MAY 2017 • FOGHORN 19 FOGHORNFOCUS: HUMAN RESOURCES surveys to assess skills and compati- bility in the job and organization. And, many are now screening candidates through phone interviews. Scott Wintrip, author of a new book, High Velocity Hiring: How to Hire Top Talent in an Instant, believes that a brief phone interview—20 minutes should suffice–will allow operators how the candidate communicates and shares background information. “Effective phone interviews can cover lots of ground using short and simple questions,” says Wintrip. For example, covers in his book, Why us? Motives are important. Knowing whether your candidate is inspired by your company’s mission or just looking for a job will help you pick the best people. Why now? Knowing what’s driving a candidate’s decision to job search is vital in choosing the right people for your company. Is the candidate desperate to make a change and ready to leap at the first offer? Or, is she happy and simply open to a new op- portunity that could make life even better? What job suits you best? Too often, interviewers ask candidates about their perfect job. Such a question sets up the candidate and the employer for failure, since jobs and companies are rarely perfect. Instead of asking about perfection, ask about personal fit. After the phone call to screen potential hires, then it’s time to move onto a longer interview, either in person, or through an on-screen computer interview. Free online options include Apple’s FaceTime, Google’s Duo, and Skype. Zoom is an online video conferencing service that is favored by many corporations for having face-to-face conversations. These options are ideal for interview- ing candidates who are not located near the job (students, for example) and offers flexibility for the operator. n