{ "media_type": "text", "post_content": "I have to help with initial phone screens of new candidates. I've never done this before. Any tips?", "post_id": "5f25716f6c1bd900203c8968", "reply_count": 3, "vote_count": 1, "bowl_id": "552d1d24dc1c586b09d2d051", "bowl_name": "Consulting", "feed_type": "crowd" }
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I have to help with initial phone screens of new candidates. I've never done this before. Any tips?

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In most screening interviews I typically focus on probing for/better understanding the following: 1) candidate's subject matter expertise (relevance is dependent on the role/offering you are hiring for), 2) candidate's ambitions/what they are looking for (and whether the role is a fit for that), 3) culture/value fit with the firm (...which is often connected to point 2), and 4) candidate's ability to communicate the above clearly and concisely (note: this isn't an exhaustive list, but I've found it to work well with early stage candidate screening). Ultimately you're trying to assess fit for the firm and role...and ability to perform in the following interview rounds (i.e. case, panel interviews). If you feel you need scripted questions to kick-start/guide the discussion I'm sure you're hiring team has some templated questions... but in my experience they are very formulaic and written by people who are theorists not practionists, and thus don't really understand what success in the role is, and how it is achieved.

likeuplifting

This has become half of my waking hours, I usually
give intros,
a general setup of the job,

ask them how they see themselves fitting in what I just described (I let them know I have their resume in front of me),

ask them about specific experience or traits I need in that position

Turn it over to higher ups if they have follow on questions

Ask the candidate what questions they have about the job or company

Fin

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I describe real life situations I’ve had to deal with on the job and have them walk me through how they’d handle it (technically, when I’d loop in my leadership, presenting to the client, etc.) except I wouldn’t guide them on the full scope. I may be a tougher interviewer, but at the end of the day, would you want to work with this person? Also, I try to get a sense of their vibe. There are a lot of hard workers, but I do not want to be traveling day in and day out with somebody who I find annoying (and know could annoy my whole team).

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