How to Effectively Use Telephone Interviews for Candidate Selection

In addition, this method reduces both costs and the time required for selection, while simultaneously increasing the likelihood of making sound hiring decisions.

According to a CIPD study (2021), properly structured telephone interviews increase assessment reliability by as much as 50%, while the Journal of Organizational Psychology (Anderson & Cunningham-Snell, 2000) highlights that structured approaches significantly reduce bias and enable more accurate candidate selection.

Why Choose a Telephone Interview?

Telephone interviews are not merely a tool for eliminating unsuitable candidates; they also provide an opportunity to assess motivation, communication skills, and basic qualifications. This method allows employers to gain insight into candidates without investing time in lengthy face-to-face interviews, which is especially useful when dealing with a large number of applications or candidates who find it difficult to attend an in-person interview (e.g., living in another city or currently employed).

How to Structure a Successful Telephone Interview

Thorough preparation is a key prerequisite for success

A high-quality interview begins with good preparation. Define key questions that will allow you to assess relevant skills and competencies. For example, instead of generic questions such as “What do you know about our company?”, consider experience- and results-oriented questions such as:

“Can you describe a situation in which you successfully resolved a client issue? What was your role in that situation? What exactly did you do? What was the outcome? What did you learn from it, or how would you handle a similar situation differently in the future?”

Be consistent, but flexible

Using the same set of questions for all candidates allows for more objective comparison and reduces the risk of bias. Consistency is crucial for creating a fair and equal selection process. Semi-structured interviews—where a framework exists but allows flexibility—are particularly useful. Candidates are individuals, and interviewers must adapt their approach to elicit honest and high-quality responses while respecting individual differences.

Focus on active listening

Although telephone interviews do not include non-verbal communication, they still allow for the use of paraverbal elements. Tone of voice, speech rhythm, and response formulation can reveal a great deal about a candidate. Take notes on key information and ask follow-up questions to gain deeper understanding.

Avoid Common Pitfalls

One of the most common mistakes in telephone interviews is assuming that candidates who articulate themselves well are automatically the best fit for the position. This is why it is essential to rely on preparation, predefined criteria, and notes—rather than intuition alone.

The Benefits of Training for Telephone Interviews

At Prava Formula, we believe in the power of education. Our training programs help HR professionals develop telephone interviewing skills using proven methods. You will learn how to:

• Structure the key stages of an interview and understand the role of each stage, including presenting employment terms

• Prepare position-specific interview questions

• Ask targeted questions to assess candidate motivation and personal characteristics

• Apply time management techniques to shorten interviews and focus on key responses

• Deliver clear and professional rejections while preventing further unwanted candidate follow-ups

A telephone interview is not just a tool—it is an opportunity to uncover candidate potential and present your company in a professional manner. With proper training, this method can become an indispensable part of your recruitment process.

If you would like to learn more about our training programs, feel free to contact us at prava.formula@pravaformula.hr.

 

References

• Anderson, N., & Cunningham-Snell, N. (2000). Structured interviews as a selection technique: Efficacy and perception in reducing bias. Journal of Organizational Psychology, 73(4), 417–428. https://doi.org/10.1037/0021-9010.73.4.417
• CIPD. (2021). Structured interviews: Best practices for recruitment and selection. Chartered Institute of Personnel and Development. Preuzeto s: https://www.cipd.co.uk
• Harris, M., & Taylor, R. (2019). Optimizing candidate screening: Techniques and tools. Recruitment Psychology Journal, 45(2), 12–25. https://doi.org/10.1016/rpsychj.2019.02.003
• SHRM. (2020). The role of telephone screening in modern recruitment processes. Society for Human Resource Management.Preuzeto s: https://www.shrm.org