Purpose:
There are two main objectives of a telephone interview. First, a company wants to assess your capabilities to fit the job, both “skill set” and personality. Remember, your “skill set” is only as good as the specific examples you can relay to a client. Second, you will have a chance to see if the position meets your objectives.

Logistics:
Know when the client will call you, or when you are supposed to call the client. Know the name and title of the person conducting the interview. Make sure you are in a quiet spot, and have a good writing surface available. Avoid any extraneous noises such as TV, radio, children, etc. Give yourself at least one hour for the interview.

Preparation:
Discuss the company and position in depth with the recruiter. Research the company through their website, press releases, and financial reports. Try to know what direction the company is moving, and what are key areas for success or development. Talk with others in the industry who may know the company. Be discreet when talking with others. You do not want to “give away” the job. Write down several questions relating to:

1. the position: responsibilities, reports, key needs, issues the prior employee faced.
2. the company: their financial condition, growth projections, ownership, where you can get the last annual report.

Have your resume in front of you, and know clearly your accomplishments and the numbers to support the results. It is not usual, but have your references available in case the interviews wants them.

If you have a non-compete agreement, be knowledgeable about the terms. Do not take the approach that “it will not hold up in court.” A company does not want to incur court costs to fight a non-compete agreement.

Approach:
First impressions are critical. Present an upbeat, yet professional demeanor on the phone. Your enthusiasm or lack thereof will be noticed. Avoid “over talking.” Be succinct, and ask clarifying questions when appropriate. It is always good, when the opportunity arises, to ask the interviewer about themselves—how long they have been with the company, education, background, etc. Telling the truth is always the best policy. Misrepresentations will usually always come back to hurt you.

Possible Questions:
1. “Tell me about yourself and your work experience.” This is a very open-ended question. You should try to avoid just regurgitating the resume. Speak to how you have progressed in your career and a few highlights. Talk about why you are interested in the position and what you can contribute.
2. “Why are you leaving (have left) your prior position(s)?” This answer needs to have a positive slant, but always tell the truth. Companies usually have contacts that they can call to verify your reasons.
3. “Why do you think you can be successful in this position?” The interviewer is usually looking for a few specific areas that he/she knows are key for performing the job. Here is where your recruiter should have prepared you. This is probably the most important question of the interview.
4. “What are your strengths/weaknesses?” Have answers prepared that talk more to your managing/technical skills rather than personality issues. Being a good “people person” is too vague. Have examples that demonstrate your strengths and even your weaknesses. Showing a weakness that was recognized and then overcome is a good approach. For example: “In the past I have been too detail oriented; found myself swimming in a sea of facts and figures in a board meeting, and realized this was not the right approach for my audience; now I make sure I tailor my content appropriately.”
5. “Any problems with relocation?” Be honest about any particular needs. This item also should have been resolved with the recruiter before the first interview.

What to avoid:
1. The purpose of the interview is to sell yourself. Do not put the interviewer on the spot and ask him/her why you should want to work for them. That comes later at the offer stage.
2. Do not criticize prior superiors or companies, even if you were involved in a negative situation. Use negatives as learning tools. Be positive and professional throughout the interview.
3. Do not give one work answers, and do not ramble.
4. Do not ask questions about salary or compensation. If asked about salary try to deflect the question to a later point when there is more firm interest by both parties. The key is for them to like your background and you to be positive about the position. You can also say the recruiter mentioned a range and it was acceptable to you.

Closing:
Make sure you thank the interviewer and share with him/her that you are very interested in the position (assuming it is true), and would like to know the next step. It is good to share with them any scheduling issues, like, “I will be in Europe in two weeks, otherwise I am available for further discussions.” Get the email address or mailing address from the recruiter and send the interviewer a follow up note of appreciation and interest.

Personal Interviewing Techniques