In response to reader questions about the recruiting process, Free Resume Builder turned around and sent some of these questions to professional recruiters in our network. Here’s how they answered this one.
Question: When you conduct a phone screening or call a candidate in for an initial interview, what kinds of questions do you usually ask?
Erica, New Jersey
“First, I ask the candidate what she’s looking for. If what she wants seems to line up with what my employer clients are offering, we continue to talk. But if her goals lie in a different direction, I let her know my feelings, I let her know that I’ll keep her in mind for future positions, and I end the call before we waste each other’s time.”
Ron, New York City
“I try to be very clear and direct with the candidate about the challenges the position will entail. I don’t sugar coat anything. And then I ask if she’ll be okay with these challenges and how she’ll be likely to handle them.”
Raj, Boulder, CO
“I assemble a list beforehand of the client’s most important requirements and credentials. Then when I meet the candidate for the first time, I just go down this list item by item. Four year degree in accounting, check. Two years of agency experience, check. Speaks Italian, check , etc.”
Ellen, Jacksonville, FL
“I use the keywords that seem most important to the employer. I bring up the certifications that she mentioned several times, the software systems with which she wants the candidate to be proficient, etc. I keep my questions opened ended and encourage the candidate to speak freely about her experience with these things.”
Jon, New Jersey
“I go directly to the resume. I cross examine the candidate to confirm the claims on his resume are accurate, then I ask him to provide more detail about this job in his work history or that one. I look for holes in his answers and I listen for things the employer will be excited to hear about.”