Telephone screening is an additional method that can form part of your shortlisting process.
It is useful for reducing a 'longlist' of candidates appearing to match the person specification to a final shortlist.
How to use telephone screening
Telephone screening is usually undertaken by the recruiting manager, who should:
- contact the relevant candidates in advance to make arrangements for a phone interview
- prepare a set of job-specific questions which can be covered within 30 minutes
- calls the applicants and asks the prepared questions in a consistent manner
- take notes of each phone interview - including questions asked and answers received - which should be retained in line with the recruitment policy (paragraph 5.2)
- If the vacancy requires the decision of the panel, then the panel's consensus should be obtained as to which candidates should be telephoned
- Check the candidate's application form to see if they have any particular requirements for a telephone interview
- The candidate should be phoned by the University
- The candidate should be called on a landline number wherever possible