Best Interview Questions for Employers to Ask

 

phone interview questions to ask applicants

Best Phone Interview Questions to Ask Candidates / Applicants / Future Employees. What makes a phone interview good instead of great is failing to assess the criteria above. Great phone interviews take a screening one step farther to ensure your hiring manager . This phone interview template will help you screen candidates to determine who to invite to an in-person interview. Questions to ask candidates in a phone interview. Phone interviews are helpful during initial hiring stages. They’re an opportunity to reject candidates who . May 11,  · Interview questions that are asked during a telephone interview, examples of the best answers, tips for responding, and questions to ask the interviewer. The Balance Careers it's also important to have a list of questions ready to ask the phone interviewer.


Top questions to ask candidates on a telephone interview - REED


Do you have favorite interview questions that you ask each job applicant at an interview? These questions are the backbone of an effective job interview. If you track your data carefully over time, you will learn which questions worked to help you decide to hire the candidates who became your most successful employees. You will also learn what kinds of answers were given by the applicants who became your most successful employees. These best phone interview questions to ask applicants questions focus on the skills that you want candidates to have and the contributions that you most want the candidate to make—if phone interview questions to ask applicants. They help you understand how the candidate interacts with people and the work environment.

These best interview questions have a track record of helping you select people who became successful employees. These are some of the best interview questions to ask a prospective employee and your goal in asking each question. The answer helps the interviewer decide whether the prospective employee is a good fit for their culture and work environment. For example, you don't want to hire a loner for a team that thrives on collaboration.

You don't want to hire an employee who can't type a coherent paragraph if the majority of your customer support is via email, phone interview questions to ask applicants. My favored work environment would emphasize employee involvement and autonomy in making decisions about issues that affect my work, phone interview questions to ask applicants. I dislike close supervision and believe that I am competent to make decisions about my job if I have all of the information and support I need to make responsible decisions.

I also like to use a team approach to completing tasks and solving problems because thoughtful people working together can move mountains. In a company that phone interview questions to ask applicants empowermentfor example, a candidate who requires constant direction will not fit. If you know that the boss who is the hiring manager is a micromanager, the self-driven candidate may not succeed.

In fact, most of your best candidates will not succeed with a micromanaging boss, phone interview questions to ask applicants. You are doing phone interview questions to ask applicants My ideal boss would expect me to operate within the framework of our department's mission but would give me the information and support that I need to make autonomous, responsible decisions.

My ideal boss would communicate frequently, provide recognition for legitimate accomplishments, and create an environment that emphasizes honesty, integrityand respect for all employees, phone interview questions to ask applicants. My ideal boss would care about me and pave the way for me to succeed. The answer also demonstrates what the applicant considers to be an achievement. This will tell you about the most important contributions they consider that they make at work.

My greatest achievement, one that I will remember for a long time, was when I led my product development team phone interview questions to ask applicants release a major product release on the date we had promised our customers and resellers.

This was probably the first time in company history that we released a product on time. I had a fantastic team that was highly motivated to add this achievement to our record. Everyone pulled their own weight, contributed their work on time, and they were committed to adding value for our customers. You obtain information about his or her problem-solving style and you also learn about what the candidate considers an obstacle.

You may also learn about his or her interaction style with coworkers and how he approaches solving potential conflicts and problems.

Once I had a coworker who needed to provide several reports for me every week by Tuesday. They were late almost every week which caused me to be unable to complete my overview of the department's performance which was due to my manager on Thursday weekly. In turn, his report was due to the senior team on Friday. Rather than complaining and blaming, I decided to proactively discuss the situation with my colleague. What I found out is that she didn't realize that my whole departmental report was incomplete without her input.

She also was not aware of my deadlines and the final report and due dates to the senior team. By addressing the issue with her directly, I discovered that her manager had never provided her with the context she needed to understand the importance of the deadline. The report was never late again. What You Want to Know: The candidate's answer tells you what he or she considers most important in their skill set.

You also learn about how the candidate views your open position and their ability to make contributions in that job. I am one of those people who appreciates the insights and input that my coworkers provide and can capitalize on their value. The answer will tell you about what motivates the individual and what is important to the applicant.

You can then assess whether your applicant's needs are congruent with the work environment and opportunities that the position provides. I applied for this job because the opportunity appeared to be congruent with the strengths and experience that I would bring to the position.

It also offered me a promotion so that I can further develop my skills and face new challenges. I see it as a stretch role in which I can continue to grow my skills and experience. Especially as the job is in a related industry to the one in which I am currently employed, I saw a lot of opportunities to expand my knowledge and network.

What You Want to Know: The applicant's response tells you about his or her values, outlook, goals, and needs from an employer. You can determine what prompted the job search. Is the candidate running towards a more successful future or is she running away from a past unsuccessful employment experience?

