The value of a good phone interview

by | News & Views

Adapted from an article by Lou Adler, CEO and founder of the Adler Group, a training and search firm helping companies implement Performance-based Hiring

 
With the demand for talent exceeding the supply for these jobs it turns out there is just no time for face-to-face interviews. Instead, people are being hired after one or two phone screens. There are powerful reasons why this actually might be better than the in-person interview.
 
The big benefit of an in-depth phone interview is the ability to more accurately assess ability, fit and motivation by eliminating the visual impact of first impression bias.
 
I stumbled upon this concept long ago when I realized I could save a lot of time by conducting a thorough phone screen before conducting an onsite interview. As I started meeting candidates screened this way, it became apparent very quickly that the person’s first impression, good or not so good, had little impact on the assessment if I had already determined these people had the ability to handle the major performance challenges of the job.
 
As I handled more national search assignments it wasn’t generally possible to meet candidates in-person before presenting them to my clients. To get around this I conducted multiple phone interviews, one preliminary screen and a second one equivalent to the in-person performance-based process described above. When I subsequently met the person, it turned out the phone assessments were more in-depth, more objective and more accurate in predicting actual performance.
 
For one CEO appointment, the candidate hired for the job told me candidly that the phone interviews I conducted with him were far superior to any of the in-person interviews conducted by the board members.
 
This leads to my conclusion stated earlier: A series of properly conducted performance-based phone screens are more effective than interviewing candidates in. The impact of first impression bias and all of the factors associated with it cause interviewer bias – this doesn’t happen over the phone!
 
Regardless of how it’s done, phone-based interviewing with no video results in a more business-like interview and assessment process. The research clearly shows that interviewer bias and lack of objectivity are the top causes of hiring mistakes including not hiring the best person for the job. You’ll solve both problems by picking up the phone first.

Dental Assistant – we’re hiring now!

by | Apr 20, 2021

We are currently looking for a Dental Surgery Assistant to join a successful team in a well-trusted Orthodontics Practice in Limerick city.   Dental Surgery Assistant part time position, potentially leading to a full-time role comprehensive training will be provided...

Sales Manager – we’re hiring now!

by | Apr 8, 2021

On behalf of our client, a well-established organisation, which is part of a worldwide business consultancy network, we are looking for a talented and ambitious SALES MANAGER Main responsibility Selling products and solutions into Irish Market Perfect fit excellent...

Good news for Retirees!

by | Feb 22, 2021

  Tilda - Research Results Great news for Retirees! Recent research from TILDA (The Irish Longitudinal Study on Ageing) tells us that older people in Ireland report high levels of wellbeing – with most feeling younger than their actual age and maintaining a sense of...

Career and Retirement Programmes – Now Online!

by | Jan 28, 2021

Torc in New 'Virtual' Reality In response to the global pandemic situation and in the interest of our clients' safety all Torc Career and Retirement Planning Programmes have been adapted to the new reality and are currently available online. New Forms of Delivery Torc...

Latest News & Views

HOME
SERVICES
CASE STUDIES
NEWS & VIEWS
SOCIAL
CONTACT US

Torc Consulting Group
13 Herbert Place
Dublin 2
D02 YD32
Ireland
Tel: +353 1 662 3020

Case Studies

A member of the Institute of Management Consultants and Advisers

Privacy Policy
Call Now Button