Helping Clients Prepare for Telephone Interviews

The initial telephone interview serves great purpose for the employer. Not only does it cut down on the time and expense of bringing a candidate on-site and gathering a selection committee, but it is also a tool to narrow down the pool of applicants. I have had several clients lately who are getting initial telephone interviews. These can be quite intimidating if adequate preparation and role playing has not taken place. This blog will highlight telephone interview tips that we can be utilizing with our clients. First, we want to encourage our clients that during a job search they should never answer a call from an unfamiliar number. There is nothing worse than taking a call from a potential employer and not remembering the job details or having background noise. Ideally, clients should let the call go to voice mail and then quickly respond from a land line once they have reviewed their records of the specific job for which they applied and are in a quiet environment. As for any interview, review common interview questions, know your strengths, relevant skills and experience, and have a copy of your resume handy.


The following are some common telephone interview questions that we can role play with our clients.

• How did you learn about this position and why are you interested?

• What do you know about our company?

• What skills make you particularly qualified for this position?

• What was your most recent salary? What is your salary expectation?

• Why are you leaving your job or are no longer with your last employer?

Additional strategies would be to make sure clients have a glass of water, pen and paper, and a list of their accomplishments close. Encourage clients to speak slowly and smile during the call. Studies show this helps project a more positive voice tone. The goal of any telephone interview is to set up a face-to-face interview. At the close of the interview, clients can certainly ask for a face-to-face meeting to further share their qualifications. Lastly, be sure clients get the name and contact information of the interviewer and send a thank you note. The coaching our clients for telephone interviews, they will be best prepared and more likely to secure face-to-face interviews.

More on Interviews and First Impressions

Past trainings have emphasized the importance of first impressions in the interview. As noted in a recent InterviewSavy blog post, a survey of recruiters conducted by the Society of Human Resource Management (http://www.shrm.org/) found that a hiring decision relies over 40 percent on organizational fit, and the decision to not hire the candidate is made in about 15 minutes by over 50 percent of recruiters (30 percent do so within 5 minutes and another 30 percent do so within 15 minutes!). With stats this strong, mock interviews and time spent thoroughly preparing our clients for upcoming job interviews can't be overlooked. What specifically do you do to prep your clients and make positive first impressions?

More Research on Nonverbal Behavior

When it comes to interviewing and the workplace, it's not just what we say but how we say it nonverbally. Yes, nonverbal behavior has a stronger impact than we ever realize. A recent study by Amy Cuddy featured in Harvard Magazine (The Psyche on Automatic) focuses on such behavior and how it impacts perceived competence and power. Highlights of the study reveal: -Nonverbal cues associated with lying, happen below the neck -Appropriate self-disclosure, the use of humor, and natural smiles all signal warmth -Large expansive motions signal power and competence With this knowledge, these are variables that our clients can certainly use in their favor.

Interview Closing Statements

Clinching the Interview By Using A Closing Statement

Clients have recently experienced interview success by using the following strategy. When the interview is coming to a close, ask the interviewer the following “May I have permission to make a closing statement?” Rarely will you be denied. Next thank them for their time and consideration. Then, share three of your most relevant strengths for the position. Another strategy is when asked if you have any questions or as the interview is nearing the end, pose this question to the recruiter, “Based on our initial interview, do you perceive anything that would prevent me from performing well in your organization?” or “Now that you know a little more about my background, education and experience, is there anything that would prevent you from extending an offer or hiring me?” The beauty of this strategy is that it allows you to address any concerns the interviewer may have before you walk out the door.