Candidates who tell you about leaving bad bosses may not reveal their own part in the story. I am looking for an opportunity to continue to develop my skills and experience so that I can work for an employer in increasingly stretch roles.

At my current employer, it is difficult to grow my skills. As a smaller employer, fewer opportunities exist to move into a team leader or managerial role. This is my ultimate goal. I have transferred and also made several lateral movesbut it's time to move on to my next challenge where I can contribute most significantly. What You Want to Know: You will gain an understanding of what the applicant deems important, their understanding of the requirements of your job, and how the candidate approaches a new situation.

You will learn whether the candidate takes the time to understand the work environment and necessary interactions before diving right into the water. I'd start by trying to understand the environment and learning how I'd best interact with the existing people and systems to quickly integrate and contribute to my new job. I'd do this by interviewing any reporting staff members, phone interview questions to ask applicants, my coworkers, my manager, and the senior team.

I'd also speak with any of the departments phone interview questions to ask applicants are the customers of my services. Finally, phone interview questions to ask applicants, I'd work through the existing systems as they are currently followed to understand the way they work before turning my thoughts to continuous improvement. What You Want to Know: You want to understand how the candidate thinks that his or her coworkers view their interaction.

You also want to assess how coworkers like working with the candidate. These questions give you an idea about the candidate's assessment of his effectiveness in his current job and in his relationships with coworkers.

Past practice can predict future results. My coworkers in the past appreciated that I am a team player phone interview questions to ask applicants a person of integrity. I believe that they'd tell you that they respect me and the contributions I made. I made efforts to share the glory when the team was successful and I never threw anyone under the bus. They'd phone interview questions to ask applicants say that I was reliable and accountable.

What You Want to Know: You want to understand how the candidate perceives the support and opinion of his current employer. This question tells you about the candidate's interaction with his current boss. It also informs you about how well he accepts criticism and feedback, phone interview questions to ask applicants. If the interaction with the applicant's current employer is positive and upliftingthis can shape the job applicant's expectations of their new work environment, phone interview questions to ask applicants.

My current boss likes me and I like her so we start the relationship from a positive place. She appreciates my team orientation and my ability to communicate effectively with my team members and our internal customers. She appreciates that I don't let her down because I am accountable, reliable, phone interview questions to ask applicants, and I keep my commitments. When she has feedback and can provide specific examples, I am generally willing to try to use her advice.

I think this makes her happy she took the time to provide it. We enjoy a positive interpersonal as well as a positive managerial relationship.

What You Want to Know: Prospective employees have long been asked to learn about the company to which they are applying. In this virtual era, learning about the company you are applying to has never been easier. This question tells you if the prospective employee did learn about your company.

Further, it tells you if the candidate was thoughtful about his or her potential fit in your company and whether she will be able to contribute. It also helps you to know that there are specific reasons why this applicant applied for your open position—not just that he's applying for anything and everything. When I phone interview questions to ask applicants out the job posting on your website, I took the time to read through your mission, vision, values and your description of the environment that you strive to provide for employees.

It was congruent with the kind of workplace I want to find where I can function as an autonomous, empowered employee. In this role, I can seriously contribute to achieving the goal and the big picture in a mission that is much larger than anything I could do on my own.

I also have skills and experience in five of the key requirements listed for the job. What You Want to Know: You want to hire employees who believe in continuous development and improvement.

Listen carefully to whether the prospective employee pursues his or her own professional development or whether they depend on their employer to provide the development opportunities.

Continuous improvement and growth are one of my strongest areas as an employee. I read constantly online about management and interpersonal relationships. I am taking a few courses every year that will eventually result in an MBA. I'm especially focused on learning to manage people and processes.

When available, I also seek out mentors phone interview questions to ask applicants can help me develop my skills in these areas and in finance and accounting. Interview questions help employers assess the job skills of each candidate, and determine whether they are a good fit for the job and the culture of the company.

These examples will help you create your own list of best interview questions to ask. As you interview more candidates, the success and failure of those interviews will help you learn which kinds of questions and answers will help you identify the best candidates for the job.

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7 Questions You Must Ask In Every Phone Interview

 

phone interview questions to ask applicants

 

A pre-screening interview is a series of questions that lets you learn more about a candidate before you conduct a more extensive interview or pass them on to your client. The pre-screening questions ask the candidate more information about their career goals, job preferences, abilities, knowledge, and more. This phone interview template will help you screen candidates to determine who to invite to an in-person interview. Questions to ask candidates in a phone interview. Phone interviews are helpful during initial hiring stages. They’re an opportunity to reject candidates who . May 11,  · Interview questions that are asked during a telephone interview, examples of the best answers, tips for responding, and questions to ask the interviewer. The Balance Careers it's also important to have a list of questions ready to ask the phone interviewer.