around sex, religion, disability etc that you are not allowed, unless in very exceptional circumstances, to ask.
To get yourself going, work out what it is you are looking for (the job description and person specification should help); the skills, experiences and the person. When you've done that, base your questions, in an open question format, around that.
If you're really stuck, PM me and I may be able to help further.
Good luck!
To get yourself going, work out what it is you are looking for (the job description and person specification should help); the skills, experiences and the person. When you've done that, base your questions, in an open question format, around that.
If you're really stuck, PM me and I may be able to help further.
Good luck!
I've interviewed many people for technical (programmer) roles over the years. The interview I conduct is usually purely technical (ie I don't need to ask about rights to work in UK, discuss pay and benefits etc - I'm purely assessing technical aptitude to decide whether it is worth bringing them in for a face to face).
Start by introducing yourself - explain your role, the structure of the interview and your expectations and a very brief overview of the role you are interviewing for. Confirm that this matches their expectation.
I then usually ask them to talk about their experience, asking questions along the way if I can get answers to any of the questions I've written down.
I'll then cover off any other questions not yet answered then ask if they have any questions (anything outside of my technical remit is met with "xxx can answer that at your next interview, should you be successful today").
A couple of other points:
- When they say "I was involved in..." try to ascertain what exactly their role was. You don't want first line support staff blagging their way into a Tech Lead role, just because they were "involved in" xyz implementation
- Similarly, try to work out where they sat within a team and, if relevant, how much interaction they have had (and were comfortable with) with various levels of the businesses they have worked in. As a consultancy we need people that are happy working with every level of management, but a lot of techs are happier locked in a dark room!
- You should probably have a list of "standard questions" or things you'd want to find out about every candidate, but add to this with each interview based on their CV. In general I generally have about 5 standard questions and a few more will come out of their CV and a few more as they are talking.
- 30 minutes is plenty of time for a telephone interview!
Hope that helps
Start by introducing yourself - explain your role, the structure of the interview and your expectations and a very brief overview of the role you are interviewing for. Confirm that this matches their expectation.
I then usually ask them to talk about their experience, asking questions along the way if I can get answers to any of the questions I've written down.
I'll then cover off any other questions not yet answered then ask if they have any questions (anything outside of my technical remit is met with "xxx can answer that at your next interview, should you be successful today").
A couple of other points:
- When they say "I was involved in..." try to ascertain what exactly their role was. You don't want first line support staff blagging their way into a Tech Lead role, just because they were "involved in" xyz implementation
- Similarly, try to work out where they sat within a team and, if relevant, how much interaction they have had (and were comfortable with) with various levels of the businesses they have worked in. As a consultancy we need people that are happy working with every level of management, but a lot of techs are happier locked in a dark room!
- You should probably have a list of "standard questions" or things you'd want to find out about every candidate, but add to this with each interview based on their CV. In general I generally have about 5 standard questions and a few more will come out of their CV and a few more as they are talking.
- 30 minutes is plenty of time for a telephone interview!
Hope that helps
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