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5 Reasons Your Phone Screens Aren’t Working

For a lot of companies, the phone screen plays a critical role in the hiring process. It can save valuable time and money spent on meeting candidates who, despite looking good on paper, don’t meet all of your needs.

Although the traditional phone screen may seem like a great way to weed out unqualified candidates before the face-to-face interview, it is still not producing the desired results. Have you found this to be the case in your recruiting and hiring process? Here are five reasons your phone screens aren’t working and how to better attract and screen top talent:

1. You’re not connecting with candidates.
While convenient, the phone screen can sometimes feel impersonal. Neither party can assess facial expressions, body language or the like. To build a more personal connection with candidates, consider connecting via social media. Social profiles can give recruiters a better idea of a candidate’s professional and cultural fit.

In fact, according to a recent survey by the Society for Human Resource Management (SHRM) found that 20 percent of companies currently use social networking sites to research job candidates.

2. You’re not expanding your screening pool.
Preliminary screening is designed to narrow your candidate pool but recruiters should still aim to screen as many candidates as possible, to find the best fit for a position. The average preliminary interview can take up to half an hour, meaning more time will be spent screening less candidates.

One-way video interviews, on the other hand, allow you to screen more people in less time. They can be viewed wherever and whenever you want — even while you’re on-the-go. Additionally, implementing employee referrals can help recruiters find the best candidates for the job. Offering employees rewards for employee referrals that lead to hires is an effective way to land qualified candidates.

3. You’re not asking candidates the same questions.
Recruiters spend a good majority of their time talking to potential job candidates and reviewing their resumes. How can you be sure that you’re accurately comparing one candidate to another to find the best fit for a job?

Accurately compare candidates by asking them the same questions. That may seem obvious but with all of the phone interviews performed, on average, the myriad of questions and answers can begin to blend together. Cue the one-way video interview. One-way video interviews allow you to ask candidates pre-set questions, ensuring that each candidate is being assessed equally. Additionally, candidates are able to re-record their answers to present the most polished version of themselves to employers.

4. You’re not setting yourself apart from competitors.
The phone screen is a commonly used method for the preliminary interview but the video interview is an innovative and efficient way to connect with and review potential job candidates. According to a recent study on how companies are hiring today by Right Management, nearly half (49 percent) of recruiters and hiring managers surveyed expect to be using video technology in selection practices by 2015, compared to only 10 percent in 2010. Stay ahead of the competition for talent and think about adopting video into your recruitment process.

5. Your brand isn’t being properly conveyed.
The preliminary interview, regardless of the platform, should be two-way — meaning, candidates aren’t the only ones who have to make a good impression. However, conducting an interview over the phone makes it difficult to showcase your unique company brand to candidates.

Opting for video interviews gives recruiters and employers a better opportunity to attract top talent, by featuring their brand and culture in the person they choose to conduct the interview, including a clip of the office space, etc. Some dedicated video interviewing platforms even allow for color and logo customization, ensuring that your brand will consistently be on the candidate’s mind during the interview.

Are your phone screens not producing the results you want? What methods have you used to improve your screening and hiring process?

Josh Tolan is the CEO of Spark Hire, a video interview solution used by more than 2,000 companies across the globe. Learn more about finding the best and avoiding the worst in a video interview and connect with Spark Hire on Facebook and Twitter.

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