You've collected resumes, selected candidates and are ready to begin talking to top contenders. What's your next step? It could be a telephone interview. With overwhelming constraints placed upon hiring managers, phone interviews can be an effective time-saver, enabling you to quickly identify the most qualified candidates. In a recent survey of financial executives commissioned by our firm, 58 percent of respondents said screening prospective employees by telephone prior to meeting them was very important relative to other stages in the hiring process. Here are some guidelines to help prepare you for the phone screening.

Timing Is Everything
Estimate how long you'll need to effectively conduct a telephone interview with job applicants. Without a guideline, you may spend too much or too little time on the process. If the candidate isn't available and you need to leave a message, set a specific time for when he or she should return your call the next day. This can be a good test of initiative. Candidates who fail to return the call or make alternative arrangements by the designated hour demonstrate either a lack of interest or a lack of commitment.

Have a Candidate's Resume on Hand
Review the resume and cover letter carefully before you call a candidate, and note any questions you have. Keep these materials on hand when you're talking with the applicant, and jot down his or her responses and your impressions.

Develop a List of Questions
For comparison purposes, ask the same or similar questions of each candidate. You'll likely see a pattern emerge among the applicants who are a good fit for your company. Here are a few good questions to ask:

• "Tell me a little about yourself and your work history."
• "What interests you about this position?"
• "What skills can you bring to the position?"
• "Can you tell me about your current position?"
• "What sort of work environment brings out your best performance?"

While phone screening is no replacement for an in-person interview, it can be the ideal vehicle for narrowing the field of possible candidates. The key is to be consistent and optimize the time you spend with each prospect.