Basics of phone interviews

Phone interviews have been a traditional screening method that many companies use to narrow down the candidate pool. Once you identify the candidates you’re considering, you schedule a time to call and ask questions. Since it’s a screening process, you typically ask fewer questions than you would in a full interview with a focus on determining which candidates best match your needs.

Benefits of phone interviewing

Some of the pros of using a phone screening interview include:

• Ease of use: A phone call is easily accessible for all candidates, whether or not they’re comfortable with technology. No one has to install software or set up a program before the interview.
• Less pressure: Since you can’t see the candidate, they might feel less pressure than with an in-person or video interview. They don’t have to worry about dressing up or finding the perfect backdrop for a video call. Less pressure can help the candidate relax and interview better.
• Fewer requirements: The lack of visibility means you just need a quiet space to do the interview. It doesn’t matter what your background looks like or whether there’s a strong Wi-Fi signal. This gives you and the interviewee more flexibility on the location of the phone call.
• Eliminated bias: Unconscious bias can cause you to form an unfair opinion about a candidate based on factors that don’t impact their ability to do the job. Appearance can often be the source of those biased decisions. When you call the candidate, their appearance doesn’t factor into your opinions as it could with a video interview.
• Note use: During phone interviews, both parties can use and take freely without the other party knowing or it interrupting the process. This can help you keep track of responses and stay on track while interviewing.

Drawbacks of phone interviewing

It’s also important to consider the potential cons of phone interviewing, which include:

• Lack of visible demeanor: Since you can’t see the interviewee, you don’t see visible demeanor that can help you understand what they’re saying and connect with them.
• More difficult to record: Having a recording of the interview lets you go back and review answers. While you can record phone calls with permission, it can be more difficult than recording a video or rewatching a recorded interview the candidate sends.
• Less technology: If the position is remote or requires the use of technology, doing a phone screening interview doesn’t let you see the candidate’s technology skills or comfort level.

Basics of video interviews

Video meetings, trainings and interviews are more popular than ever due to the pandemic. Whether you run a remote company or your employees report to the office, conducting video screening interviews can be an effective practice.

Video interviews can be either conducted on a live platform or recorded. A live video screening is similar to an in-person interview with you asking questions and the interviewee answering. Since it’s happening in real time, you can ask follow-up questions. A recorded, or asynchronous interview, means that you send the questions and the candidate records their answers. You can watch their video responses later.

Benefits of video interviewing

The benefits of video interviewing include:

• Visual connection: Seeing each other during the interview process can help you and the interviewee communicate better and feel a connection.
• Flexibility: A video interview feels like an in-person screening, but it’s more flexible and convenient to schedule than a traditional interview.
• Technology check: If the position relies heavily on using technology, conducting a video interview can help you see how well the candidate handles it.
• Multiple interviewers: More than one interviewer can easily join in on a video interview if you take a team approach. You also have the option to record a live interview for others to view, but check with HR beforehand about the legalities of recording and getting permission from the candidate.

Drawbacks of video interviewing

The potential negatives of using video vs. phone interview screening include:

• Comfort with technology: Not all job seekers are confident with technology and not all positions rely heavily on technology. Some candidates may be nervous to appear on camera. This can create a stressful experience for a candidate who’s otherwise a good fit.
• Technology issues: As great as technology is, it can also have issues. Connection problems, a program that’s down or other technical issues could interrupt the interview. A poor connection could make it difficult to hear the answers from the interviewee.
• Fewer candidates: Some applicants might opt out of a video interview if they don’t have the right technology or don’t feel comfortable being on camera. You could inadvertently eliminate a candidate who would have done well in the interview.
• More prep: Everyone involved has to ensure they have the proper software installed and that it’s working. You also have to be more concerned about what you wear and the background of your video setup, which can take more time and increase stress levels.
• Appearance bias: When you can see the candidate, you could make assumptions or form opinions based on their appearance, which shouldn’t impact your decision.

Video vs. phone interview: Which is better?

Whether you choose to conduct phone or video interviews can depend on your preferences and typical applicants. Consider the importance of technology for the position to decide if you want to test those skills early. The technology you have access to can also impact your decision. If you’re already using video platforms that would make virtual interviews easy, you might decide to go that route.

You can also use both formats for different steps of your interview process. You might do short phone interviews first followed by longer video interviews for the candidates with the best phone interviews. The final round might be an in-person interview.

Best practices for screening interviews

No matter which way you lean in the video vs. phone interview debate, how you conduct the screening interview is usually more important than the format. Here are some best practices for screening interviews:

• Be prepared: Know what you need for the position and have questions prepared before the interview. If you’re using a video interview format, test your software and prepare the background ahead of time.
• Ask consistent questions: To make the screening process fair, ask every candidate the same questions.
• Introduce yourself: Start the interview with an introduction, whether or not the candidate can see your face. Help the candidate feel at ease with this intro.
• Explain the process: Let the interviewee know what they can expect from this initial screening and the rest of the interview process. Tell them when they’ll hear back about the next steps if they’re selected as a finalist.

Testing out both methods and using these best practices can help you perfect your screening interview processes to find candidates who fit your needs.