If you plan to use notes during the interview, have them ready to use during your practice interview. Here are some recommendations to help you excel during the interview:. Assuming the screening interview is to be conducted over the phone, set aside at least 30 minutes in which you can speak to the interviewer in a quiet location without any interruptions.
Try to build rapport with the interviewer. Express interest in the company and ask about the potential timeframe and next steps. The interviewer will be able to read the difference in tone and it can have a powerful impact on how interested you sound in a position.
Make it easy for the interviewer to get the information they need. Answer questions directly—be straightforward and to the point.
Finish the call on a positive note by thanking the interviewer for the opportunity to discuss the role. I really liked what I heard about the role and company—and I am confident I would be a great fit for the position. I would love to meet you in person and discuss the opportunity in-depth. Here are some simple tips for after the screening interview that can make the wait easier and increase the likelihood of a callback:.
Send a thank you email or handwritten note within 24 hours of the interview. Express your appreciation for the opportunity to interview for the role and reiterate your interest in the position. If you were given any instructions, such as following up via email, follow them. If you forgot to ask about the next steps during the interview, request clarification during your follow-up email. Be prepared that you may not receive a response to your thank-you note, especially if the organization is screening a large number of candidates.
Follow up one week after the interview and again after two weeks. Research more to find information not readily available on the company site about company milestones, award-winning projects or recent initiatives that you can work into the interview. And no low-cut or tight-fitting clothes. It's not unusual for resumes and cover letters to head in different directions when a company starts passing them around to a number of executives.
If you sent them, both may even be long gone. So bring along extra copies of your resume and your own copy of the cover letter that originally accompanied it Whether or not you make them available, we suggest you prepare a neatly-typed list of references including the name, title, company, address, and phone number of each person.
You may want to bring along a copy of your high school or college transcript, especially if it's something to brag about Once you get your first job, you'll probably never use it-or be asked for it-again, so enjoy it while you can! On Time Means Fifteen Minutes Early Plan to arrive fifteen minutes before your scheduled appointment If you're in an unfamiliar city or have a long drive to their offices, allow extra time for the unexpected delays that seem to occur with mind-numbing regularity on important days.
Arriving early will give you some time to check your appearance, catch your breath, check in with the receptionist, learn how to correctly pronounce the interviewer's name, and get yourself organized and battle ready. Arriving late does not make a sterling first impression. If you are only a few minutes late, it's probably best not to mention it or even excuse yourself.
With a little luck, everybody else is behind schedule and no one will notice. However, if you're more than fifteen minutes late, have an honest or at least serviceable explanation ready and offer it at your first opportunity. Then drop the subject as quickly as possible and move on to the interview.
The Eyes Have It When you meet the interviewer, shake hands firmly. As you go through the interview, keep a notebook next to you where you can write down questions you have for the recruiter at the end of the session.
Consider asking questions like:. If anything, the phone screen is now more important than in previous hiring cycles. Finally, remember to send a thank you email after your interview! For more advice and insight from these companies, check out our Remote Career Success Stories. And, read more advice and tips for finding a software development job on the Arc blog. Mike Fossi has 10 years' experience of selling in HR Tech, and in helping companies to better utilize software and new approaches to meet their talent acquisition goals.
For Developers. For Employers. Join Community Log in. Log in Join Community. Arc Blog. Technology can reduce the time it takes busy hiring managers to screen job candidates. Many companies use an online application process that includes behavioral assessment tools that have been internally validated.
The goal is to adopt a robust and efficient hiring system that saves managers time, results in improved quality of hire and drives cost savings through a reduction in paper. With the new applicant tracking systems, companies are increasingly moving their historically paper-based compliance forms online, creating a number of new efficiencies.
When everything is done electronically, all the relevant information is already in the system if there is an audit. This automation also results in cost and time savings by reducing the amount of paper contained in new-hire packets.
The pre-screening process typically begins with the review of a candidate's employment application and resume, followed by a telephone interview.
A recent trend among some organizations is to use a candidate's social networking profile as a tool in the screening process. The purpose of an employment application and resume review is to screen out applicants who do not meet the basic requirements for a position e.
While technology has radically changed this step for those using applicant tracking systems, many HR practitioners still screen each resume or application manually. Some ATS solutions provide dashboard-like reporting tools that also support ranking and sorting candidates during pre-screening. See What are some tips for screening resumes? Phone interviews are a quick, lower-cost alternative to conducting a first-round interview in person.
An initial phone conversation can give the employer a wealth of information about a candidate's overall communication skills, sense of humor, ability to listen, attitude and professionalism. During the call, employers first try to determine if a candidate has the right education, experience and knowledge to do the job. They also focus on the prospect's motivation for applying for a particular job to make sure he or she has realistic expectations.
A typical pre-screening telephone interview lasts 20 to 30 minutes and includes questions designed to eliminate candidates who are not eligible for consideration. Examples of questions include the following:.
Within a relatively short period of time for a minimal investment, employers can decide to schedule a face-to-face meeting or determine that they have no further interest in the candidate. Online technologies are increasingly bringing once private information to the public sphere. If you type a person's name into an online search engine such as Google, you might pull up a video from YouTube, a profile on Facebook, photos and myriad other pieces of information that are akin to an individual's social "resume.
However, for other generations, it may be disconcerting to know that one's personal information is only one click away. When recruiters use online search engines and social networking sites to screen job candidates quickly, easily and informally, they may pull up either a wealth of helpful information or very little, depending on how protective the prospective employees are of their online privacy.
In spite of these risks and uncertainties, human resources is increasingly using the Internet as an HR tool. For example, social media can provide a snapshot of applicants' professional personas.
Do they belong to professional organizations? What type of volunteer activities are they involved in? What type of other organizations do they align themselves with? Will they represent the organization well in the community?
SHRM's survey, Using Social Media for Talent Acquisition—Recruitment and Screening , found that 84 percent of organizations are using social media for recruiting, that 43 percent are using it to screen applicants and that 66 percent are taking steps to leverage mobile recruiting to target smartphone users.
Depending on the privacy settings of the social networking site and what the job candidates actually have on their profiles, hiring managers may be able to view pictures of the job candidates and information about their education, political views, work experience, geographic location, hobbies and interests, as well as the list of people they are "friends" with.
Despite the obvious advantages of using social networking websites in recruiting, staffing professionals should be aware of caveats and possible pitfalls. Key reasons many employers give for not using social networking include concerns about the accuracy of the information gained, invading the privacy of the applicant or creating an inadvertent issue of job discrimination. Preliminary assessment of candidates can be conducted through in-person interviews, structured panel interviews, video interviews or any combination of the three.
The three key goals of employment interviews are to find out as much as possible about what the candidates know, to learn how they have applied and tested work skills, and to determine where their aptitudes lie, thereby defining the path of future growth and development. Ideally, each of the 10 to 12 questions interviewers ask during a typical one-hour interview should provide the most insight on the candidates' knowledge, skills and abilities.
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